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An End-of-Life Work-Based Quality Improvement Project to Enhance Posttraumatic Growth in Hospital Employees During COVID-19
No full textHospital employees are at a heightened risk for posttraumatic stress because of the increased exposure to death and dying during the COVID-19 pandemic. We examined whether an EOL program would enhance an employee’s ability to cope with the pandemic stressors and experience existential growth over time.
Detailed abstract attached
Effect of eHealth Cardiac Rehabilitation Incorporating Mindfulness as a Stress Management Component for Patients with Coronary Heart Disease: A Pilot Randomized Controlled Trial
No full textThe purpose of this study is to pilot test the effect of eHealth cardiac rehabilitation incorporating mindfulness as a stress management component for patients with coronary heart disease (CHD). CHD is a leading cause of death globally, including in Hong Kong, and its prevalence is expected to increase due to the aging population and stressful modern lifestyles. With the widespread use of information and community technology, eHealth cardiac rehabilitation (CR) is recognized as an effective, safe, and cost-saving alternative to improve traditional CR accessibility and improve patient outcomes. However, the stress management component is under-addressed; there is a lack of integrating evidence-based psychological therapy and insufficient involvement of mental health professionals in eHealth CR. This is a pressing concern as more than half of CHD patients reported a significant level of psychological stress which can trigger acute cardiac events or increase the chance of cardiac events. To resolve this critical gap, the proposed study aims to pilot-test the effect of a comprehensive eHealth CR program that incorporates mindfulness as a stress management component for patients with CHD
An Exploration of Sleep Experiences Among Family Caregivers of Older Adults with Alzheimer’s and Related Diseases
No full textAs we age our sleep experiences decline in quality and our sleep disturbances increase with chances of full effective sleep diminishing. Older adults do not sleep as well as younger adults, with many older adults lacking an effective circadian rhythm. This lack of a proper circadian rhythm has been known to affect cognition and cause an increase in memory impairment. For older adults (OA) with Alzheimer’s and related disorders (AD) poor sleep affects not only their memory impairment and cognition but often impacts family caregivers (FGCs) sleep experiences. FCGs of community dwelling OA with AD are faced with a variety of challenges. These family caregiver challenges include physical, emotional, and social stressors which are often affected by a decline in effective sleep experiences. There is a dearth of evidence related to family caregivers sleep experiences. Research is needed to explore sleep problems and sleep strategies to aid in the development of effective and efficient preventative interventions for FCGs of OA with AD.
The purpose of this dissertation study is to understand and describe the sleep experiences of FCGs using Story Theory. Story Theory will be utilized to research FCGs needs related to their sleep experiences. This data may lead to strategies that will improve FCGs sleep and therefore, their quality of life. The participants will be recruited using convenience sampling, using one on one interviews identifying common themes. The results of using Story Theory to explore FCGs sleep experiences can provide data that may lead to sleep interventions
Generational Differences Among Nurse Leaders and the Development of Nurse Leader Role Competence
No full textBackground: Nurse leaders practice under extreme stressors and poor organizational support decreases their job satisfaction, increasing their intention to quit1,5. As nurse leaders’ role continues to expand, it is crucial to enhance their role competence through comprehensive training and ongoing support for their successful transition 2,4.
Purpose: Nurse leaders differ in their competence based on experience and generational diversity. This study is about the development of a leadership academy to promote nurse leader development, and retention through ongoing training, while also targeting generational differences in building nurse leader-role competence.
Methods: This project was instituted with the mission to inspire, empower, and nurture nurse leaders in an acute care hospital. A needs assessment was done to identify gaps in leadership onboarding. To address this gap, a nurse leader academy was organized with monthly sessions focusing on financial management strategies, managing associates, work-life balance, wellbeing, and mentorship by the executive leadership team in addition to a structured 12-week orientation. Bimonthly wellbeing sessions were held with team-building activities focusing on nurse leaders\u27 physical and emotional health, building emotional intelligence across distinct generations.
Results: Nurse manager competency inventory (NMCI)3 domains were assessed 6 months after the academy. The mean satisfaction of nurse leaders with the orientation process increased from 5.61 (pre) to 5.95 post-intervention. Role competence of nurse leaders improved in areas such as financial operations – 36% to 66%, professional development – 74% to 96%, mentorship - 65% to 89%, prioritizing wellbeing – 74% to 88% and recognizing worklife stressors from 83% to 86%. About 96% of nurse leaders were confident in the recruitment efforts, while 69% were confident in the retention efforts. 11% of the millennials (1981-1996) reported intention to leave. Intention to stay was highest among Gen Z, Gen X & Baby Boomers. Among the specialties, 44% of leaders in the perioperative/ woman and infant services reported higher intention to leave, and supportive initiatives were instituted.
Conclusion: Millennials will comprise 75% of the workforce by 2025, so organizations must prioritize developmental activities focusing on Gen Z\u27s entrance and millennials career growth and retention by successfully transitioning them to leadership roles, and promote professional development
The Nurses Climate Challenge for Sigma Chapters: Our Calling ~ Our Climate!
No full textBackground: As a trusted voice, nurses are in an opportune position to advocate for climate action and its related impacts on health. However, many curricula lack focus on the effects of climate change on health. The Nurses Climate Challenge, a campaign of the Alliance of Nurses for Healthy Environments (ANHE) and Healthcare Without Harm, was launched in 2018 to provide turnkey resources for nurses to influence climate and health. Connecting Sigma and this important initiative creates an opportunity to amplify to more than 600 chapters and 100,000 nurse members globally - across homes, nursing schools and healthcare organizations across the world. This aligns with Sigma’s vision to connect and empower leaders to transform global healthcare and its status with the United Nations relating to several Sustainable Development Goals.Methods: The Nurses Climate Challenge for Sigma Chapter project was launched in September 2024 through a group of five Sigma chapter leaders as part of Sigma’s Mini Academy on Global Advocacy. The goal was to have at least 40 Sigma Chapters signed on to the Nurses Climate Challenge by June 2025 and to grow a network of Sigma Chapters to share climate action ideas. The action plan consisted of three parts: 1) Develop a means for Sigma chapters to sign on; 2) Apply advocacy strategies using integral theory to target the campaign to Sigma leaders and grow a climate and health advocacy community within Sigma; and 3) Collect data from Sigma Chapters to evaluate activities related to climate and health.Outcomes: The team partnered with ANHE to complete the first two parts of the action plan in Fall of 2024. A variety of advocacy strategies were used to gain interest including use of a presentation, promotional video, flyer, and badge. A new Community of Interest forum was created for climate and health on the Sigma Circle website, and the initiative was shared several ways within Sigma networks. In October 2024, the team partnered with ANHE to hold a free webinar which was attended by more than 30 leaders across the world. As of November 2024, seven chapters signed on representing five regions in North America. In June 2025, the advocacy team will be collecting data to summarize the Sigma chapters’ activities related to climate and health
Unlocking Leadership: Mentoring Globally, Connecting Deeply, Transforming Personally
No full textBackground: Mentoring is a key process in which experienced individuals provide guidance to help others transform personally and professionally. Sigma’s Global Leadership Mentoring Community (GLMC) is a platform that matches dyads across the globe to develop transformational nurse leaders. Mentorship fosters leadership skills, academic productivity, and job satisfaction, thus, empowering clinicians to drive healthcare innovation that strive to improve health outcomes.
Aims: (1) Describes the reciprocal benefits of the relationship of an experienced academician in the United States and an early career Family Nurse Practitioner (FNP) in Israel; (2) Shares leader attributes being developed through our journey; and (3) Examines the congruence between the GLMC and several United Nations Sustainable Development Goals (SDGs).
Experience: Successful mentoring requires commitment and open vulnerability. Our commitment meant meeting regularly in live sessions, and creating a shared drive to exchange valuable resources. Both short- and long-term mentee professional goals of the mentee were shared and we set a path for the program to assist with their achievement. Additionally, the mentee practiced English and the mentor learned Arabic phrases. This practice revealed respect and cultural appreciation for each other. We collaborated to develop the mentee’s curriculum vitae (CV) and examined opportunities to improve the odds of acceptance into a PhD program and eventual transition into academia. Perhaps more importantly than the tangible deliverables like CV creation, our caring open relationship helped the mentee develop skills such as writing professional letters to superiors, having crucial conversations, and discussing career options. The mentor helped the mentee navigate workplace conflicts, make important career decisions, and prioritize personal well-being (SDG #3). Acknowledgements were voiced that her clinical performance, confidence, and feelings of empowerment have increased.
Impact and Conclusion: This experience has been transformative (personally and professionally) for both of us; helping the mentee guide her career trajectory as a female FNP in an Arabic community (SDG #5) and allowing the mentor to give back. The GLMC has empowered the mentee to pursue ambitious long-term goals, like PhD education. By guiding healthcare projects and advancing leadership in primary care, the program has equipped the mentee to make meaningful contributions to nursing
Policy Engagement and Advocacy to Transform Child Health Care Delivery and Improve Child Health
No full textBackground: There have been significant advancements in health care and science over the last century. However, these changes have not adequately addressed child health needs. Children have increasing health care needs associated with rising rates of mental health conditions, chronic diseases, and violence-related injuries.1 Further, health care reform has almost exclusively focused on adult populations and cannot be adapted to pediatric populations.2 Over a three-year period, two committees were convened by the National Academies of Science, Engineering, and Medicine (NASEM) to examine opportunities for innovation within policy and the health care system to improve child health and well-being. The committees evaluated evidence on pediatric health care, heard from child health experts, and wrote reports on the state of the science with recommended strategies and actions to meet child health care and mental health care needs.Purpose: The purpose of this presentation is to disseminate the findings and recommendations from these NASEM reports, focusing on nurse-led opportunities for innovation in health care delivery to improve child health and well-being.2,3Findings: Investments in child health offer a lifetime of return on the investment,4 and numerous well-studied innovations have the potential to significantly improve child health and well-being.2,3 A more diverse pediatric workforce is essential to addressing inequities in child health outcomes.3 Greater use of community-based resources, including schools and public health partners, and inclusion of families in care can support needed health care system change.2,3 In addition, financial investments in the workforce and payment reform can support pediatric health care transformation.2,3Implications for Nursing: This presentation will discuss the connections between these two reports, with a focus on the specific implications for nurses. Child health outcomes can be improved by nurse-led care transformations that address the social drivers of health.2,3,5 The transition to competency-based programs supports novel pathways to pediatric nursing careers.3 Nursing leaders are well positioned to engage in dissemination of report findings and policymaking informed by report findings that advance child health.6 All nurses, not just pediatric nurses, are stakeholders in the child health. This presentation will emphasize opportunities for all nurses to support the future health of the population
Unit Interest Survey (UIS): Validating New Graduate Nurse (NGN) Work-Life Assessment
No full textBackground: NGN retention is a concern in the US, with 23.8% turnover rate costing hospitals an average of $56,277 per nurse. Healthcare organizations must adopt strategies to retain and engage NGNs. Currently, applicants choose work units based on staffing needs or preferences, not personal assessment (strengths, communication style, personality). Self-reflection when choosing a practice setting could enhance job satisfaction and reduce burnout. Person-job fit moderates n job performance and compassion fatigue, while lifestyle factors influence retention. No reliable tool exists for guiding NGNs in assessing work and lifestyle preferences
Purpose: The purpose of this study was to develop and validate the UIS, an instrument designed to guide personal assessment of work and lifestyle preferences, determine if the UIS influences decision-making regarding first professional role and if it impacts the choice of pediatric setting.
Methods: The MEASURE approach was utilized to guide instrument development, validation, and pilot testing. Initial item generation was conducted by an expert nurse residency coordinator. End users provided qualitative face validity assessment. Instrument validity was evaluated through a content validity index. Once initial validity was established, the UIS was piloted. The UIS was made public to all users on the organizational website. Survey takers could opt into the pilot study, immediately following completion of the UIS and six months later.
Results: The UIS guides reflection in 3 areas: scheduling and setting, workflow and pace, and patient population and interactions. After each category, NGNs review selections and clinical practice areas that match their preferences. Initial face validity of the CVI was assessed by 63 RNs, resulting in a CVI score of 0.83, above the acceptable scale-level threshold of 0.80. In the study, 72 nursing students or registered nurses provided feedback after completing the UIS, with 66% (n=48) reporting that the UIS caused them to consider new or alternative reasons for choosing a clinical area. At six months, all respondents indicated they had used the provided data and applied to the unit recommended by the UIS.
Conclusion: Initial psychometric testing of the UIS indicated reliability and validity. The UIS appears to have success informing NGN decisions within the pediatric setting. Future study will investigate if the UIS can impact satisfaction and retention among NGNs
A Real Medical Mission Clinic to Manage Cardiovascular Health Inequities and Improve Outcomes
No full textCardiovascular disease is a leading cause of death in the United States.1-4 Today, a gap exists with cardiovascular inequities in underserved communities relating to access to cardiac care.1-4
In 2022, an experienced cardiologist and nurse practitioner leader established a once-a-month free faith-based cardiology clinic in Nashville and surrounding counties in Tennessee. The goal is to improve access to cardiac care1-3 and contribute to quality health outcomes for the underserved.Structure: A 501(c)(3) non-profit clinic structure was the framework for implementing the faith-based medical cardiology clinic.5 The faith-based cardiology clinic occurs one Saturday each month with voluntary staff. The start-up cost for the cardiology clinic was $19,995 for printers, computers, servers, an ultrasound laptop for echocardiograms, and an EKG machine.Process: The Greek Orthodox Church hosts the clinic using classrooms and a waiting area in the education building. After the patient arrives, they are registered. Nurses will take vital signs. A cardiologist and nurse practitioner complete a patient evaluation with a history and physical. Additional tests, like an EKG or echocardiogram, may be performed during the visit. Follow-up appointments will be scheduled if necessary. Patients are referred by their primary care provider, usually a municipal county healthcare center. All laboratory tests are done at the local health center for free.Outcomes: In 22 months, we have evaluated 109 patients. Diagnostic categories include: Hypertension & hypertensive cardiomyopathy (28) Arrhythmia (11) Coronary artery disease (14) Cardiomyopathy (5) Valvular heart disease (17) Congestive heart failure (4) Normal heart and patient reassured (29)
Patient Satisfaction Survey Results:Everything was great and everyone was kind and professional. Thank you.Very friendly and professional, excellent attention (Spanish translated)Staff and DR are very friendly and caring. A huge blessingGraciasWe now have a functioning faith-based cardiology clinic and provide cardiac care to uninsured patients who may otherwise not have access. The faith-based clinic model is proven to be feasible and effective. A challenge for this patient population is transportation and prioritizing work with medical care appointments. The operational strategy is a practical care model that can be replicated and applied to other clinical sub-specialties to address health inequities within a community and across the globe
Educational Program for Primary Care on Reducing Antibiotic Overuse for Upper Respiratory Infections
No full textWith the advent of antibiotics in 1928, the death rate declined (Fleming, 1980; Hoyert et al., 1999). However, antibiotics’ effectiveness led to the notion that antibiotics could be used for various illnesses. Thus, the overuse of antibiotics leaped, causing antibiotic resistance, rising healthcare costs, and increased mortality rates (CDC, 2024). Many research studies identified factors influencing antibiotic overuse for upper respiratory infections (URIs) in primary care, such as primary care providers’ ignorance, and patients’ expectations (Carlsson et al. , 2023; Gidengil et al., 2016). This study aimed to provide an educational program, via the Canva media tool, on reducing the prescribing of antibiotics for URIs. The educational program for this project was developed to determine whether providing additional education on the topic would result in a knowledge increase in family nurse practitioner (FNP) students. A quasi-experimental design was utilized, and 38 FNP students were recruited with the assistance of a nursing faculty from a School of Nursing Graduate program. The educational program was presented in a classroom setting using the Canva media platform. Data collection included informed consent, participants’ demographic data, and pretest and posttest questions. Data analysis was performed using Intellectus Statistic software. A posttest response revealed an increased level of knowledge as evidenced by increased scores on the posttest