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Judy E Davidson - One of the best experts on this subject based on the ideXlab platform.
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benefits of a regional evidence based practice fellowship program a test of the arcc model
Worldviews on Evidence-based Nursing, 2017Co-Authors: Son Chae Kim, Caroline E Brown, Laurie Ecoff, Anamaria Gallo, Jaynelle F Stichler, Judy E DavidsonAbstract:Background The Advancing Research and Clinical practice through close Collaboration (ARCC) model postulates that improvement in nurses’ evidence-based practice (EBP) beliefs results in improved EBP implementation, which in turn improves nurse-related outcomes, such as nurses’ job satisfaction and Group Cohesion. However, there is a dearth of interventional studies that evaluate the relationships among these variables. Aims This study evaluated whether a regional EBP fellowship program improved participants’ EBP beliefs, EBP implementation, job satisfaction, Group Cohesion, and Group attractiveness, and examined the relationships among these improvements, using structural equation modeling. Methods A pretest–posttest design was used among three annual cohorts of a regional, 9-month EBP fellowship program, from 2012 to 2014, in San Diego, California. Matched pretest and posttest questionnaires, including EBP Beliefs, EBP Implementation, Job Satisfaction, Group Cohesion, and Group Attractiveness scales, were analyzed (N = 120). Results Paired t-tests showed statistically significant improvements in EBP beliefs, EBP implementation, job satisfaction, and Group Cohesion (p < .05). Structural equation modeling showed that improvement in EBP implementation had no direct effect on improvements in job satisfaction, Group Cohesion, or Group attractiveness. However, improvement in EBP beliefs had direct effects on improvements in job satisfaction (β = .24; p = .002) and Group attractiveness (β = .22; p = .010). Linking Evidence to Action A regional, collaborative EBP fellowship program was effective in improving EBP beliefs, EBP implementation, job satisfaction, and Group Cohesion. Improvement in EBP beliefs appears to have had direct effects on improvements in job satisfaction and Group attractiveness. Regional fellowship programs that educate and support EBP champions and their mentors may enhance EBP adoption in nursing practice across multiple health care institutions.
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predictors of evidence based practice implementation job satisfaction and Group Cohesion among regional fellowship program participants
Worldviews on Evidence-based Nursing, 2016Co-Authors: Son Chae Kim, Caroline E Brown, Laurie Ecoff, Anamaria Gallo, Jaynelle F Stichler, Judy E DavidsonAbstract:Background A regional, collaborative evidence-based practice (EBP) fellowship program utilizing institution-matched mentors was offered to a targeted Group of nurses from multiple local hospitals to implement unit-based EBP projects. The Advancing Research and Clinical Practice through Close Collaboration (ARCC) model postulates that strong EBP beliefs result in high EBP implementation, which in turn causes high job satisfaction and Group Cohesion among nurses. Aims This study examined the relationships among EBP beliefs, EBP implementation, job satisfaction, Group Cohesion, and Group attractiveness among the fellowship program participants. Methods A total of 175 participants from three annual cohorts between 2012 and 2014 completed the questionnaires at the beginning of each annual session. The questionnaires included the EBP beliefs, EBP implementation, job satisfaction, Group Cohesion, and Group attractiveness scales. Results There were positive correlations between EBP beliefs and EBP implementation (r = 0.47; p <.001), as well as EBP implementation and job satisfaction (r = 0.17; p = .029). However, no statistically significant correlations were found between EBP implementation and Group Cohesion, or Group attractiveness. Hierarchical multiple regression models showed that EBP beliefs was a significant predictor of both EBP implementation (β = 0.33; p <.001) and job satisfaction (β = 0.25; p = .011). However, EBP implementation was not a significant predictor of job satisfaction, Group Cohesion, or Group attractiveness. Linking Evidence to Action In multivariate analyses where demographic variables were taken into account, although EBP beliefs predicted job satisfaction, no significant relationship was found between EBP implementation and job satisfaction or Group Cohesion. Further studies are needed to confirm these unexpected study findings.
Lynne Lostocco - One of the best experts on this subject based on the ideXlab platform.
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influence of stress and nursing leadership on job satisfaction of pediatric intensive care unit nurses
American Journal of Critical Care, 2000Co-Authors: Marilyn Meyer Bratt, Marion E Broome, Sheryl T Kelber, Lynne LostoccoAbstract:BACKGROUND: High levels of stress and the challenges of meeting the complex needs of critically ill children and their families can threaten job satisfaction and cause turnover in nurses. OBJECTIVE: To explore the influences of nurses' attributes, unit characteristics, and elements of the work environment on the job satisfaction of nurses in pediatric critical care units and to determine stressors that are unique to nurses working in pediatric critical care. METHOD: A cross-sectional survey design was used. The sample consisted of 1973 staff nurses in pediatric critical care units in 65 institutions in the United States and Canada. The following variables were measured: nurses' perceptions of Group Cohesion, job stress, nurse-physician collaboration, nursing leadership, professional job satisfaction, and organizational work satisfaction. RESULTS: Significant associations (r = -0.37 to r = -0.56) were found between job stress and Group Cohesion, professional job satisfaction, nurse-physician collaboration, nursing leadership behaviors, and organizational work satisfaction. Organizational work satisfaction was positively correlated (r = 0.35 to r = 0.56) with Group Cohesion, professional job satisfaction, nurse-physician collaboration, and nursing leadership behaviors. Job stress, Group Cohesion, job satisfaction, nurse-physician collaboration, and nursing leadership behaviors explained 52% of the variance in organizational work satisfaction. Dealing with patients' families was the most frequently cited job stressor. CONCLUSIONS: Job stress and nursing leadership are the most influential variables in the explanation of job satisfaction. Retention efforts targeted toward management strategies that empower staff to provide quality care along with focal interventions related to the diminishment of stress caused by nurse-family interactions are warranted.
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Influence of stress and nursing leadership on job satisfaction of pediatric intensive care unit nurses
American journal of critical care : an official publication American Association of Critical-Care Nurses, 2000Co-Authors: Marilyn Meyer Bratt, Marion E Broome, Sheryl T Kelber, Lynne LostoccoAbstract:Background High levels of stress and the challenges of meeting the complex needs of critically ill children and their families can threaten job satisfaction and cause turnover in nurses. Objective To explore the influences of nurses' attributes, unit characteristics, and elements of the work environment on the job satisfaction of nurses in pediatric critical care units and to determine stressors that are unique to nurses working in pediatric critical care. Method A cross-sectional survey design was used. The sample consisted of 1973 staff nurses in pediatric critical care units in 65 institutions in the United States and Canada. The following variables were measured: nurses' perceptions of Group Cohesion, job stress, nurse-physician collaboration, nursing leadership, professional job satisfaction, and organizational work satisfaction. Results Significant associations (r = -0.37 to r = -0.56) were found between job stress and Group Cohesion, professional job satisfaction, nurse-physician collaboration, nursing leadership behaviors, and organizational work satisfaction. Organizational work satisfaction was positively correlated (r = 0.35 to r = 0.56) with Group Cohesion, professional job satisfaction, nurse-physician collaboration, and nursing leadership behaviors. Job stress, Group Cohesion, job satisfaction, nurse-physician collaboration, and nursing leadership behaviors explained 52% of the variance in organizational work satisfaction. Dealing with patients' families was the most frequently cited job stressor. Conclusions Job stress and nursing leadership are the most influential variables in the explanation of job satisfaction. Retention efforts targeted toward management strategies that empower staff to provide quality care along with focal interventions related to the diminishment of stress caused by nurse-family interactions are warranted.
Jiinglih Farh - One of the best experts on this subject based on the ideXlab platform.
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joint effects of Group efficacy and gender diversity on Group Cohesion and performance
Social Science Research Network, 2007Co-Authors: Cynthia Lee, Jiinglih FarhAbstract:This study examined the sources of Group efficacy and the joint roles of Group efficacy and gender diversity on the relationship between Group efficacy and Group outcomes. We used 45 project Groups (260 undergraduate students) designed to complete two in-class Group projects. We found that past performance and self-efficacy were both positively related to Group efficacy. Further,the interaction of gender diversity and Group efficacy was positively related to Group effectiveness (project grade and Group Cohesion). Specifically, mixed gender Groups facilitated the relationship between Group efficacy and Group effectiveness. Implications of the study are discussed.
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joint effects of Group efficacy and gender diversity on Group Cohesion and performance
Applied Psychology, 2004Co-Authors: Cynthia Lee, Jiinglih FarhAbstract:Cette etude s’interesse aux facteurs de l’efficience de Groupe et a la conjonction de l’efficience de Groupe et de la mixite sur las relation entre l’efficience et les resultats du Groupe. On a constitue 45 Groupes d’etudiants de 1° cycle (N= 260) devant realiser en classe deux projets en commun. Il est apparu que la performance anterieure et l’auto-efficience etaient toutes deux positivement correlees a l’efficience de Groupe. De plus, l’interaction de la mixite et de l’efficience de Groupe entretenait une liaison positive avec l’efficacite de Groupe (qualite du projet et Cohesion du Groupe). En particulier, la mixite facilitait la relation entre l’efficacite et l’efficience de Groupe. Une discussion porte sur les implications de cette recherche. This study examined the sources of Group efficacy and the joint roles of Group efficacy and gender diversity on the relationship between Group efficacy and Group outcomes. We used 45 project Groups (260 undergraduate students) designed to complete two in-class Group projects. We found that past performance and self-efficacy were both positively related to Group efficacy. Further, the interaction of gender diversity and Group efficacy was positively related to Group effectiveness (project grade and Group Cohesion). Specifically, mixed gender Groups facilitated the relationship between Group efficacy and Group effectiveness. Implications of the study are discussed.
Son Chae Kim - One of the best experts on this subject based on the ideXlab platform.
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benefits of a regional evidence based practice fellowship program a test of the arcc model
Worldviews on Evidence-based Nursing, 2017Co-Authors: Son Chae Kim, Caroline E Brown, Laurie Ecoff, Anamaria Gallo, Jaynelle F Stichler, Judy E DavidsonAbstract:Background The Advancing Research and Clinical practice through close Collaboration (ARCC) model postulates that improvement in nurses’ evidence-based practice (EBP) beliefs results in improved EBP implementation, which in turn improves nurse-related outcomes, such as nurses’ job satisfaction and Group Cohesion. However, there is a dearth of interventional studies that evaluate the relationships among these variables. Aims This study evaluated whether a regional EBP fellowship program improved participants’ EBP beliefs, EBP implementation, job satisfaction, Group Cohesion, and Group attractiveness, and examined the relationships among these improvements, using structural equation modeling. Methods A pretest–posttest design was used among three annual cohorts of a regional, 9-month EBP fellowship program, from 2012 to 2014, in San Diego, California. Matched pretest and posttest questionnaires, including EBP Beliefs, EBP Implementation, Job Satisfaction, Group Cohesion, and Group Attractiveness scales, were analyzed (N = 120). Results Paired t-tests showed statistically significant improvements in EBP beliefs, EBP implementation, job satisfaction, and Group Cohesion (p < .05). Structural equation modeling showed that improvement in EBP implementation had no direct effect on improvements in job satisfaction, Group Cohesion, or Group attractiveness. However, improvement in EBP beliefs had direct effects on improvements in job satisfaction (β = .24; p = .002) and Group attractiveness (β = .22; p = .010). Linking Evidence to Action A regional, collaborative EBP fellowship program was effective in improving EBP beliefs, EBP implementation, job satisfaction, and Group Cohesion. Improvement in EBP beliefs appears to have had direct effects on improvements in job satisfaction and Group attractiveness. Regional fellowship programs that educate and support EBP champions and their mentors may enhance EBP adoption in nursing practice across multiple health care institutions.
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predictors of evidence based practice implementation job satisfaction and Group Cohesion among regional fellowship program participants
Worldviews on Evidence-based Nursing, 2016Co-Authors: Son Chae Kim, Caroline E Brown, Laurie Ecoff, Anamaria Gallo, Jaynelle F Stichler, Judy E DavidsonAbstract:Background A regional, collaborative evidence-based practice (EBP) fellowship program utilizing institution-matched mentors was offered to a targeted Group of nurses from multiple local hospitals to implement unit-based EBP projects. The Advancing Research and Clinical Practice through Close Collaboration (ARCC) model postulates that strong EBP beliefs result in high EBP implementation, which in turn causes high job satisfaction and Group Cohesion among nurses. Aims This study examined the relationships among EBP beliefs, EBP implementation, job satisfaction, Group Cohesion, and Group attractiveness among the fellowship program participants. Methods A total of 175 participants from three annual cohorts between 2012 and 2014 completed the questionnaires at the beginning of each annual session. The questionnaires included the EBP beliefs, EBP implementation, job satisfaction, Group Cohesion, and Group attractiveness scales. Results There were positive correlations between EBP beliefs and EBP implementation (r = 0.47; p <.001), as well as EBP implementation and job satisfaction (r = 0.17; p = .029). However, no statistically significant correlations were found between EBP implementation and Group Cohesion, or Group attractiveness. Hierarchical multiple regression models showed that EBP beliefs was a significant predictor of both EBP implementation (β = 0.33; p <.001) and job satisfaction (β = 0.25; p = .011). However, EBP implementation was not a significant predictor of job satisfaction, Group Cohesion, or Group attractiveness. Linking Evidence to Action In multivariate analyses where demographic variables were taken into account, although EBP beliefs predicted job satisfaction, no significant relationship was found between EBP implementation and job satisfaction or Group Cohesion. Further studies are needed to confirm these unexpected study findings.
Marilyn Meyer Bratt - One of the best experts on this subject based on the ideXlab platform.
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influence of stress and nursing leadership on job satisfaction of pediatric intensive care unit nurses
American Journal of Critical Care, 2000Co-Authors: Marilyn Meyer Bratt, Marion E Broome, Sheryl T Kelber, Lynne LostoccoAbstract:BACKGROUND: High levels of stress and the challenges of meeting the complex needs of critically ill children and their families can threaten job satisfaction and cause turnover in nurses. OBJECTIVE: To explore the influences of nurses' attributes, unit characteristics, and elements of the work environment on the job satisfaction of nurses in pediatric critical care units and to determine stressors that are unique to nurses working in pediatric critical care. METHOD: A cross-sectional survey design was used. The sample consisted of 1973 staff nurses in pediatric critical care units in 65 institutions in the United States and Canada. The following variables were measured: nurses' perceptions of Group Cohesion, job stress, nurse-physician collaboration, nursing leadership, professional job satisfaction, and organizational work satisfaction. RESULTS: Significant associations (r = -0.37 to r = -0.56) were found between job stress and Group Cohesion, professional job satisfaction, nurse-physician collaboration, nursing leadership behaviors, and organizational work satisfaction. Organizational work satisfaction was positively correlated (r = 0.35 to r = 0.56) with Group Cohesion, professional job satisfaction, nurse-physician collaboration, and nursing leadership behaviors. Job stress, Group Cohesion, job satisfaction, nurse-physician collaboration, and nursing leadership behaviors explained 52% of the variance in organizational work satisfaction. Dealing with patients' families was the most frequently cited job stressor. CONCLUSIONS: Job stress and nursing leadership are the most influential variables in the explanation of job satisfaction. Retention efforts targeted toward management strategies that empower staff to provide quality care along with focal interventions related to the diminishment of stress caused by nurse-family interactions are warranted.
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Influence of stress and nursing leadership on job satisfaction of pediatric intensive care unit nurses
American journal of critical care : an official publication American Association of Critical-Care Nurses, 2000Co-Authors: Marilyn Meyer Bratt, Marion E Broome, Sheryl T Kelber, Lynne LostoccoAbstract:Background High levels of stress and the challenges of meeting the complex needs of critically ill children and their families can threaten job satisfaction and cause turnover in nurses. Objective To explore the influences of nurses' attributes, unit characteristics, and elements of the work environment on the job satisfaction of nurses in pediatric critical care units and to determine stressors that are unique to nurses working in pediatric critical care. Method A cross-sectional survey design was used. The sample consisted of 1973 staff nurses in pediatric critical care units in 65 institutions in the United States and Canada. The following variables were measured: nurses' perceptions of Group Cohesion, job stress, nurse-physician collaboration, nursing leadership, professional job satisfaction, and organizational work satisfaction. Results Significant associations (r = -0.37 to r = -0.56) were found between job stress and Group Cohesion, professional job satisfaction, nurse-physician collaboration, nursing leadership behaviors, and organizational work satisfaction. Organizational work satisfaction was positively correlated (r = 0.35 to r = 0.56) with Group Cohesion, professional job satisfaction, nurse-physician collaboration, and nursing leadership behaviors. Job stress, Group Cohesion, job satisfaction, nurse-physician collaboration, and nursing leadership behaviors explained 52% of the variance in organizational work satisfaction. Dealing with patients' families was the most frequently cited job stressor. Conclusions Job stress and nursing leadership are the most influential variables in the explanation of job satisfaction. Retention efforts targeted toward management strategies that empower staff to provide quality care along with focal interventions related to the diminishment of stress caused by nurse-family interactions are warranted.