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So you've been offered a management position.
As the demand for nurses opens management positions not previously available, nurses are increasingly facing the dilemma created by attractive job offers. Each nurse who is offered a management position needs to carefully assess her/his personal attributes as well as various factors about the position to determine the appropriateness of taking the position at the particular time. While few nurses manage the transition to management with ease, a poor decision can result in more than healthy growing pains. The deep trauma that may be inflicted by a painful experience in management may cause not only managerial burnout but even prompts some nurses to leave nursing. Premature timing in accepting a management position may not be in your best interest. On the other hand, a management position may offer you the challenge you have been waiting for and an opportunity to expand into a rewarding new nursing career.
Cuddler Program provides soothing answers.
Volunteer cuddler programs have the potential to enhance the human caring aspects of complex technological nursing care provided premature infants. Nurse researchers have identified the value of human touch and stimulation to the development of premature infants. Although the fragile premature infant may not always appear to respond overtly, the weight gain, and social and mental development of the cuddled babies give testimony to the effectiveness of human attention. The infants' improved well-being and subsequent earlier hospital discharge as a result of cuddling are convincing rationale to implement a cuddler program. A well administered hospital volunteer program is an excellent resource for cuddlers. Volunteers tend to be readily attracted to a neonatal nursery and their services have proven to be safe and therapeutic. After determining the type of service needed, nurse administrators and directors of volunteer programs may team together to develop their strategy. A literature review about cuddler programs and the development of the premature infant contain valuable information of research findings and experience of other nurses. Staff nurse and physician involvement in the program are essential for overall success as well as identifying an effective person to coordinate the plan. The team of planners need a program development and implementation schedule, a volunteer job description and a training plan. Orientation of all nursing staff to the program may occur simultaneously with volunteer recruitment. Evaluation of a cuddler program utilizing predetermined criteria should occur at scheduled intervals.(ABSTRACT TRUNCATED AT 250 WORDS)
The role of the practice nurse.
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Work-related variables and turnover intention among registered nurses.
The hospital continues to be the largest employer of nurses and the institution most strained by the nursing shortage. In an era when nurses are more frequently opting to work in alternate settings, it is particularly important for the acute care institution to know what factors influence nurse turnover. Turnover intention, as measured by Pooyan, Eberhardt, and Szigeti, addresses this critical factor.
Nurse practitioners and clinical nurse specialists: are the roles merging?
Although the origins of clinical nurse specialists (CNSs) and nurse practitioners (NPs) are different, some nurse educators believe that the roles of these advanced specialists should merge, while others believe that, from a philosophical point of view the roles are distinct, and should be kept separate. In order to throw light on this controversy, CNS and NP alumnae from a Master of Science program in upper New York State were surveyed. Graduates of the past 10 years were asked about their current role functioning, satisfaction with their work and career choice, and opinions about a number of professional issues, including the merging of NP and CNS preparation. The most impressive finding was the overlapping functions and opinions of the graduates actually involved in the clinical role. Although differences in traditional areas associated with the two groups were noted, they were not nearly as large as the literature suggest. The majority of the graduates supported the merging of the two roles. Such a merger has advantages for both types of specialists, nursing school curriculums, the health care system, and ultimatley the consumer.
Family nurse practitioners in Botswana: challenges and implications.
In 1981 Botswana established a one-year post-basic programme at the National Health Institute to prepare nurses to provide comprehensive primary health care services. The 80-odd graduates (as of 1989), called Family Nurse Practitioners, have been so competent in the clinic and willing to serve in even the remotest of communities that they are in high demand throughout Botswana's health care system. Below, a report on their expanding role and their educational needs.
Influence of job characteristics and organizational commitment on job satisfaction of hospital foodservice employees.
The purpose of this study was to determine the relationships among job characteristics, organizational commitment, job satisfaction, and demographic variables for hospital foodservice employees. Questionnaires including 30 items on job characteristics, 15 items on organizational commitment, 6 items related to job satisfaction, and 7 demographic items were administered to 45 supervisory and 172 nonsupervisory employees of 11 randomly selected hospitals. The reliability for the total instruments, using Cronbach's alpha, was 0.87 and 0.89, respectively, for the supervisory and nonsupervisory employee questionnaires. Organizational commitment and job satisfaction were related positively, with an r2 of 0.38. For supervisors, job characteristics related positively (p = .019) to organizational commitment, with variety being the only significant individual characteristic. For nonsupervisory employees, the model was also significant (p = .0001), with variety and feedback being the only significant individual characteristics. For all employees, there was a positive relationship between job characteristics and job satisfaction, with variety and feedback being the significant individual characteristics. Age was the only demographic variable related to organizational commitment; older employees had higher commitment scores. Demographic variables were not related to job satisfaction. Supervisors had higher perceived variety, autonomy, feedback, dealing with others, and friendship opportunities scores and higher commitment and satisfaction scores than did nonsupervisory employees. The findings indicate that dietitians and foodservice managers may increase organizational commitment and job satisfaction by increasing the variety and feedback in employees' jobs.
Running to stand still.
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[Too much responsibility? Why a pediatric nurse gives up her profession - must 40-year-olds give up?].
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[Discussion on: relationship job satisfaction and quality control].
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Job satisfaction--or should that be dissatisfaction? How nurses feel about nursing. Part one.
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Participative employee evaluation.
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On the image of child psychiatry amongst the people and the parents concerned.
In questionning altogether 313 parents who had made use of the help of child psychiatry, as well as parents who had taken their child to a children's hospital, or persons who lived in the vicinity of a child psychiatric clinic, clear prejudices against children who had undergone child psychiatric treatment, their families and facilities were found. The child and adolescent psychiatrist's job description and his sphere of responsibility were indefinite and not well-defined in comparison with other professional groups (e.g. psychologists). His advice was often only sought for after other facilities, above all paediatricians and educational advice centres, had been consulted without the desired success. Parents who had made use of a child psychiatrist's help were less inclined to prejudices and were better informed than the other two groups mentioned above. Even today however, patients who have undergone psychiatric treatment and their families still have to reckon on reservations in their social surroundings especially from other children.
The work of the nursing officer - 2.
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New training for new roles.
Assistant medical practitioners in Sri Lanka are justifiably dissatisfied with their training, which should be modified so that they are enabled to function more effectively in the country's predominantly rural communities. Furthermore, in order to motivate these health professionals to the greatest possible extent, they should be offered an attractive career structure.