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peer reviewed nursing articles

View the Current Featured Journal.. Find articles from nearly 70 trusted nursing journals, including AJN and NursingMake our Recommended Reading for Nurses your first stop for the latest research. You'll also want to become a NursingCenter mihssiowas.gqs can save articles to My File Drawer for easy access anytime. Check back often to see the latest additions to our ever-growing collection. 50th International Conference on Nursing and Primary Health Care September , Osaka, Japan: 26thWorld Congress on Nursing and Healthcare September , Osaka, Japan: International Conference on Family Nursing & Health Care September , San Francisco, USA. The first definition of nursing peer review proposed by ANA in still applies today: “Peer review in nursing is the process by which practicing registered nurses systematically access, monitor, and make judgments about the quality of nursing care provided by peers as measured against professional standards of mihssiowas.gq review.


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Susan M. With the growing complexity of healthcare practice environments and pending nurse leader retirements, the development of future nurse leaders is increasingly important. Forty-four emerging nurse leaders across three program cohorts participated in this qualitative study conducted to capture perspectives about nursing leaders and leadership. Conventional content analysis was used to analyze and code the data into categories.

We discuss the three major categories peer reviewed nursing articles, including: idealistic expectations of leaders, leading in a challenging practice environment, and cautious but optimistic outlook about their own leadership and future, and study limitations. The conclusion offers implications for future nurse leader development. The findings provide important insight into the viewpoints of nurses today about leaders and leadership.

Citation: Dyess, S. Keywords: Nursing leadership, peer reviewed nursing articles, emerging nurse leaders, practice environments, succession planning, healthy work environments, multi-generational workforce, Generation Y, academic-practice partnership, leadership development. The development of future leaders is a vital obligation for current nurse leaders. We now find ourselves at the convergence of a perfect storm in healthcare.

Their growing needs for services will place huge demands on an already challenged health delivery system. With the changes accompanying health reform, these young nurse leaders have a unique opportunity to play key roles in partnering with other healthcare professionals to lead in the improvement and design of the health system and practice environments Institute of Medicine [IOM], In Januaryan academic-practice partnership composed of 24 community leaders was formed peer reviewed nursing articles South Florida.

With the growing complexity in leadership roles, peer reviewed nursing articles, community nurse leaders recognized the value of having emerging nurse leaders who would assume these roles with leadership education and the right skill set.

This article reports on focus group research conducted as part of a larger study with each of three program cohorts prior to beginning their academic education. The findings indicate that future nurse leaders may be reluctant, even fearful, of entering formal leadership roles. Yet, they are also hopeful that their efforts can contribute to improving work environments, unite teams, and implement changes needed to advance healthcare.

Their perspectives about leadership before they assume the role provide valuable insight peer reviewed nursing articles current nurse-nurse leader relationships and also have implications for the planning of future leadership development programs and succession planning efforts.

Not only is there a strong business case for orderly transitions in organizations, but younger staff now look for these professional opportunities when seeking employment. Effective succession planning through the identification and development of emerging nurse leaders peer reviewed nursing articles now recognized as an essential business strategy for organizations Kim, Nursing workforce predictions indicate that there could be a shortage of up to 67, nurse managers by Shirey, Generation Y born between and are in this phase of their careers and are ideal candidates for emerging leader programs.

While most of their beliefs and values are not vastly dissimilar from other cohorts at a similar point in their development, Generation Y has two compelling differences in behavior from the generations who preceded them that need to be taken into peer reviewed nursing articles when doing leadership development.

The second is their expectation of organizational accommodation that is an outgrowth of how they were parented and treated throughout their education McCready, Leadership strategies and developmental activities that have worked well with other generations are not always as effective with our newest generation of nurses — Generation Y.

It is this expectation of accommodation that has proven to be challenging for many nurse leaders. Turnover in the first year of employment among this generation is a persistent problem in many organizations.

Generation Y nurses are less accepting and more critical about workplace practices than the generations who have preceded them.

The RN Work Project funded by the Robert Wood Johnson foundation is a longitudinal study that tracks a national sample of new nurses focusing on their career changes and work attitudes.

Generation Y is optimistic about nursing and may leave employers but not the profession. In spite of this higher job turnover, Generation Y is optimistic about nursing and may leave employers but not the profession. In a recent nationwide study conducted by AMN Healthcarepeer reviewed nursing articles, this age group was the most likely to recommend nursing as a career. They also report more interest in pursuing higher education in nursing.

Recruiting peer reviewed nursing articles retaining Generation Y nurses in leadership may prove challenging without significant changes in the current structure of roles.

Fear of failure is a significant concern in this generation American Psychological Association [APA],so leadership development programs that promote hope and encouragement about the progress that they are making is important feedback. Generation Y nurses are just beginning to move into leadership roles. There are few studies about their perceptions peer reviewed nursing articles current leaders and their potential contributions in these roles.

In order to accomplish more effective succession planning, a better understanding is needed about motivational and environmental factors that could prove challenging in their willingness to become leaders and accept leadership responsibilities. The qualitative findings presented in this article were part of a larger action research design promoted by Stringer that guided a three year funded project.

Each group was asked the same seven questions related to their perceptions about nursing leadership, the practice environment, healthcare challenges, and the future of healthcare Table 1, peer reviewed nursing articles. The focus groups were audio-taped and transcribed verbatim. Transcripts were independently coded by three nurse researchers with qualitative research experience using a conventional content analysis approach explained by Hsieh and Shannon This form of analysis was selected because the aim of this part of the study was to describe the phenomenon of perceptions of leadership from future nurse leaders without using predetermined categories.

After an initial review of the texts, peer reviewed nursing articles, the codes were agreed upon by the three researchers, peer reviewed nursing articles. Then, consensus was reached on the categories that ultimately emerged.

Prior to peer reviewed nursing articles beginning of their academic coursework, peer reviewed nursing articles, students were invited to participate in a focus group with other members of their program cohort.

The demographics for all three cohorts are included in Table 2. The age range was 23 to 53 with a majority of the sample in the Generation Y cohort born between and The mean age for all participants was 31 years; however, this number was skewed by several older participants who entered nursing as a second career. Some of the participants had been in a charge or relief charge position prior to entering the program. Table 2. Practice Experience In practice 3 years or less In practice years In practice years In practice greater than 10 years Mean.

Three major thematic categories were identified from analysis of the data. These categories included the following: idealistic expectations of leaders, leading in a challenging practice environment, and cautious but optimistic outlook about their own leadership and future See Table 3. Flexibility Clinical expertise Administrative capability Assist with patient care when needed Know staff members Advance knowledge Accessible Advocate for staff members. Meet performance goals and standards Manage effectively policy and procedure changes Foster teamwork.

Anticipate future roles and challenges Confidence in their ability Fear of failure. Responses to the focus group questions indicated that emerging nurse leaders have extremely high, possibly unrealistic, expectations of their leaders. Idealistic Expectations of Leaders. Qualities they expect in a leader include flexibility, clinical expertise, and administrative capability. These emerging leaders also expect their leaders to be available and present on the unit to assist with patient care when needed.

Their comments indicated a limited understanding of the range of responsibilities and time commitment associated with the role of nurse leader. As part of the idealism, they expect leaders to know their staff members thoroughly and participate with the staff in standard shift efforts such as answering the phone or passing medications when needed. The emerging leaders in the focus groups desired their nurse leaders to advocate for them as they serve in the capacity peer reviewed nursing articles an organizational bridge between administration and the front line staff.

They recognize that their managers might feel sandwiched between the desires of higher level administration and the needs of front-line staff but still expect high level advocacy:. I think peer reviewed nursing articles is walking the fine line between what your organizational needs are versus what the personal needs of maybe your employees and your peers are also. Overall, peer reviewed nursing articles, this category of idealistic expectations for nurse leaders was consistent across the three cohort groups and prominent in their voiced responses and in their non-verbal agreement to what peer reviewed nursing articles articulated.

Heads nodded affirmatively when their peers expressed their perception of qualities needed in a nurse leader. Yet when they discussed their expectations of nurse leaders, participants simultaneously communicated the challenging realities of their practice setting and their impact on leaders. The current practice environment is perceived to be challenging on many levels by the emerging leaders. Leading in a Challenging Practice Environment.

This theme surfaced repeatedly in the focus groups. They did not seem to recognize the demands on leadership in a complicated practice environment where reimbursement is driven by meeting performance goals. Emerging leader comments indicated the frustration that they feel with these environmental challenges. We are in the front line fighting the war, but we are not getting all the ammunition that we need, because this group over here needs to go take that mountain.

Then all of a sudden we have to turn around and go to this mountain to fight. Now we are fighting so much and pulling in every direction that we lost the main focus about what we need to do.

Right now the hospitals are sick and they are only being managed to keep them alive, not heal. They are getting a heart transplant, peer reviewed nursing articles, but they have no kidneys and they have no brain. Frequent policy and procedure modifications were noted by participants as adding to the volatile nature of a practice setting because changes were not always well communicated to staff by their leadership.

Teamwork is important to emerging leaders in Generation Y. Poor teamwork was also cited as another perceived challenge in the current practice environment. Nonetheless, peer reviewed nursing articles, the participants believe they will contribute solutions to the challenges with their leadership. Despite challenges noted, they are willing to take leadership roles because they see the potential to change their environments Cautious but Optimistic Outlook about their own Leadership and Future.

They expressed enthusiasm about their own abilities to lead in a different way. One emerging leader observed that as leaders they could be different from what they view in practice today:. The thing is you can be different… when you hear the complaints…. Yet as the focus groups conversations advanced, peer reviewed nursing articles, they also talked about their fear of failure as nurse leaders.

They had observed leaders in their environments lose their roles. You have to really be committed to do leadership right. Not just your employees and staff but to your employees as people.

In the midst of their expression of idealism and challenges, the participants recognize that they are the future of nursing leadership. While they may be cautious about their future, they are ready to embrace all that comes with leadership. A key concern for nurse leaders today is who will replace them when they retire. Nurse leaders may inadvertently sabotage succession planning efforts when they are not conscious about their leadership, or send negative verbal and non-verbal messages about leadership roles.

This limited view of leadership is unfortunate because with exposure to the leader role, nurses develop a deeper respect for the challenges faced by their current leaders. Our experience with this project indicates that once emerging leaders begin work with their nurse manager preceptors as part of practicum course work, they develop very different perceptions about the leadership role than were expressed in these focus groups.

 

Nursing peer review: Principles and practice - American Nurse Today

 

peer reviewed nursing articles

 

The Online Journal of Issues in Nursing (OJIN) is the space where they can do just that. A peer-reviewed, digital-only publication, every month OJIN provides a collection of invited articles written by national and international experts which are then openly discussed by the community. AJN is the oldest and largest circulating nursing journal in the world. The Journal's mission is to promote excellence in nursing and health care through the dissemination of evidence-based, peer-reviewed clinical information and original research, discussion of relevant and controversial professional issues, adherence to the standards of journalistic integrity and excellence, and promotion of. View the Current Featured Journal.. Find articles from nearly 70 trusted nursing journals, including AJN and NursingMake our Recommended Reading for Nurses your first stop for the latest research. You'll also want to become a NursingCenter mihssiowas.gqs can save articles to My File Drawer for easy access anytime. Check back often to see the latest additions to our ever-growing collection.