The Experts below are selected from a list of 44832 Experts worldwide ranked by ideXlab platform
Heather Spence K Laschinger - One of the best experts on this subject based on the ideXlab platform.
-
developing and testing a new measure of Staff Nurse clinical leadership the clinical leadership survey
Journal of Nursing Management, 2011Co-Authors: Allison Patrick, Heather Spence K Laschinger, Carol A Wong, Joan FineganAbstract:Patrick A., Laschinger H.K.S., Wong C. & Finegan J. (2011) Journal of Nursing Management19, 449–460 Developing and testing a new measure of Staff Nurse clinical leadership: the clinical leadership survey Aim To test the psychometric properties of a newly developed measure of Staff Nurse clinical leadership derived from Kouzes and Posner’s model of transformational leadership. Background While Nurses have been recognized for their essential role in keeping patients safe, there has been little empirical research that has examined clinical leadership at the Staff Nurse level. Methods A non-experimental survey design was used to test the psychometric properties of the clinical leadership survey (CLS). Four hundred and eighty registered Nurses (RNs) providing direct patient care in Ontario acute care hospitals returned useable questionnaires. Results Confirmatory factor analysis provided preliminary evidence for the construct validity for the new measure of Staff Nurse clinical leadership. Structural empowerment fully mediated the relationship between nursing leadership and Staff Nurse clinical leadership. Conclusion The results provide encouraging evidence for the construct validity of the CLS. Implications for nursing management Nursing administrators must create empowering work environments to ensure Staff Nurses have access to work structures which enable them to enact clinical leadership behaviours while providing direct patient care.
-
leader empowering behaviours Staff Nurse empowerment and work engagement burnout
Nursing leadership, 2006Co-Authors: Paula Greco, Heather Spence K Laschinger, Carol A WongAbstract:Efforts to improve nursing working conditions are critical to retaining Nurses currently in the system and attracting newcomers to the profession (Laschinger et al. 2003b). The Nurse leader's empowering behaviours can be pivotal in the way Nurses react to their work environment. The purpose of this study was to test a model examining the relationship between Nurse leaders' empowerment behaviours, perceptions of Staff empowerment, areas of work life and work engagement using Kanter's theory of structural power in organizations. A cross-sectional correlational survey design tested the model in a random sample of 322 Staff Nurses in acute care hospitals across Ontario. Overall, Staff Nurses perceived their leaders' behaviours to be somewhat empowering and their work environment to be moderately empowering. Fifty-three percent reported severe levels of burnout. Leader empowering behaviour had an indirect effect on emotional exhaustion (burnout) through structural empowerment and overall fit in the six areas of work life. The final model statistics revealed a good fit (chi(2)=30.4, chi=3, chi=0.96, chi=0.95, chi=0.95). These findings suggest that the Leader's empowering behaviours can enhance person-job fit and prevent burnout. These findings have important implications in the current nursing shortage.
-
the impact of Staff Nurse empowerment on person job fit and work engagement burnout
Nursing administration quarterly, 2006Co-Authors: Heather Spence K Laschinger, Carol A Wong, Paula GrecoAbstract:Workplace empowerment is an important strategy for creating positive nursing work environments in a time of a severe nursing shortage. The purpose of this study was to test a model linking Staff Nurse perceptions of empowerment to their perceived fit with 6 areas of work life and work engagement/burnout using Kanter's work empowerment theory. We tested the model in a cross-sectional correlational survey design with a random sample of 322 Staff Nurses in acute care hospitals across Ontario. Overall, Staff Nurses perceived their work environment to be only somewhat empowering. Fifty-three percent reported severe levels of burnout. Overall empowerment had an indirect effect on emotional exhaustion (burnout) through Nurses' perceived fit in 6 areas of work life. The final model fit statistics revealed a good fit (chi2 = 32.4, df = 13, GFI = 0.97, IFI = 0.97, CFI = 0.97, RMSEA = 0.07). These findings have important implications in the current nursing shortage.
-
Staff Nurse empowerment and effort reward imbalance
Nursing leadership, 2004Co-Authors: Kinga M Kluska, Heather Spence K Laschinger, Michael S KerrAbstract:The purpose of this study was to test an expanded model of Rosabeth Moss Kanter's Structural Theory of Organizational Behaviour (Kanter 1977; Laschinger, Finegan, Shamian and Wilk 2001) by examining the relationship between Nurses' empowerment and their perceptions of effort-reward imbalance (Siegrist 1996). A sample of 112 Staff Nurses employed in teaching hospitals in Ontario participated in this study (58% return rate). A descriptive correlational survey design was used to collect data by eLiciting responses to five self-report instruments: the Conditions of Work Effectiveness II, the Job Activities Scale II, and the Organizational Relationships Scale II (Laschinger, Finegan, Shamian and Wilk 2001), the Effort-Reward Imbalance (ERI) scale (Siegrist and Peter 1999a) and a demographic questionnaire. Staff Nurses were only moderately empowered, and 24.1% perceived their work to have more efforts than rewards, according to Siegrist's guidelines.
-
leader behavior impact on Staff Nurse empowerment job tension and work effectiveness
Journal of Nursing Administration, 1999Co-Authors: Heather Spence K Laschinger, Carol A Wong, Linda Mcmahon, Carl KaufmannAbstract:Objective:The authors tested a model linking specific leader-empowering behaviors to Staff Nurse perceptions of workplace empowerment, occupational stress, and work effectiveness in a recently-merged Canadian acute care hospital.Summary Background Data:An integration of Kanter's organizational empow
Richard N. Olans - One of the best experts on this subject based on the ideXlab platform.
-
the critical role of the Staff Nurse in antimicrobial stewardship unrecognized but already there
Clinical Infectious Diseases, 2016Co-Authors: Richard N. Olans, Alfred DemariaAbstract:: An essential participant in antimicrobial stewardship who has been unrecognized and underutilized is the "Staff Nurse." Although the role of Staff Nurses has not formally been recognized in guidelines for implementing and operating antimicrobial stewardship programs (ASPs) or defined in the medical literature, they have always performed numerous functions that are integral to successful antimicrobial stewardship. Nurses are antibiotic first responders, central communicators, coordinators of care, as well as 24-hour monitors of patient status, safety, and response to antibiotic therapy. An operational analysis of inpatient admissions evaluates these nursing stewardship activities and analyzes the potential benefits of Nurses' formal education about, and inclusion into, ASPs.
-
The Critical Role of the Staff Nurse in Antimicrobial Stewardship—Unrecognized, but Already There
Clinical Infectious Diseases, 2015Co-Authors: Richard N. Olans, Alfred DemariaAbstract:: An essential participant in antimicrobial stewardship who has been unrecognized and underutilized is the "Staff Nurse." Although the role of Staff Nurses has not formally been recognized in guidelines for implementing and operating antimicrobial stewardship programs (ASPs) or defined in the medical literature, they have always performed numerous functions that are integral to successful antimicrobial stewardship. Nurses are antibiotic first responders, central communicators, coordinators of care, as well as 24-hour monitors of patient status, safety, and response to antibiotic therapy. An operational analysis of inpatient admissions evaluates these nursing stewardship activities and analyzes the potential benefits of Nurses' formal education about, and inclusion into, ASPs.
-
defining a role for nursing education in Staff Nurse participation in antimicrobial stewardship
Journal of Continuing Education in Nursing, 2015Co-Authors: Richard N. Olans, Patrice K Nicholas, Diane Hanley, Alfred DemariaAbstract:: The role of the Staff Nurse in antimicrobial stewardship programs (ASPs) is not clearly defined. This study explored the ASP educational needs of Staff Nurses, using survey, focus group, and Delphi methods of engaging Nurse educators. Low awareness of components of ASPs and areas of educational need were identified.
Alfred Demaria - One of the best experts on this subject based on the ideXlab platform.
-
the critical role of the Staff Nurse in antimicrobial stewardship unrecognized but already there
Clinical Infectious Diseases, 2016Co-Authors: Richard N. Olans, Alfred DemariaAbstract:: An essential participant in antimicrobial stewardship who has been unrecognized and underutilized is the "Staff Nurse." Although the role of Staff Nurses has not formally been recognized in guidelines for implementing and operating antimicrobial stewardship programs (ASPs) or defined in the medical literature, they have always performed numerous functions that are integral to successful antimicrobial stewardship. Nurses are antibiotic first responders, central communicators, coordinators of care, as well as 24-hour monitors of patient status, safety, and response to antibiotic therapy. An operational analysis of inpatient admissions evaluates these nursing stewardship activities and analyzes the potential benefits of Nurses' formal education about, and inclusion into, ASPs.
-
The Critical Role of the Staff Nurse in Antimicrobial Stewardship—Unrecognized, but Already There
Clinical Infectious Diseases, 2015Co-Authors: Richard N. Olans, Alfred DemariaAbstract:: An essential participant in antimicrobial stewardship who has been unrecognized and underutilized is the "Staff Nurse." Although the role of Staff Nurses has not formally been recognized in guidelines for implementing and operating antimicrobial stewardship programs (ASPs) or defined in the medical literature, they have always performed numerous functions that are integral to successful antimicrobial stewardship. Nurses are antibiotic first responders, central communicators, coordinators of care, as well as 24-hour monitors of patient status, safety, and response to antibiotic therapy. An operational analysis of inpatient admissions evaluates these nursing stewardship activities and analyzes the potential benefits of Nurses' formal education about, and inclusion into, ASPs.
-
defining a role for nursing education in Staff Nurse participation in antimicrobial stewardship
Journal of Continuing Education in Nursing, 2015Co-Authors: Richard N. Olans, Patrice K Nicholas, Diane Hanley, Alfred DemariaAbstract:: The role of the Staff Nurse in antimicrobial stewardship programs (ASPs) is not clearly defined. This study explored the ASP educational needs of Staff Nurses, using survey, focus group, and Delphi methods of engaging Nurse educators. Low awareness of components of ASPs and areas of educational need were identified.
Donna Sullivan Havens - One of the best experts on this subject based on the ideXlab platform.
-
Nurse managers perceptions and experiences regarding Staff Nurse empowerment a qualitative study
Frontiers in Psychology, 2015Co-Authors: Peter Van Bogaert, Lieve Peremans, Marlinde De Wit, Danny Van Heusden, Erik Franck, Olaf Timmermans, Donna Sullivan HavensAbstract:Aim To study Nurse managers’ perceptions and experiences with Staff Nurse structural empowerment and the impact on the Nurse manager leadership role and style. Background Nurse managers’ leadership roles may be viewed as challenging given the complex needs of patients in the context of Staff Nurses’ involvement in clinical as well organizational decision-making processes, in interdisciplinary care settings. Design Qualitative phenomenological study Methods Individual semi-structured interviews of 8 medical or surgical Nurse managers were conducted in a 600-bed Belgian university hospital between December 2013 and June 2014. This organization was undergoing a transformational process to convert from a classic hierarchical and departmental structure to one that was flat and interdisciplinary. Results Nurse managers were familiar with and held positive attitudes about Nurse structural empowerment in the hospital. They conveyed the positive impact of empowerment on their Staff Nurses that in turn improved the quality of care and patient safety. Structural empowerment was supported by several change initiatives at the unit and hospital levels and Nurse managers’ experiences with these initiatives was reported as mixed because of the changing demands on their manager role and leadership style. In addition, pressure was experienced both by Staff Nurses and Nurse managers through direct patient care priorities, tightly scheduled projects and miscommunication. Conclusion Nurse managers reported a favourable impact of structural empowerment on Staff Nurses’ professional attitudes and the safety and quality of care on their units. However, they also reported that the empowerment process, created changing demands in the manager role as well as daily practice dilemmas with regard to needed leadership styles. Clear organisational goals and dedicated support for Nurses as well as nursing unit managers will be imperative to sustain an empowered practice environment achieving the
-
the Staff Nurse decisional involvement scale report of psychometric assessments
Nursing Research, 2005Co-Authors: Donna Sullivan Havens, Joseph VaseyAbstract:BACKGROUND For decades, enhancing Staff Nurse decisional involvement in matters of nursing practice and patient care has been identified as a long-term strategy to improve the quality of the nursing work environment and the safety and quality of patient care. OBJECTIVE To describe psychometric assessments of the Decisional Involvement Scale (DIS), a diagnostic and evaluative measure of Nurse decisional involvement. METHODS A series of assessments were conducted to evaluate the psychometric performance of the scale. Content validity was assessed by experts in the field. Descriptive statistics were used to examine the use and performance of the scale. The contrasted groups approach was used to assess construct validity. Item analysis was used to explore evidence of the internal consistency of items and subscales across multiple samples. Structural modeling was used to conduct a confirmatory factor analysis using data from two independent samples of Staff registered Nurses (RNs; n = 849 and 650). RESULTS Acceptable content validity indexes (CVIs) were independently generated by three content experts. Construct validity was supported, as hypothesized; Nurses working on professional practice units scored significantly higher for all items when compared to Nurses working on units without professional practice models in place. Internal consistency (coefficient alpha) was high and nearly identical for the total measure and all subscales across the two independent Nurse samples. Six subscales were identified using factor analysis, and these were confirmed by structural modeling. CONCLUSION Psychometric findings support that the DIS is a valid and reliable measure of Staff Nurse decisional involvement.
Carol A Wong - One of the best experts on this subject based on the ideXlab platform.
-
developing and testing a new measure of Staff Nurse clinical leadership the clinical leadership survey
Journal of Nursing Management, 2011Co-Authors: Allison Patrick, Heather Spence K Laschinger, Carol A Wong, Joan FineganAbstract:Patrick A., Laschinger H.K.S., Wong C. & Finegan J. (2011) Journal of Nursing Management19, 449–460 Developing and testing a new measure of Staff Nurse clinical leadership: the clinical leadership survey Aim To test the psychometric properties of a newly developed measure of Staff Nurse clinical leadership derived from Kouzes and Posner’s model of transformational leadership. Background While Nurses have been recognized for their essential role in keeping patients safe, there has been little empirical research that has examined clinical leadership at the Staff Nurse level. Methods A non-experimental survey design was used to test the psychometric properties of the clinical leadership survey (CLS). Four hundred and eighty registered Nurses (RNs) providing direct patient care in Ontario acute care hospitals returned useable questionnaires. Results Confirmatory factor analysis provided preliminary evidence for the construct validity for the new measure of Staff Nurse clinical leadership. Structural empowerment fully mediated the relationship between nursing leadership and Staff Nurse clinical leadership. Conclusion The results provide encouraging evidence for the construct validity of the CLS. Implications for nursing management Nursing administrators must create empowering work environments to ensure Staff Nurses have access to work structures which enable them to enact clinical leadership behaviours while providing direct patient care.
-
leader empowering behaviours Staff Nurse empowerment and work engagement burnout
Nursing leadership, 2006Co-Authors: Paula Greco, Heather Spence K Laschinger, Carol A WongAbstract:Efforts to improve nursing working conditions are critical to retaining Nurses currently in the system and attracting newcomers to the profession (Laschinger et al. 2003b). The Nurse leader's empowering behaviours can be pivotal in the way Nurses react to their work environment. The purpose of this study was to test a model examining the relationship between Nurse leaders' empowerment behaviours, perceptions of Staff empowerment, areas of work life and work engagement using Kanter's theory of structural power in organizations. A cross-sectional correlational survey design tested the model in a random sample of 322 Staff Nurses in acute care hospitals across Ontario. Overall, Staff Nurses perceived their leaders' behaviours to be somewhat empowering and their work environment to be moderately empowering. Fifty-three percent reported severe levels of burnout. Leader empowering behaviour had an indirect effect on emotional exhaustion (burnout) through structural empowerment and overall fit in the six areas of work life. The final model statistics revealed a good fit (chi(2)=30.4, chi=3, chi=0.96, chi=0.95, chi=0.95). These findings suggest that the Leader's empowering behaviours can enhance person-job fit and prevent burnout. These findings have important implications in the current nursing shortage.
-
the impact of Staff Nurse empowerment on person job fit and work engagement burnout
Nursing administration quarterly, 2006Co-Authors: Heather Spence K Laschinger, Carol A Wong, Paula GrecoAbstract:Workplace empowerment is an important strategy for creating positive nursing work environments in a time of a severe nursing shortage. The purpose of this study was to test a model linking Staff Nurse perceptions of empowerment to their perceived fit with 6 areas of work life and work engagement/burnout using Kanter's work empowerment theory. We tested the model in a cross-sectional correlational survey design with a random sample of 322 Staff Nurses in acute care hospitals across Ontario. Overall, Staff Nurses perceived their work environment to be only somewhat empowering. Fifty-three percent reported severe levels of burnout. Overall empowerment had an indirect effect on emotional exhaustion (burnout) through Nurses' perceived fit in 6 areas of work life. The final model fit statistics revealed a good fit (chi2 = 32.4, df = 13, GFI = 0.97, IFI = 0.97, CFI = 0.97, RMSEA = 0.07). These findings have important implications in the current nursing shortage.
-
leader behavior impact on Staff Nurse empowerment job tension and work effectiveness
Journal of Nursing Administration, 1999Co-Authors: Heather Spence K Laschinger, Carol A Wong, Linda Mcmahon, Carl KaufmannAbstract:Objective:The authors tested a model linking specific leader-empowering behaviors to Staff Nurse perceptions of workplace empowerment, occupational stress, and work effectiveness in a recently-merged Canadian acute care hospital.Summary Background Data:An integration of Kanter's organizational empow
