scholarly journals Mission Critical: Nursing Leadership Support for Compassion to Sustain Staff Well-being

2021 ◽  
Vol 51 (11S) ◽  
pp. S5-S10
Author(s):  
Anna Little ◽  
Russell Wordsworth ◽  
Sanna Malinen

Purpose Past research identifies many positive outcomes associated with workplace exercise initiatives. Realizing these outcomes is, however, dependent on securing sustained employee participation in the initiative. This study examines how organizational factors influence employee participation in workplace exercise initiatives. Design/methodology/approach The study utilizes data from 98 employees who were provided with the opportunity to participate in a workplace exercise initiative. Data were collected via an online survey as well as semi-structured interviews. Findings The paper shows that organizational, rather than individual-level, factors had the greatest impact on employee participation in workplace exercise initiatives. Leadership support for well-being was particularly important and had a significant effect on participation frequency. This relationship was moderated by employee perceptions of employer intentions, such that the more genuine and caring an employer’s intentions were perceived to be, the more likely employees were to participate. Our findings also show that perceived employer intentions have a significant direct effect on employee participation. Research implications We extend research on employee participation in well-being initiatives by considering the influence of organizational, rather than individual-level, factors. Practical implications This research is of practical significance as it highlights the importance of positive leadership in fostering physical well-being in the workplace. It reinforces that sustained participation in workplace exercise initiatives requires deliberate planning, promotion and support from organizational leaders. Originality/value Most studies of workplace exercise and well-being initiatives focus on individual barriers to participation. Our study highlights the important role of leadership support and perceived intentions as organizational influences on employee participation.


2020 ◽  
Vol 34 (4) ◽  
pp. 349-358 ◽  
Author(s):  
Jessica Grossmeier ◽  
Patricia H. Castle ◽  
Jennifer S. Pitts ◽  
Colleen Saringer ◽  
Kristi Rahrig Jenkins ◽  
...  

Purpose: This study tested relationships between health and well-being best practices and 3 types of outcomes. Design: A cross-sectional design used data from the HERO Scorecard Benchmark Database. Setting: Data were voluntarily provided by employers who submitted web-based survey responses. Sample: Analyses were limited to 812 organizations that completed the HERO Scorecard between January 12, 2015 and October 2, 2017. Measures: Independent variables included organizational and leadership support, program comprehensiveness, program integration, and incentives. Dependent variables included participation rates, health and medical cost impact, and perceptions of organizational support. Analysis: Three structural equation models were developed to investigate the relationships among study variables. Results: Model sample size varied based on organizationally reported outcomes. All models fit the data well (comparative fit index > 0.96). Organizational and leadership support was the strongest predictor ( P < .05) of participation (n = 276 organizations), impact (n = 160 organizations), and perceived organizational support (n = 143 organizations). Incentives predicted participation in health assessment and biometric screening ( P < .05). Program comprehensiveness and program integration were not significant predictors ( P > .05) in any of the models. Conclusion: Organizational and leadership support practices are essential to produce participation, health and medical cost impact, and perceptions of organizational support. While incentives influence participation, they are likely insufficient to yield downstream outcomes. The overall study design limits the ability to make causal inferences from the data.


2017 ◽  
Vol 30 (4) ◽  
pp. 347-352 ◽  
Author(s):  
Antonia M. Villarruel

There is an urgent need for Latino leaders in nursing, yet little has been written about Latino leaders and leadership. Leadership comes with challenges and opportunities in particular for Latino nurses who contend with specific cultural imperatives and obstacles. In this article, I review the current healthcare environment and propose a framework for Latino nursing leadership within the context of current challenges and opportunities and my personal experience in nursing. This framework is meant to serve as a guide for the development of Latino nurses who will improve the health and well-being of those in the most vulnerable communities by utilizing their cultural strengths and professional skills to deliver quality and compassionate care.


2019 ◽  
Vol 8 (2) ◽  
pp. 30
Author(s):  
Leena Honkavuo

Background: The significance of ethical and serving nursing leadership is the greatest contributing factors to attain good and quality assured care for patients. Prioritizing an ethical attitude and value base within the different levels of healthcare organizations opens up for well-being among patients, nurses, and nurse leaders. Polarization and many restructurings have changed the value base of healthcare organizations and the nursing culture so that serving and ethical values have been deprioritised rather than reinforced. Objective: To deepen the understanding of serving and ethical nursing leadership and to examine how nurse leaders through their ethos can pave the way toward the evident – the good, the truthful and the beautiful serving in the context of nursing administrations.Methodology: Qualitative, descriptive and hermeneutic approach with inductive elements. The material consists of deep interviews with six nurse leaders. The hermeneutic reading act and interpretation of the interview texts are inspired by Hans-Georg Gadamer’s philosophical thought.Result: Ethical leadership that serves the guest of honour of the healthcare organization, the patient, and the caring culture are made visible in the context of nursing administration through “The good, the truthful and the beautiful” timeless movement directed toward health, healing and the meaning of life. Ethos gives to nursing leadership a value base and fundamental attitude, and is linked to the responsibility of nursing administrations, dignity and holiness.Implications for nursing management: Ethical and serving nurse leaders are attractive and legitimate role models for today’s nursing administrations. Nurse leaders’ direct influence, ethos and serving are factors that are closely connected with the ethical climate of the healthcare organization.


2003 ◽  
Vol 10 (4) ◽  
pp. 404-413 ◽  
Author(s):  
Anne J Davis ◽  
Emiko Konishi ◽  
Marie Tashiro

This pilot study had two purposes: (1) to review recent Japanese nursing literature on nursing advocacy; and (2) to obtain data from nurses on advocacy. For the second purpose, 24 nurses at a nursing college in Japan responded to a questionnaire. The concept of advocacy, taken from the West, has become an ethical ideal for Japanese nurses but one that they do not always understand, or, if they do, they find it difficult to fulfil. They cite nursing leadership support as necessary to enacting this role. Discussion on the meaning of and the rationale for advocacy in a society where goodness or badness is relative to social situations and its impact may reveal two parallel but overlapping views of morality. Such a situation would not only influence notions of advocacy but also possibly render them more complex.


BMJ Open ◽  
2021 ◽  
Vol 11 (10) ◽  
pp. e049370
Author(s):  
Rebecca Bogaers ◽  
Elbert Geuze ◽  
Jaap van Weeghel ◽  
Fenna Leijten ◽  
Nicolas Rüsch ◽  
...  

ObjectivesMany workers in high-risk occupations, such as soldiers, are exposed to stressors at work, increasing their risk of developing mental health conditions and substance abuse (MHC/SA). Disclosure can lead to both positive (eg, support) and negative (eg, discrimination) work outcomes, and therefore, both disclosure and non-disclosure can affect health, well-being and sustainable employment, making it a complex dilemma. The objective is to study barriers to and facilitators for disclosure in the military from multiple perspectives.DesignQualitative focus groups with soldiers with and without MHC/SA and military mental health professionals. Sessions were audiotaped and transcribed verbatim. Content analysis was done using a general inductive approach.SettingThe study took place within the Dutch military.ParticipantsIn total, 46 people participated in 8 homogeneous focus groups, including 3 perspectives: soldiers with MHC/SA (N=20), soldiers without MHC/SA (N=10) and military mental health professionals (N=16).ResultsFive barriers for disclosure were identified (fear of career consequences, fear of social rejection, lack of leadership support, lack of skills to talk about MHC/SA, masculine workplace culture) and three facilitators (anticipated positive consequences of disclosure, leadership support, work-related MHC/SA). Views of the stakeholder groups were highly congruent.ConclusionsAlmost all barriers (and facilitators) were related to fear for stigma and discrimination. This was acknowledged by all three perspectives, suggesting that stigma and discrimination are considerable barriers to sustainable employment and well-being. Supervisor knowledge, attitudes and behaviour were critical for disclosure, and supervisors thus have a key role in improving health, well-being and sustainable employment for soldiers with MHC/SA. Furthermore, adjustments could be made by the military on a policy level, to take away some of the fears that soldiers have when disclosing MHC/SA.


Author(s):  
Caroline Attard ◽  
Catriona Canning ◽  
Rose Warne

Nursing leadership focuses on three nursing roles that have particular significance for the smooth management, quality of care, quality improvement, and well-being of patients and staff on a ward. The three roles of ward manager, modern matron, and nurse consultant are discussed and the challenges these roles pose are explored in this chapter. Nursing leadership is identified as a significant factor in developing a positive culture in the inpatient environments and aspects of effective leadership are suggested along with ways to successfully manage, lead, and inspire a team in these roles. The roles of ward manager, modern matron, and NC play an important part in developing a positive culture within the inpatient setting, transforming the care provided as well as the image of inpatient nursing.


2019 ◽  
Vol 28 (2) ◽  
pp. 274-284 ◽  
Author(s):  
Elizabeth Convery ◽  
Gitte Keidser ◽  
Louise Hickson ◽  
Carly Meyer

Purpose Hearing loss self-management refers to the knowledge and skills people use to manage the effects of hearing loss on all aspects of their daily lives. The purpose of this study was to investigate the relationship between self-reported hearing loss self-management and hearing aid benefit and satisfaction. Method Thirty-seven adults with hearing loss, all of whom were current users of bilateral hearing aids, participated in this observational study. The participants completed self-report inventories probing their hearing loss self-management and hearing aid benefit and satisfaction. Correlation analysis was used to investigate the relationship between individual domains of hearing loss self-management and hearing aid benefit and satisfaction. Results Participants who reported better self-management of the effects of their hearing loss on their emotional well-being and social participation were more likely to report less aided listening difficulty in noisy and reverberant environments and greater satisfaction with the effect of their hearing aids on their self-image. Participants who reported better self-management in the areas of adhering to treatment, participating in shared decision making, accessing services and resources, attending appointments, and monitoring for changes in their hearing and functional status were more likely to report greater satisfaction with the sound quality and performance of their hearing aids. Conclusion Study findings highlight the potential for using information about a patient's hearing loss self-management in different domains as part of clinical decision making and management planning.


2017 ◽  
Vol 2 (10) ◽  
pp. 109-115 ◽  
Author(s):  
Jennifer Oates ◽  
Georgia Dacakis

Because of the increasing number of transgender people requesting speech-language pathology services, because having gender-incongruent voice and communication has major negative impacts on an individual's social participation and well-being, and because voice and communication training is supported by an improving evidence-base, it is becoming more common for universities to include transgender-specific theoretical and clinical components in their speech-language pathology programs. This paper describes the theoretical and clinical education provided to speech-language pathology students at La Trobe University in Australia, with a particular focus on the voice and communication training program offered by the La Trobe Communication Clinic. Further research is required to determine the outcomes of the clinic's training program in terms of student confidence and competence as well as the effectiveness of training for transgender clients.


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