The influence of simulation in predicting intent to stay, among critical care nurses

2021 ◽  
Vol 32 (2) ◽  
pp. 5-13
Author(s):  
Sandra Goldsworthy
Keyword(s):  
Professional Development ◽  
Critical Care ◽  
Organizational Support ◽  
Longitudinal Design ◽  
Scientific Evidence ◽  
Intent To Stay ◽  
Final Analysis ◽  
Critical Care Nurses ◽  
Turnover Rates ◽  
Retention Model

Aim: This paper will present a study, which tested a theoretical Critical Care Nurse Retention model and mechanisms that may influence intent to stay in the organization, unit and nursing profession.  Background: The current international nursing shortage is worsening and is particularly acute in critical care settings. There is a rapidly aging nursing workforce and at the same time a significant shortfall in the number of new graduates to replace the large numbers of retiring nurses. Intensive care units have been shown to have the highest turnover rates and there is limited scientific evidence on how to retain critical care nurses. One of the most commonly listed incentives for nurses is organizational support in the form of access to educational opportunities and career development.  Design: A quasi-experimental longitudinal design was used in a random sample of 363 critical care nurses from multiple hospital sites in Ontario.  Method: The 374-hour intervention included an online component, high-fidelity simulation, and a preceptored clinical component.  Data Analysis: ANCOVA and hierarchical regression were used to analyze the hypothesized model.  Results: Findings showed the professional development intervention had a direct effect on intent to stay in the unit and intent to stay in the profession. Final analysis revealed that the model explained 23% of the variance in intent to stay in the profession.  Conclusion: This research provides new evidence supporting the relevance and importance of investing in professional development opportunities and its subsequent impact on intent to stay.

Managers' leadership and critical care nurses' intent to stay

1999 ◽  
Vol 8 (6) ◽  
pp. 361-371 ◽  
Author(s):  
DK Boyle ◽  
MJ Bott ◽  
HE Hansen ◽  
CQ Woods ◽  
RL Taunton
Keyword(s):  
Job Satisfaction ◽  
Critical Care ◽  
Nurse Managers ◽  
Intent To Stay ◽  
Reliability And Validity ◽  
Group Cohesion ◽  
Critical Care Nurses ◽  
Staff Nurse ◽  
Power And Influence ◽  
Instrumental Communication

BACKGROUND: Cyclical fluctuations in turnover of critical care nurses are a large and complex problem. Managers' leadership characteristics may be a determinant of critical care nurses' intent to stay in the job. OBJECTIVE: To examine the direct and indirect effects of nurse-managers' characteristics of power, influence, and leadership style on critical care nurses' intent to stay in the nurses' employment positions. METHODS: The sample was 255 staff nurses in intensive care units at 4 urban hospitals. Established instruments with sound reliability and validity were used to assess the predictor, intervening, and outcome variables. Path analysis was used to examine the relationships in a conceptual model of intent to stay. RESULTS: The model explained 52% of the variance in intent to stay, and managers' characteristics were significant at each stage. Managers' position power and influence over work coordination had a direct link to intent to stay; structuring expectations and consideration contributed indirectly through the variables of instrumental communication, autonomy, and group cohesion. Instrumental communication, autonomy, and group cohesion decreased job stress and thus increased job satisfaction. Job satisfaction was directly linked with intent to stay. CONCLUSIONS: Inclusion of nurse-managers' characteristics explained more variance in intent to stay than did previous models. Managers with leadership styles that seek and value contributions from staff, promote a climate in which information is shared effectively, promote decision making at the staff nurse level, exert position power, and influence coordination of work to provide a milieu that maintains a stable cadre of nurses.

Critical care nurses' intent to stay in their positions

1986 ◽  
Vol 9 (1) ◽  
pp. 3-10 ◽  
Author(s):  
Kerry Ann Kosmoski ◽  
Joy D. Calkin
Keyword(s):  
Critical Care ◽  
Intent To Stay ◽  
Critical Care Nurses

Use of PADIS Assessment Tools by Critical Care Nurses: An Integrative Review

2020 ◽  
pp. 019394592097302
Author(s):  
Denise Waterfield ◽  
Susan Barnason
Keyword(s):  
Critical Care ◽  
Assessment Tool ◽  
Reasoned Action ◽  
Final Analysis ◽  
Critical Care Nurses ◽  
Assessment Tools ◽  
Integrative Review ◽  
Control Beliefs ◽  
Reasoned Action Approach ◽  
Patient Centered

The purpose of this integrative review was to evaluate the literature from January 2013 to April 2020 and to explore critical care nurses’ perspectives of and intent to use recommended Pain, Agitation/Sedation, Delirium, Immobility, and Sleep Disruption (PADIS) patient assessment tools in adult critical care units. A literature search was performed with a total of 47 studies included in the final analysis for this review. The studies’ data were organized and further reduced based on The Reasoned Action Approach behavioral theory to reflect the extent to which a nurse plans to use a PADIS assessment tool. Extracted themes were related to behavioral beliefs in patient-centered care and critical thinking; normative beliefs about communication and prioritization; and control beliefs concerning autonomy and confidence. Contextualizing the international phenomenon of variation in PADIS assessment tool use by critical care nurses provides a deeper understanding of its complexity for use in the clinical setting.

scholarly journals Critical Care Nurses’ Reasons for Poor Attendance at a Continuous Professional Development Program

2017 ◽  
Vol 26 (1) ◽  
pp. 70-76 ◽  
Author(s):  
Myra Viljoen ◽  
Isabel Coetzee ◽  
Tanya Heyns
Keyword(s):  
Professional Development ◽  
Critical Care ◽  
Nurse Practitioners ◽  
Development Program ◽  
Critical Care Nurses ◽  
Continuous Professional Development ◽  
Professional Development Program ◽  
Nominal Group ◽  
Consensus Method ◽  
Critical Care Units

Background Society demands competent and safe health care, which obligates professionals to deliver quality patient care using current knowledge and skills. Participation in continuous professional development programs is a way to ensure quality nursing care. Despite the importance of continuous professional development, however, critical care nurse practitioners’ attendance rates at these programs is low. Objective To explore critical care nurses’ reasons for their unsatisfactory attendance at a continuous professional development program. Methods A nominal group technique was used as a consensus method to involve the critical care nurses and provide them the opportunity to reflect on their experiences and challenges related to the current continuous professional development program for the critical care units. Participants were 14 critical care nurses from 3 critical care units in 1 private hospital. Results The consensus was that the central theme relating to the unsatisfactory attendance at the continuous professional development program was attitude. In order of importance, the 4 contributing priorities influencing attitude were communication, continuous professional development, time constraints, and financial implications. Conclusion Attitude relating to attending a continuous professional development program can be changed if critical care nurses are aware of the program’s importance and are involved in the planning and implementation of a program that focuses on the nurses’ individual learning needs.

Assessment of professional development of critical care nurses: a descriptive study

2001 ◽  
Vol 10 (1) ◽  
pp. 17-22 ◽  
Author(s):  
J Heath ◽  
J Andrews ◽  
J Graham-Garcia
Keyword(s):  
Professional Development ◽  
Critical Care ◽  
Personal Growth ◽  
Critical Care Nurses ◽  
Influential Factor ◽  
Specialty Area ◽  
Level Of Involvement ◽  
Professional Nursing ◽  
Nursing Organizations ◽  
High Level

BACKGROUND: With much attention focused on nurses and the nursing profession, self-evaluation of nurses' contributions to their personal growth and the profession as a whole is needed. OBJECTIVE: To describe professional development characteristics of critical care nurses. METHODS: A descriptive, exploratory approach was used to assess the professional development characteristics of a select population of critical care nurses. A 20-item self-administered questionnaire was given to 169 participants at a regional conference of the American Association of Critical-Care Nurses. The survey was designed to determine the level of involvement in professional opportunities and the perception of factors that influence professional development. RESULTS: Mean age of the respondents was 39 years; 72% had at least a bachelor's degree, and 82% were certified in at least one specialty area. Seventy-three percent were members of at least one professional nursing organization; but only 31% reported active participation with meetings and activities. Fifty-two percent considered themselves mentors, yet only 14% participated in scholarly activities at a high level, and 58% had not recognized a peer for nursing contributions. Seventy-six percent reported a high level of "passion about nursing and promoting the profession." Self-motivation was the leading influential factor (72%) for fostering individual professional development. CONCLUSIONS: Critical care nurses have high levels of motivation for professional development in the areas of education, certification, and membership in professional nursing organizations. However, the level of involvement with professional nursing organizations, promotion of nursing peers, and participation in scholarly activities is less than expected.

Palliative Care Professional Development for Critical Care Nurses: A Multicenter Program

2017 ◽  
Vol 26 (5) ◽  
pp. 361-371 ◽  
Author(s):  
Wendy G. Anderson ◽  
Kathleen Puntillo ◽  
Jenica Cimino ◽  
Janice Noort ◽  
Diana Pearson ◽  
...  
Keyword(s):  
Professional Development ◽  
Palliative Care ◽  
Critical Care ◽  
Critical Care Nurses

Adverse Events Reporting System as Experienced by Critical-Care Nurses in KwaZulu-Natal, South Africa

2018 ◽  
Vol 20 (1) ◽  
Author(s):  
Thusile Mabel Gqaleni ◽  
Busisiwe Rosemary Bhengu
Keyword(s):  
South Africa ◽  
Critical Care ◽  
Adverse Events ◽  
Patient Care ◽  
Family Involvement ◽  
Reporting System ◽  
Legal Framework ◽  
Critical Care Nurses ◽  
Kwazulu Natal ◽  
Life Threatening

Critically ill patients admitted to critical-care units (CCUs) might have life-threatening or potentially life-threatening problems. Adverse events (AEs) occur frequently in CCUs, resulting in compromised quality of patient care. This study explores the experiences of critical-care nurses (CCNs) in relation to how the reported AEs were analysed and handled in CCUs. The study was conducted in the CCUs of five purposively selected hospitals in KwaZulu-Natal, South Africa. A descriptive qualitative design was used to obtain data through in-depth interviews from a purposive sample of five unit managers working in the CCUs to provide a deeper meaning of their experiences. This study was a part of a bigger study using a mixed-methods approach. The recorded qualitative data were analysed using Tesch’s content analysis. The main categories of information that emerged during the data analysis were (i) the existence of an AE reporting system, (ii) the occurrence of AEs, (iii) the promotion of and barriers to AE reporting, and (iv) the handling of AEs. The findings demonstrated that there were major gaps that affected the maximum utilisation of the reporting system. In addition, even though the system existed in other institutions, it was not utilised at all, hence affecting quality patient care. The following are recommended: (1) a non-punitive and non-confrontational system should be promoted, and (2) an organisational culture should be encouraged where support structures are formed within institutions, which consist of a legal framework, patient and family involvement, effective AE feedback, and education and training of staff.

The Effect of Alarm Fatigue Nursing Management Protocol on Critical Care Nurses' Experience

2020 ◽  
Vol 11 (4) ◽  
pp. 224-241
Author(s):  
Amina Mohamed Abdel Fatah Sliman ◽  
Wafaa Wahdan Abd El-Aziz ◽  
Hend Elsayed Mansour
Keyword(s):  
Critical Care ◽  
Critical Care Nurses ◽  
Nursing Management ◽  
Alarm Fatigue ◽  
Management Protocol
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