1697 research outputs found
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Severe Hypertension in Postpartum: How a Nurse Driven Protocol Can Be Used to Decrease a Delay in Treatment
Full text linkProblem: The problem at the practicum site is a delay in the treatment of severe range hypertension in postpartum patients due to IV push antihypertensives being administered by resident physicians who are clinically stationed in another building as opposed to the primary nurse.
Aim of the Project: The overall aim is to institute a protocol that will prevent a time delay for the treatment of severe range blood pressures in postpartum patients.
Review of Evidence: Hypertensive disorders during pregnancy and the immediate postpartum period are the leading cause of maternal morbidity and mortality. Obstetric related governing bodies have come to consensus over the importance of timely intervention of severe range blood pressure to decrease progression of symptoms and the potential for long-term health issues including stroke and other cardiovascular risks.
Project Design: This project was guided by the PDSA cycle and tools obtained by the OhioHealth change management model. Stakeholder identification, leadership action plans, change readiness surveys and education development plans were utilized throughout various stages of the project.
Intervention: A process change was instituted allowing the postpartum patient’s primary nurse to administer the IV push antihypertensive as opposed to the resident physician to decrease the time from severe range blood pressure to treatment.
Significant Findings/Outcomes: There were issues with compliance during project implementation as well as pharmacy verification delays, which resulted in the project not decreasing the time delay between severe range blood pressure and IV antihypertensive administration. One instance of noncompliance resulted in sixty-six-minute time delay for patient treatment, well below the standard.
Implications for Nursing: Efforts should continue to pursue a decrease in time for treatment of severe range blood pressures. This practicum site plans to expand this protocol to the different areas within the maternal/child division. Increased education about the importance of timely treatment of severe range blood pressures, and collaboration with IT and pharmacy to reduce the verification process time are currently in process. Additionally, efforts to empower nurses to recognize the emergency nature of severe range blood pressures and be able to override emergency medication prior to pharmacy verification are also being employed
Implementing a Sepsis Questionnaire to Reduce Readmissions…A Health Plan’s Experience
No full textProblem: Sepsis is a life-threatening condition with high readmission risk, threatening patient recovery and survival. In the managed care organization (MCO) where this DNP project was implemented, sepsis ranks among the top five readmission diagnoses. The organization\u27s 30-day readmission rate of 15.5% is substantially higher than the benchmark of 9.29%, highlighting a clinical quality issue, a strain on patient outcomes, and a strain on healthcare resources.
Aim of the Project: This quality improvement (QI) project aimed to reduce sepsis readmissions by embedding a sepsis questionnaire into case management workflows to identify clinical risks and social determinants of health, improve transitions, and support post-discharge recovery.
Review of the Evidence: Sepsis survivors face a high risk for rehospitalization, with one in 21 adults readmitted within 30 days. Evidence supports case management interventions as effective strategies for improving stabilization and reducing readmissions. Although research on MCO-driven strategies is limited, emerging studies show MCO interventions can also reduce readmissions.
Project Design: The Institute for Healthcare Improvement Model, incorporating iterative Plan-Do-Study-Act (PDSA) cycles, was utilized to guide the project. The OhioHealth Change Management Model tools and methods were utilized during the implementation process to assess readiness and sustain adoption. As a QI initiative, IRB approval was not required.
Intervention: The questionnaire was embedded into case management workflows, with a 50% adoption goal. PDSA cycles and change management surveys guided refinements during the 12-week pilot.
Significant Findings/Outcomes: The adoption of the questionnaire increased from 78% to 85%. Readiness surveys showed a 25% increase in staff confidence, a key factor for sustainability.
The sepsis analysis demonstrated a reduction in inpatient admissions (1.34 to 0.29), ER visits decreased (1.31 to 0.76), and Provider visits increased (4.07 to 5.28), indicating a shift from acute to outpatient care. Additionally, readmissions decreased by 34%, and paid claims declined by 34%.
Implications for Nursing: The QI project highlights the crucial role of the advanced practice nurse in advancing the AACN Essentials by implementing evidence-based interventions. Embedding the Sepsis Questionnaire into managed care workflows demonstrates nursing’s leadership in driving the Quadruple Aim and provides a scalable model for payer-driven quality improvement
Rethinking Scholarship in the AI Era
No full textThe Office of Academic Scholarship (OAS) invites you to join us for an engaging and thought-provoking discussion on the use of AI in academic scholarship. Our panel will explore the ways in which artificial intelligence is reshaping the research landscape, uncovering new opportunities, and challenging traditional notions of integrity and innovation.
Featuring distinguished experts, this session promises a compelling discussion of where we are in the wild, wild west of artificial intelligence. Whether you’re curious about the latest publishing trends or eager to explore the ethical frontier, this panel is an important starting point to discuss AI’s impact on academia.
Our expert panel: Dr. Tracy Greene Dr. Kasi Guillot Dr. Bora Pajo Dr. Valerie Storey
Moderated by Dr. Kelly Rennerhttps://fuse.franklin.edu/oas-presents/1000/thumbnail.jp
The Role of Diversity Climate in Thriving at Work
No full textThis mixed methods sequential explanatory study aimed to examine the relationship between diversity climate and thriving at work for employees of organizations in the United States finance and insurance sector. The focus of the quantitative phase was determining if a positive relationship existed between diversity climate and thriving at work. The qualitative phase further explored how individuals experienced this relationship. The research showed a statistically significant positive relationship (r = 0.5432, p \u3c 0.0001) between diversity climate and thriving at work and between the diversity climate facets of intention, programming, and praxis and thriving at work (r-values ranging from 0.3736 to 0.5701, p\u3c 0.0001). The qualitative study yielded core themes of workplace diversity as a source of vitality and learning and a visible indicator of diversity climate, the importance of company pro-diversity actions, and the impact of leadership support and positive interactions with diverse employees. Based on these positive results and the demonstrated relationship between these two constructs, human resources and diversity management practitioners could focus on diversity climate items to increase the likelihood of diverse employees experiencing thriving at work
Examining Succession Planning Practices in Nonprofit Organizations with a Lens on Internal Successors
No full textThe exodus of tenured leaders in nonprofit organizations facing retirement creates an opportunity for new and emerging leaders to fill the executive leadership seat. This qualitative narrative inquiry study explored succession planning practices in nonprofit human service organizations focusing on executive leadership development of potential internal successors. The intention was to bring to the attention of executive leadership in nonprofit human service organizations the need to prioritize succession planning by preparing internal emerging leaders to ensure leadership continuity. Eleven chief executive officers from a national disability organization with chapter member organizations across the United States were interviewed for the study. Narrative inquiry allowed individual career experiences and personal perceptions of succession planning preparedness and staff development from the participants in their voice. The theoretical framework that guided the study was based on Barney’s (1991) Resource-Based Theory. Data was collected through transcriptions and researcher notes and analyzed through a thematic analysis process involving examining the collected data, assigning codes, developing themes, and reporting findings. Two significant findings from the participant interviews were: (1) Although few organizations sampled have a succession plan, succession planning is perceived as an essential part of organizational strategic planning, and (2) Participants sampled emphasized that leadership development is necessary to prepare future leaders. The study suggests practical implications for implementing a leadership continuity plan that benefits nonprofit human service organizations and their emerging leaders
Student Services Lobby, undated
No full textThis photo features the lobby of the Student Services Center.https://fuse.franklin.edu/studentservices/1012/thumbnail.jp
Classroom Connections: Co-Designing a Mobile Program for ESOL Educators
Full text linkThe Ohio African Immigrants Commission is commissioning a mixed-method pilot study to assess the effectiveness of a mobile cultural program for enhancing the sense of belonging of English Language Learner (ELL) students.
The program will focus on deepening understanding of ELL African students\u27 diverse cultures and languages across multiple schools in Ohio. Central to the program is creating a toolkit that includes resources and low-effort strategies to foster increased cultural awareness
Student Group Portrait, undated
No full textThis photo features a group of students.https://fuse.franklin.edu/ymca/1024/thumbnail.jp
Career Progression of Women of Color in IT
Full text linkThe research proposal titled “Career Progression of Women of Color in IT (WOCIT)” focuses on the barriers and challenges the WOC in the IT industry face and the strategies used to navigate through the system to climb up the corporate ladder. The study aims to address a significant challenge faced by WOC in IT: the barriers to career progression, such as discrimination, microaggressions, and glass ceiling, despite their qualifications and skills (Mandakini & Sangarandeniya). The study seeks to explore the lived experiences of WOCIT at different levels within the organizational hierarchy, focusing on two groups: 1) those in leadership positions, such as managers and directors, and 2) those in intermediate positions with similar experience levels. By comparing these two groups, the research aims to reveal why some WOCIT succeed in advancing their careers while others face difficulties.
Exploring theories on gender and racial inequities and the theories to overcome such barriers leads to a clear focus of the study. Intersectionality Theory, proposed by Crenshaw (1989), helps in understanding discrimination based on overlapping social identities like gender, race, socioeconomic status, sexual orientation, etc., in a professional work environment. Critical Race Theory analyzes how systemic racism influences employee behaviors and creates bias and barriers to career advancement (Delgado & Stefancic, 2017). Person Perception Theory can be useful for identifying WOCIT’s perceptions of themselves and of their leaders (Fiske & Taylor, 2017). Psychological Safety Theory can be useful in understanding WOC’s perspectives on workplace pressure, safe work culture, and its influence on career progression (Edmondson, 1999). Finally, Social Capital Theory shows how professional networks provide access and opportunities for career advancement (Bourdieu, 1986). By integrating these theoretical frameworks, the study aims to create actionable strategies for WOCIT’s career progression.
Participants for this study are self-identified females belonging to historically marginalized or underrepresented racial and ethnic groups such as African American, Hispanic or Latina, Asian, Pacific Islander, Indigenous, Middle Eastern, and multiracial women who are commonly defined as Women of Color (WOC). The sampling frame is the entire population of women of color working in any IT company across the USA. The study will involve 40-50 WOC working in intermediate and lead roles within IT companies across the USA. The participants will be chosen based on these characteristics of interest: 1) identified as female, 2) belonged to a minority ethnicity, and 3) working in IT in an intermediate or lead role. The best option for this exploratory study is non-probability sampling since the participant selection will be non-random (Pajo, 2018, p. 146). Because there are specific traits of interest required in the population, a suitable sampling method is Purposive Homogeneous Sampling (Pajo, 2018, p. 144).
Participants will be recruited through professional networks like LinkedIn based on their gender, ethnicity, and experience level in IT. Data collection will be done through semi-structured interviews to obtain individuals’ personal insights into career progression barriers and in-depth perspectives on inclusive leadership practices. Interviews are planned to be conducted via Zoom, ensuring no geographical restrictions for the participants and accurate transcribing for analysis. Data analysis will be done using Atlas.ti or Maxqda software for coding and thematic analysis to identify patterns connecting inclusive leadership practices and career progression.
The study aims to provide actionable recommendations to support the career progression of underrepresented groups in other industries as well
Preventing Hospital-Acquired Pressure Injuries Using Turn Teams and Verbal Reminders
Full text linkProblem: Hospital-acquired pressure injuries (HAPIs) are a preventable, yet persistent issue in healthcare, particularly in the pulmonary and infectious disease unit of a Northeastern U.S. hospital. HAPIs prolong hospital stays, increase healthcare costs, and pose potential legal risks. Despite implementing evidence-based protocols, including the leaf patient monitoring system, the hospital reported six avoidable HAPIs cases in the early fiscal year 2025.
Aim: The quality improvement (QI) project aimed to reduce HAPIs incidents by 10% within 12 weeks by introducing turn teams and verbal reminders to enhance existing protocols.
Evidence Review: Regular turning and repositioning are essential to HAPIs prevention. Additionally, team-based strategies, such as team-building exercises and verbal cues, could improve compliance. Barriers included staffing limitations, patient refusal, and inconsistent adherence to protocol.
Project Design: The Plan-Do-Study-Act (PDSA) framework, the Ohio Change Management Model (OHCM), and the Agency for Healthcare Research and Quality (AHRQ) HAPI toolkit guided the QI project implementation.
Intervention: Patients with Braden scores ≤18 were identified daily. “Turn team” signs were placed on their doors, and the unit secretaries sent out verbal reminders every two hours to direct care staff communication devices.
Outcomes: The project achieved 93% compliance in turning and repositioning, 86.9% in skin assessment documentation, and had zero new HAPIs cases during implementation. The project demonstrated that evidence-based team-driven interventions can effectively reduce HAPIs and improve patient outcomes.
Nursing Implications: The QI initiative highlighted the importance of evidence-based, team-focused strategies in enhancing patient safety particularly in high-acuity settings, by promoting teamwork, accountability, and sustainable quality care