Can nurses say no to change?
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Christianity↗
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Results for “Job Description”
Search indexed PubMed citations on genomics, clinical trials, systematic reviews and public health. Explore titles, authors and supplied subject terms, then open the PubMed record.
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Job satisfaction and mobility of nursing educators in baccalaureate and higher degree programs in the West.
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Adult↗
A study: the impact of task characteristics on employee response in hospital nursing.
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Job Description↗
A community hospital redesigns care.
In response to professional and societal forces, Albany Memorial Hospital redesigned patient care services. Funding as a New York State Workforce Demonstration project afforded the organization the resources to study components such as decentralization of services, case management, and reallocation of work to new or expanded roles. Subsequent changes in skill mix were associated with improved or unchanged quality indicators and satisfaction levels. Cost savings were demonstrated by adjusted labor costs and continue through present housewide use of caremapping. Although the process requires tremendous time and energy, the outcomes clearly justify the investment.
Case Management↗
Redesigning work: the cardiac intervention nurse liaison.
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Coronary Care Units↗
It's a match!
When interviewing a candidate for employment, nurse managers must analyze a unit's strengths and weaknesses to find someone who not only fits the job description, but will be an asset to the unit.
Education, Nursing, Continuing↗
Motivating LPNs.
Follow one facility's approach to developing an LPN clinical ladder program.
Attitude of Health Personnel↗
The push and pull of staff accountability.
Motivate staff nurses to be accountable, even for duties beyond their job description.
Humans↗
Helping hands: CNAs in elder care.
One facility's functional model of care for hospitalized elders focuses on improving nutrition, toileting, and promoting mobility.
Activities of Daily Living↗
Prevalence and nature of call light requests on an orthopaedic unit.
Response to call lights is an importance indication of patient satisfaction. At St. Luke's Medical Center, Milwaukee, Wisconsin, follow-up satisfaction surveys ask patients if the nurses were prompt in responding to their needs, i.e., response to patient call lights. Satisfaction scores for the orthopaedic unit indicated dissatisfaction with response to call lights. This data was used to adjust staffing patterns and develop a job description for a new category of nursing staff, the Unit Assistant.
Follow-Up Studies↗
Suture technicians in a children's hospital emergency department.
A program that employs technicians for suturing lacerations is presented. Careful selection of the candidates, intensive training, and ongoing monitoring of their activities have been major factors in the success of the program. The curriculum of a course for suture technicians and their job description are discussed.
Allied Health Personnel↗
Survey of knowledge among primary health care workers in diabetes.
The knowledge of diabetes mellitus held by allied health professionals in Kentucky and the short-term and long-term effectiveness of a symposium in altering this knowledge was studied. The groups investigated consisted of: 136 primary health workers (nurses, dieticians, health educators, and other health professionals) surveyed before and after the 12-hour symposium (group 1); 37 of these primary health professionals studied again one year after the first symposium (group 2); and 26 nurses who work at a university hospital, and who did not attend the symposium (group 3). Before training, all groups performed similarly on this survey. Group 1 scored 58.5 +/- 0.2% correct, group 2, 56.9 +/- 3.1% correct, and group 3, 52.7 +/- 5.0% correct. Performance did not correlate with educational level, job description, or geographic location within Kentucky. There was a negative correlation between performance and age for group 1 (r = -0.3494, P < .001). Follow-up studies immediately after the symposium showed that a significant improvement occurred in the performance of group 1 and group 2 on this knowledge survey (correct score +/- SEM = 82.5 +/- 0.3%, and 81.7 +/- 2.4% respectively, P < .005) compared to pretraining scores. A repeat survey of group 2 one year later showed a significant deterioration of knowledge (P < .05), but not to pretraining levels (mean correct score = 69.2 +/- 3.4% at one year versus 56.9 +/- 3.1% before training, P < .02). These results suggest that more emphasis on professional education in diabetes and study of effective methods for providing this education is required.
Adult↗
The neonatal nurse practitioner.
Neonatal nurse practitioners have been introduced into tertiary level neonatal intensive care units in the United States, Canada, and the United Kingdom in response to the increased survival rates of extremely low birth weight infants, the short-age of physicians, and the nursing profession's emphasis on development of advanced nursing practice roles. This brief review summarizes the recent research related to the facilitating and constraining factors that influence the role; the safety, effectiveness, and cost of the role; the impact of this role on other members of the health care team; and the satisfaction of those in the role.
Canada↗
Validity and reliability of a work history questionnaire derived from the Job Content Questionnaire.
Job design risk factors for hypertension and heart disease have often been assessed by the Job Content Questionnaire (JCQ). Job characteristics are typically assessed only once, however, which can result in misclassification and bias results toward the null. Newer approaches, which assess job characteristics over a working life, are hampered by the need to ask numerous questions about each job, increasing survey length and potentially reducing response rates. Participants in the Work Site Blood Pressure Study, a prospective study of psychosocial factors and ambulatory blood pressure, completed the JCQ about their current jobs. At later dates, 213 employed men, a subset of the original cohort, retrospectively completed the Work History Questionnaire (WHQ), a short version of the JCQ, for each past job. The WHQ exhibited moderate validity for assessing past job characteristics, a weak association with systolic blood pressure, and expected patterns of change over time. Thus, it may be a valuable tool for measuring the health effects of historical job characteristics, which often change over time.
Adult↗
Top 10 reasons to become a trauma nurse practitioner.
Nurse practitioners have played a pivotal role in both advances in patient care and healthcare policy over the last 40 years. As the healthcare environment continues to change, so too does the role of the nurse practitioner. Nurse practitioners are becoming the norm instead of the exception in the critical care setting and, more recently, have been welcomed as valuable members to trauma teams around the country. As the role continues to evolve and grow, the growing pains will multiply. This article will discuss one nurse's experience of being the new nurse practitioner in a new role and the challenges, both positive and negative, that have grown out of that experience.
Adaptation, Psychological↗
Acute-care nurse practitioners: roles and practice profiles.
The purpose of this study was to explore aspects of the acute-care nurse practitioner (ACNP) role. The first certification examination for ACNPs was administered in December 1995. In January 1996, all applicants were mailed a study questionnaire about their practice. Responses were received from 125 of the 136 applicants (93% response rate). Work settings included hospital-based specialty and unit-based areas, urgent-care centers, and multipractice clinics. Predominant role components were conducting histories and physical examinations, prescribing treatments, and performing therapeutic procedures. Although long hours, resistance and uncertainty about the role, and perceived low salary exist, advantages identified reflect the role's autonomy, broad scope of practice, and contributions to collaborative care. Further exploration of roles, practice issues and outcomes of care will provide additional information about this new practitioner in advanced practice nursing.
Adult↗
Longitudinal survey of acute care nurse practitioner practice: year 1.
This article reports on the results of an ongoing survey among acute care nurse practitioners (ACNPs) as part of a 5-year longitudinal study in progress exploring role aspects and issues in practice of this new practitioner in advanced practice nursing. The role of the ACNP is progressing, and responses from 619 ACNPs 1 year after they sought national certification reveal continued role development and role challenges, along with increased independence, autonomy, and confidence in practice. Implications for ACNP educational programs and suggestions for those contemplating pursuing an ACNP position as reported by study participants are also discussed.
Acute Disease↗
Implementing differentiated practice: personal values and work satisfaction among hospital staff nurses.
This project was part of a collaborative model for nursing staff development and student education. Personal values and work satisfaction of 49 staff nurses working on three hospital units were compared. One of the units employed differentiated practice. Results revealed high similarity in personal values among all nurses. Work satisfaction was significantly higher among nurses working on the unit employing differentiated practice. The importance of assessing personal values of nurses emerged as an important aspect of staff development, and differentiated practice appeared to be related to staff nurse satisfaction.
Adult↗