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Changes In Staffing Patterns Before And After California's Nurse-To-Patient Ratios, Teresa Serratt
Changes In Staffing Patterns Before And After California's Nurse-To-Patient Ratios, Teresa Serratt
Teresa Serratt
Research Objective: This study identified and described changes in nurse and "non-nurse" staffing that may have occurred as a result of the enactment of nurse-to-patient ratios between Fiscal Year (FY) 2000 and FY 2006 in California's acute care hospitals. Population Studied: Inclusion into the study required that a California general medical/surgical acute care hospital (N=273) with (a) Hospital Annual Financial Disclosure Reports for FY 2000 and FY 2006, (b) complete reporting of mean productive hours (MPHs) for registered and registry nurses (also known as contract, agency and/or traveling nurses) for both time periods, and (c) thirty or more acute adult …
Work Environment Characteristics Of High-Quality Home Health Agencies, S. Tullai-Mcguinness, J. Riggs, Amany Farag
Work Environment Characteristics Of High-Quality Home Health Agencies, S. Tullai-Mcguinness, J. Riggs, Amany Farag
Amany A. Farag
This concurrent mixed-method study examines the nurse work environment of high-quality Medicare-certified home health agencies. High-quality (n=6) and low-quality (n=6) home health agencies were recruited using agency-level publicly reported patient outcomes. Direct care registered nurses (RNs) from each agency participated in a focus group and completed the Practice Environment Scale of the Nurse Work Index (PES-NWI). No significant differences were found in the PES-NWI results between nurses working in high- and low-quality agencies, though nurses in high-quality agencies scored higher on all subscales. Nurses working in all the high-quality agencies identified themes of adequate staffing, supportive managers, and team work. …
Multigenerational Nursing Workforce Value Differences And Work Environment: Impact On Rns' Turnover Intentions, Amany Farag
Multigenerational Nursing Workforce Value Differences And Work Environment: Impact On Rns' Turnover Intentions, Amany Farag
Amany A. Farag
Despite ongoing nursing retention efforts, the national turnover rate continues to climb as high as 21% annually. Creating a climate that supports retention is among the many responsibilities of first line nurse manager. This task is challenged by the presence of multigenerational nursing workforce. Nurses from different age cohorts come to the work environment with different set of professional and generational (terminal and instrumental) values. Values are enduring beliefs about what constitutes desirable and acceptable behavior; values play a fundamental role in both decision making and meaning formation processes. Nursing literature suggested that nurses from different age cohorts may perceive …
Hospital Extra. Understanding The Sources Of Stress For Nurses, Diane Huber
Hospital Extra. Understanding The Sources Of Stress For Nurses, Diane Huber
Diane Huber
Can knowing the sources of our professional stress lead to significant health care reforms?
An Exploration Of Nursing Home Organizational Processes, S. Forbes-Thompson, B. Gajewski, Jill Scott-Cawiezell, N. Dunton
An Exploration Of Nursing Home Organizational Processes, S. Forbes-Thompson, B. Gajewski, Jill Scott-Cawiezell, N. Dunton
Jill Scott-Cawiezell
The purpose of this study is to explore the relationship between nursing home staffs' perceptions of organizational processes (communication, teamwork, and leadership) with characteristics (turnover, tenure, and educational preparation) of the nursing home administrator (NHA) and director of nursing (DON). NHAs and DONs rate communication, teamwork, and leadership significantly higher than direct care staff do (registered nurses, licensed practical nurses, certified nurse aides [CNAs]). CNAs have the lowest ratings of communication and teamwork. Turnover of the NHA and DON is significantly and negatively associated with communication and teamwork. Two thirds of DONs surveyed hold less than a baccalaureate degree; this …