The Experts below are selected from a list of 309 Experts worldwide ranked by ideXlab platform
Penny Huddleston - One of the best experts on this subject based on the ideXlab platform.
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measuring unlicensed assistive personnel perceptions of a Healthy Work Environment in acute care settings part 4
Journal of Nursing Administration, 2020Co-Authors: Penny HuddlestonAbstract:BACKGROUND Survey items on the Healthy Work Environment Scale (HWES) for Unlicensed Assistive Personnel (UAP) were developed using statements from a qualitative research study conducted in a large urban healthcare system. PURPOSE The purposes of this research study were to develop items on the HWES for UAP, to assess the validity and reliability of this tool, and to describe the UAP perceptions of a Healthy Work Environment (HWE) using a nonexperimental descriptive design. METHODS This research study has 2 separate phases. In phase 1, the UAP assigned each item to 1 of the 8 characteristics of an HWE to assess face validity. The 2nd step in this phase was to have the 10 content experts rate each survey item based on its relevancy to measuring an HWE using a 4-point Likert scale ranging from "not relevant" to "very relevant" to determine content validity by calculating a scale content validity and item content validity indices. Based on the results, there were no items deleted from the survey. In phase 2, principal component analysis assessed the validity of the tool, a Cronbach's α served as the test for reliability, and the UAP perceptions of an HWE were measured. RESULTS Samples included 45 content experts for phase 1 and 406 for phase 2. Principal component analysis revealed 49 items comprising 6 components. Internal consistency was 0.976 for all items. Based on the findings, the HWES for UAP demonstrated strong psychometric properties to measure an HWE in acute care settings.
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measuring nurse leaders and direct care nurses perceptions of a Healthy Work Environment in acute care settings part 3 Healthy Work Environment scales for nurse leaders and direct care nurses
Journal of Nursing Administration, 2017Co-Authors: Penny Huddleston, Mary E Mancini, Jennifer GrayAbstract:BACKGROUNDSurvey items on the Healthy Work Environment Scales (HWES) for nurse leaders (NLs) and direct care nurses (DCNs) were developed using statements from 2 qualitative research studies conducted in a healthcare system.PURPOSEThe purposes of 2 quantitative studies were to develop items on the H
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measuring nurse leaders and direct care nurses perceptions of a Healthy Work Environment in an acute care setting part 1 a pilot study
Journal of Nursing Administration, 2016Co-Authors: Penny Huddleston, Jennifer GrayAbstract:BACKGROUND The American Association of Critical-Care Nurses Healthy Work Environment Assessment tool (AACN HWEAT) was developed as a simple screening assessment for clinical units to quickly get individual feedback on the status of the nurses' Work Environments based on the AACN standards of a Healthy Work Environment (HWE). Pilot studies were conducted to determine the psychometric properties of the tool after seeking permission from AACN and the Vital Smarts Company. PURPOSES The purposes of these research studies were to assess the psychometric properties of the AACN HWEAT and to measure the nurse leaders' and direct care nurses' perceptions of an HWE in an acute care setting. METHODS Nonexperimental descriptive survey designs were implemented with 3 convenience samples for a total sample of 321 nurse leaders and direct care nurses. RESULTS Cronbach's αs of .97 for nurse leaders and .91 for direct care nurses demonstrated strong reliability or internal consistency of the tool. Face validity demonstrated 13 of 18 items placed in the correct category. The scale content validity index score was 96.63. Concurrent validity demonstrated that items were highly correlated, ranging from 0.42, with 95% confidence interval (CI) of 0.57 to 0.69, to 0.85, with 95% CI of 0.70-0.93, P < .05. Principal component analysis revealed 2 components for the tool. CONCLUSIONS As a result of these findings, an opportunity was identified to develop additional tools to measure an HWE for nurses at all levels in acute care settings.
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describing nurse leaders and direct care nurses perceptions of a Healthy Work Environment in acute care settings part 2
Journal of Nursing Administration, 2016Co-Authors: Penny Huddleston, Jennifer GrayAbstract:Background The American Association of Critical-Care Nurses (AACN) Healthy Work Environment Assessment Tool was developed as a simple screening tool to assess the characteristics of a Healthy Work Environment (HWE) in critical care Environments. Purposes The purposes of these 2 qualitative research studies are to explore the nurse leaders' and direct care nurses' perceptions of the meaning of a HWE, to describe the nurse leaders' and direct care nurses' perceptions of a HWE, and to define the characteristics of a HWE in acute care settings. Methods Exploratory descriptive designs using focus groups and guided questions with tape-recorded interviews were used to define the characteristics of an HWE. Results The 6 original themes from AACN HWE standards and 2 new themes emerged as a result of the nurse leaders and direct care nurses defining the characteristics of a HWE, which included appropriate staffing, authentic leadership, effective decision making, meaningful recognition, skilled communication, true collaboration genuine teamWork, and physical and psychological safety. The qualitative statements from these 2 studies will be used in future studies to describe and develop HWE scales for nurse leaders and direct care nurses and to assess the psychometric properties of these new tools.
Jennifer Gray - One of the best experts on this subject based on the ideXlab platform.
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measuring nurse leaders and direct care nurses perceptions of a Healthy Work Environment in acute care settings part 3 Healthy Work Environment scales for nurse leaders and direct care nurses
Journal of Nursing Administration, 2017Co-Authors: Penny Huddleston, Mary E Mancini, Jennifer GrayAbstract:BACKGROUNDSurvey items on the Healthy Work Environment Scales (HWES) for nurse leaders (NLs) and direct care nurses (DCNs) were developed using statements from 2 qualitative research studies conducted in a healthcare system.PURPOSEThe purposes of 2 quantitative studies were to develop items on the H
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measuring nurse leaders and direct care nurses perceptions of a Healthy Work Environment in an acute care setting part 1 a pilot study
Journal of Nursing Administration, 2016Co-Authors: Penny Huddleston, Jennifer GrayAbstract:BACKGROUND The American Association of Critical-Care Nurses Healthy Work Environment Assessment tool (AACN HWEAT) was developed as a simple screening assessment for clinical units to quickly get individual feedback on the status of the nurses' Work Environments based on the AACN standards of a Healthy Work Environment (HWE). Pilot studies were conducted to determine the psychometric properties of the tool after seeking permission from AACN and the Vital Smarts Company. PURPOSES The purposes of these research studies were to assess the psychometric properties of the AACN HWEAT and to measure the nurse leaders' and direct care nurses' perceptions of an HWE in an acute care setting. METHODS Nonexperimental descriptive survey designs were implemented with 3 convenience samples for a total sample of 321 nurse leaders and direct care nurses. RESULTS Cronbach's αs of .97 for nurse leaders and .91 for direct care nurses demonstrated strong reliability or internal consistency of the tool. Face validity demonstrated 13 of 18 items placed in the correct category. The scale content validity index score was 96.63. Concurrent validity demonstrated that items were highly correlated, ranging from 0.42, with 95% confidence interval (CI) of 0.57 to 0.69, to 0.85, with 95% CI of 0.70-0.93, P < .05. Principal component analysis revealed 2 components for the tool. CONCLUSIONS As a result of these findings, an opportunity was identified to develop additional tools to measure an HWE for nurses at all levels in acute care settings.
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describing nurse leaders and direct care nurses perceptions of a Healthy Work Environment in acute care settings part 2
Journal of Nursing Administration, 2016Co-Authors: Penny Huddleston, Jennifer GrayAbstract:Background The American Association of Critical-Care Nurses (AACN) Healthy Work Environment Assessment Tool was developed as a simple screening tool to assess the characteristics of a Healthy Work Environment (HWE) in critical care Environments. Purposes The purposes of these 2 qualitative research studies are to explore the nurse leaders' and direct care nurses' perceptions of the meaning of a HWE, to describe the nurse leaders' and direct care nurses' perceptions of a HWE, and to define the characteristics of a HWE in acute care settings. Methods Exploratory descriptive designs using focus groups and guided questions with tape-recorded interviews were used to define the characteristics of an HWE. Results The 6 original themes from AACN HWE standards and 2 new themes emerged as a result of the nurse leaders and direct care nurses defining the characteristics of a HWE, which included appropriate staffing, authentic leadership, effective decision making, meaningful recognition, skilled communication, true collaboration genuine teamWork, and physical and psychological safety. The qualitative statements from these 2 studies will be used in future studies to describe and develop HWE scales for nurse leaders and direct care nurses and to assess the psychometric properties of these new tools.
Joanne Disch - One of the best experts on this subject based on the ideXlab platform.
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the role of the clinical nurse specialist in creating a Healthy Work Environment
AACN Advanced Critical Care, 2001Co-Authors: Joanne Disch, Mary K Walton, Jane BarnsteinerAbstract:The clinical nurse specialist (CNS) contributes to a Healthy Work Environment through partnerships with the nursing staff, nurse manager, physicians, and other colleagues across the health system. Examples of these partnerships are described in this article, highlighting how the Work of the CNS influences the care that patients and families receive, shapes the practice Environment, and fosters collegial and respectful relationships among caregivers. The CNS is a pivotal figure in creating an Environment where nurses can provide the care that is needed and feel valued for their Work. Partnership with a variety of clinicians enables the CNS to influence critical care nursing practice, the intensive care unit team, and the Environment in which care is provided.
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creating a Healthy Work Environment in the midst of organizational change and transition
Journal of Nursing Administration, 1997Co-Authors: Mary Jo Kreitzer, Donna Wright, Carol L Hamlin, Sue Towey, Margo Marko, Joanne DischAbstract:In the midst of organizational change and transition, the need for a Healthy Work Environment is greater than ever. Leaders may be in a position of leading staff on a journey they would rather not be on. Although there may not be a choice of destination, there are many decisions to be made along the way that will impact the health and quality of the journey. Creation of a Healthy Work Environment does not occur overnight. It requires acknowledgment of the reality of the present Environment, clear behavioral expectations and standards, systems, and structures to ensure the organizational changes are enduring and a means to assess continually the health of the Work Environment. Leaders have an opportunity and a responsibility to structure organizations in such a way that dignity, integrity, honesty, and compassion are preserved.
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creating a Healthy Work Environment in the midst of organizational change and transition
Journal of Nursing Administration, 1997Co-Authors: Mary Jo Kreitzer, Donna Wright, Carol L Hamlin, Sue Towey, Margo Marko, Joanne DischAbstract:In the midst of organizational change and transition, the need for a Healthy Work Environment is greater than ever. Leaders may be in a position of leading staff on a journey they would rather not be on. Although there may not be a choice of destination, there are many decisions to be made along the way that will impact the health and quality of the journey. Creation of a Healthy Work Environment does not occur overnight. It requires acknowledgment of the reality of the present Environment, clear behavioral expectations and standards, systems, and structures to ensure the organizational changes are enduring and a means to assess continually the health of the Work Environment. Leaders have an opportunity and a responsibility to structure organizations in such a way that dignity, integrity, honesty, and compassion are preserved. Language: en
Patricia Maguire - One of the best experts on this subject based on the ideXlab platform.
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nine structures and leadership practices essential for a magnetic Healthy Work Environment
Nursing administration quarterly, 2010Co-Authors: Marlene Kramer, Claudia Schmalenberg, Patricia MaguireAbstract:Improving clinical nurse Work Environments is a major challenge faced by nurse executives today. To meet this challenge, nurse leaders must implement the “right” structures and best leadership practices so that clinical nurses can engage in the Work processes and relationships that are empirically l
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nine structures and leadership practices essential for a magnetic Healthy Work Environment
Nursing administration quarterly, 2010Co-Authors: Marlene Kramer, Claudia Schmalenberg, Patricia MaguireAbstract:Improving clinical nurse Work Environments is a major challenge faced by nurse executives today. To meet this challenge, nurse leaders must implement the "right" structures and best leadership practices so that clinical nurses can engage in the Work processes and relationships that are empirically linked to quality patient outcomes. What are these "right" structures and best leadership practices? Meta-analyses of 2 sets of publications were used to identify organizational structures and best leadership practices essential to a Healthy Work Environment, that is, a Work Environment that enables them to engage in the Work processes and relationships needed for quality patient care outcomes. The first set was 12 publications from 7 professional organizations/regulatory bodies that advocated forces, hallmarks, and standards for a Healthy Work Environment. The second set was 18 publications from the Essentials of Magnetism structure-identification studies, in which the aggregated results from 1300 interviews with staff nurse, manager, and physician "experts" were compared with the agency results. Broadening the categories and final aggregation yielded the 9 most important and influential structures essential to a quality Work Environment. Suggestions for implementing these structures are provided.
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nurse manager support what is it structures and practices that promote it
Nursing administration quarterly, 2007Co-Authors: Marlene Krame, Patricia Maguire, Claudia Schmalenberg, Arbara Ewe, Rebecca Urke, Linda Chmielewski, Janice Kishne, Mary Krugma, Diana Meekssjostrom, Mary WaldoAbstract:Professional nursing organizations identify nurse manager (NM) support of staff nurses as an essential component of a productive, Healthy Work Environment. Role behaviors that constitute this support must be identified by staff nurses. In this mixed-method study, supportive role behaviors were identified by 2382 staff nurses who completed the investigator-developed Nurse Manager Support Scale. In addition, semistructured interviews were conducted with 446 staff nurses, managers, and physicians from 101 clinical units in 8 Magnet hospitals in which staff nurses had previously confirmed excellent nurse manager support. Through individual and focus group interviews with NM and chief nurse executives in the 8 participating hospitals, the organizational structures and practices that enabled NM to be supportive to staff were determined. The 9 most supportive role behaviors cited by interviewees were as follows: is approachable and safe, cares, "walks the talk," motivates development of self-confidence, gives genuine feedback, provides adequate and competent staffing, "watches our back," promotes group cohesion and teamWork, and resolves conflicts constructively. Supporting structures and programs identified by managers and leaders include the following: "support from the top," peer group support, educational programs and training sessions, a "lived" culture, secretarial or administrative assistant support, private office space, and computer classes and seminars.
Leslye Long - One of the best experts on this subject based on the ideXlab platform.
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comprehensive systematic review of evidence on developing and sustaining nursing leadership that fosters a Healthy Work Environment in healthcare
International Journal of Evidence-based Healthcare, 2007Co-Authors: Alan Pearson, Heather Laschinger, Kylie Porritt, Zoe Jordan, Donna Tucker, Leslye LongAbstract:Objectives The objective of this review was to appraise and synthesise the best available evidence on the feasibility, meaningfulness and effectiveness of nursing leadership attributes that contribute to the development and sustainability of nursing leadership to foster a Healthy Work Environment. Inclusion criteria This review considered quantitative and qualitative research papers that addressed the feasibility, meaningfulness and effectiveness of developing and sustaining nursing leadership to foster a Healthy Work Environment in healthcare. Papers of the highest level of evidence ratings were given priority. Participants of interest were leaders and those who were affected by leadership, specifically staff and patients. Interventions of interest including positive leadership attributes, as well as system and policy constructs, that impact on the development and sustainability of nursing leadership within the healthcare Environment were considered in the review. Search strategy The search strategy sought to find both published and unpublished studies and papers, limited to the English language. An initial limited search of MEDLINE and CINAHL was undertaken followed by an analysis of the text words contained in the title and abstract, and of the index terms used to describe the paper. A second extensive search was then undertaken using all identified key words and index terms. Methodological quality Each paper was assessed by two independent reviewers for methodological quality prior to inclusion in the review using an appropriate critical appraisal instrument from the System for the Unified Management, Assessment and Review of Information (SUMARI) package. Results A total of 48 papers, experimental, qualitative and textual in nature, were included in the review. The majority of papers were descriptive and examined the relationships between leadership styles and characteristics and particular outcomes, such as satisfaction. Because of the diverse nature of these papers meta-analysis of the results was not possible. For this reason, this section of the review was presented in narrative form. The qualitative and textual papers were analysed using The Joanna Briggs Institute-Qualitative Assessment and Review Instrument and The Joanna Briggs Institute-Narrative, Opinion and Text Assessment and Review Instrument. The process of meta-synthesis embodied in these programs involves the aggregation or synthesis of findings or conclusions. Eight syntheses were derived with key themes related to collaboration, education, emotional intelligence, organisational climate, professional development, positive behaviours and qualities and the need for a supportive Environment. Conclusion A combination of leadership styles and characteristics was found to contribute to the development and sustainability of a Healthy Work Environment. The current Work conducted in this area provides a solid foundation for future directions in research.
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systematic review on embracing cultural diversity for developing and sustaining a Healthy Work Environment in healthcare
International Journal of Evidence-based Healthcare, 2007Co-Authors: Alan Pearson, Donna Tucker, Leslye Long, Dianna Craig, Rani Srivastava, Doris Grinspun, Irmajean Bajnok, Pat GriffinAbstract:Objectives The objective of this review was to evaluate evidence on the structures and processes that support development of effective culturally competent practices and a Healthy Work Environment. Culturally competent practices are a congruent set of Workforce behaviours, management practices and institutional policies within a practice setting resulting in an organisational Environment that is inclusive of cultural and other forms of diversity. Inclusion criteria This review included quantitative and qualitative evidence, with a particular emphasis on identifying systematic reviews and randomised controlled trials. For quantitative evidence, other controlled, and descriptive designs were also included. For qualitative evidence, all methodologies were considered. Participants were staff, patients, and systems or policies that were involved or affected by concepts of cultural competence in the nursing Workforce in a healthcare Environment. Types of interventions included any strategy that had a cultural competence component, which influenced the Work Environment, and/or patient and nursing staff in the Environment. The types of outcomes of interest to this review included nursing staff outcomes, patient outcomes, organisational outcomes and systems level outcomes. Search strategy The search sought both published and unpublished literature written in the English language. A comprehensive three-step search strategy was used, first to identify appropriate key words, second to combine all optimal key words into a comprehensive search strategy for each database and finally to review the reference lists of all included reviews and research reports. The databases searched were CINAHL, Medline, Current Contents, the Database of Abstracts of Reviews of Effectiveness, The Cochrane Library, PsycINFO, Embase, Sociological Abstracts, Econ lit, ABI/Inform, ERIC and PubMed. The search for unpublished literature used Dissertation Abstracts International. Methodological quality Methodological quality was independently established by two reviewers, using standardised techniques from the Joanna Briggs Institute (JBI) System for the Unified Management, Assessment and Review of Information (SUMARI) package. Discussion with a third reviewer was initiated where a low level of agreement was identified for a particular paper. Following inclusion, data extraction was conducted using standardised data extraction tools from the JBI SUMARI suite for quantitative and qualitative research. Data synthesis was performed using the JBI Qualitative Assessment and Review Instrument and JBI Narrative, Opinion and Text Assessment and Review Instrument software to aggregate findings by identifying commonalities across texts. Quantitative data were presented in narrative summary, as statistical pooling was not appropriate with the included studies. Results Of the 659 identified papers, 45 were selected for full paper retrieval, and 19 were considered to meet the inclusion criteria for this review. The results identified a number of processes that would contribute to the development of a culturally competent Workforce. Appropriate and competent linguistic services, and intercultural staff training and education, were identified as key findings in this review. Conclusions The review recommends that health provider agencies establish links with organisations that can address needs of culturally diverse groups of patients, include cultural competence in decision support systems and staff education as well as embed them in patient brochures and educational materials. The review also concluded that staff in-service programs consider the skills needed to foster a culturally competent Workforce, and recruitment strategies that also explicitly address this need.
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a systematic review of evidence on the professional practice of the nurse and developing and sustaining a Healthy Work Environment in healthcare
International Journal of Evidence-based Healthcare, 2006Co-Authors: Alan Pearson, Kylie Porritt, Donna Tucker, Dianne Doran, Leslie Vincent, Dianna Craig, Leslye LongAbstract:Objectives The overall aim of this systematic review was to identify the best available evidence on the relationship between the knowledge, competencies and behaviours of nurses exhibiting professional practice in their Workplace; and the development of a Healthy Work Environment. Search strategy The search strategy sought to find both published and unpublished studies written in the English language. An initial limited search of MEDLINE and CINAHL databases was undertaken to identify optimal search terms. A second extensive search using all identified key words and index terms was then undertaken. Methodological quality Two independent reviewers assessed the methodological quality of retrieved papers using the corresponding checklist from the System for the Unified Management, Assessment and Review of Information (SUMARI) package. Results Of the 4238 papers found in the search: 219 were selected for full paper retrieval; 19 of these papers were unable to be located; 200 full papers were assessed for methodological quality; 181 studies were excluded; and 19 were included in the review. Of these 19, four quantitative studies evaluated a professional nursing practice model and its impact on a variety of outcomes; five descriptive studies examined elements of nurses' professional practice and the impact these elements had on specified outcomes; and 10 qualitative papers examined varying behaviours, competencies and knowledge levels of nurses. Various methods were used, such as focus groups and open-ended interviews. Overall, the evidence suggests that professional practice has a positive impact on the Work Environment in terms of nurses' role satisfaction and patient outcomes. The evidence is, however, equivocal in many areas and the impact of the professional practice of the nurse requires further investigation. Conclusion The results of the review suggest a number of recommendations for practice and research on creating a Healthy Work Environment.
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a comprehensive systematic review of evidence on the structure process characteristics and composition of a nursing team that fosters a Healthy Work Environment
International Journal of Evidence-based Healthcare, 2006Co-Authors: Alan Pearson, Kylie Porritt, Donna Tucker, Leslye Long, Dianne Doran, Leslie Vincent, Dianna Craig, Victoria HenstridgeAbstract:Objectives The overall aim of this comprehensive systematic review was to identify the best available evidence on the effect of team characteristics, processes, structure and composition within the context of collaborative practice among nursing teams that create a Healthy Work Environment. Search strategy The search strategy sought to find both published and unpublished studies and papers written in the English language. An initial limited search of Medline and CINAHL databases was undertaken to identify optimal search terms. A second extensive search using all identified keywords and index terms was then undertaken. Methodological quality Two independent reviewers assessed the methodological quality of retrieved papers using the corresponding checklist from the System for the Unified Management, Assessment and Review of Information (SUMARI) package. Results The papers included in the review included nine experimental or quasiexperimental studies, 11 descriptive studies and four qualitative studies. A variety of different team structures such as interdisciplinary teams, primary nursing, team nursing, multidisciplinary models of care delivery and the use of a Partner in Patient Care model were investigated. Team characteristics should include accountability, commitment, enthusiasm and motivation. Social support within a team from a supervisor or colleague increased satisfaction levels of staff. Conclusion The results of the review lead to the development of a number of recommendations for practice that could assist with creating a health Work Environment.
