2.50
Hdl Handle:
http://hdl.handle.net/10755/156491
Type:
Presentation
Title:
The Professional Nursing Practice Environment- A Case for Measurement
Abstract:
The Professional Nursing Practice Environment- A Case for Measurement
Conference Sponsor:Sigma Theta Tau International
Conference Year:2006
Author:Omoike, Osei, MS, MBA, RN
P.I. Institution Name:University of Illinois at Chicago
Title:Project Director
For years, healthcare management has thought that the solution to personnel problems was to increase nursing salaries, however, research suggests that after an adequate income level is attained, nurses rank recognition as part of the team equally as important as salary (HCAB, 2001). In addition, healthcare re-engineering had no positive impact on nursing autonomy or retention (Pillar & Jarjoura,1999). The purpose of the study was measure perceptions of professional practice environment relevant to clinical nursing. A major problem for hospitals is their inability to predict turnover, to understand contributing factors, and to develop relative prevention strategies. Because literature from Magnet hospitals places an emphasis on professional autonomy, participatory management, and self-governance, a tool to assess organizational characteristics in these areas is important. Fortunately, the Aiken (NWI-R) Nurse Work Index-Revised Scale (2000) was specifically designed for this purpose, which provides useful information to create a Magnet-type environment.  The NWI-R can be analyzed using four subscales: autonomy, control over practice, nurse-physician relationship, and organizational support. The survey was administered via Web in June 2004, a combination of Web and paper-based formats were utilized in May 2005, which doubled the response rates. An informed consent/introductory letter was provided to each registered nurse in the sample (n=1,500). Approval was granted from two institutional review boards to conduct the study.  Results of the survey sample showed that having enough staff to perform needed tasks, floating, rotating, interruptions, and having to perform non-nursing tasks all had room to improve. With organizational support and control over practice being the lowest overall subscales, it shows there are opportunities to better support nurses and promote participatory decision making. Surprisingly, all four subscales were significantly higher for nurses with 6 or more years of experience with the institution, indicating the need for nurse managers/leaders to be actively engaged in retention activities.
Repository Posting Date:
26-Oct-2011
Date of Publication:
17-Oct-2011
Sponsors:
Sigma Theta Tau International

Full metadata record

DC FieldValue Language
dc.typePresentationen_GB
dc.titleThe Professional Nursing Practice Environment- A Case for Measurementen_GB
dc.identifier.urihttp://hdl.handle.net/10755/156491-
dc.description.abstract<table><tr><td colspan="2" class="item-title">The Professional Nursing Practice Environment- A Case for Measurement</td></tr><tr class="item-sponsor"><td class="label">Conference Sponsor:</td><td class="value">Sigma Theta Tau International</td></tr><tr class="item-year"><td class="label">Conference Year:</td><td class="value">2006</td></tr><tr class="item-author"><td class="label">Author:</td><td class="value">Omoike, Osei, MS, MBA, RN</td></tr><tr class="item-institute"><td class="label">P.I. Institution Name:</td><td class="value">University of Illinois at Chicago</td></tr><tr class="item-author-title"><td class="label">Title:</td><td class="value">Project Director</td></tr><tr class="item-email"><td class="label">Email:</td><td class="value">oomoik3@uic.edu</td></tr><tr><td colspan="2" class="item-abstract">For years, healthcare management has thought that the solution to personnel problems was to increase nursing salaries, however, research suggests that after an adequate income level is attained, nurses rank recognition as part of the team equally as important as salary (HCAB, 2001). In addition, healthcare re-engineering had no positive impact on nursing autonomy or retention (Pillar &amp; Jarjoura,1999). The purpose of the study was measure perceptions of professional practice environment relevant to clinical nursing. A major problem for hospitals is their inability to predict turnover, to understand contributing factors, and to develop relative prevention strategies. Because literature from Magnet hospitals places an emphasis on professional autonomy, participatory management, and self-governance, a tool to assess organizational characteristics in these areas is important. Fortunately, the Aiken (NWI-R) Nurse Work Index-Revised Scale (2000) was specifically designed for this purpose, which provides useful information to create a Magnet-type environment.&nbsp; The NWI-R can be analyzed using four subscales: autonomy, control over practice, nurse-physician relationship, and organizational support.&nbsp;The survey was administered via Web in June 2004, a combination of Web and paper-based formats were utilized in May 2005, which doubled the response rates. An informed consent/introductory letter was provided to each registered nurse in the sample (n=1,500). Approval was granted from two institutional review boards to conduct the study.&nbsp;&nbsp;Results of the survey sample showed that having enough staff to perform needed tasks, floating, rotating, interruptions, and having to perform non-nursing tasks all had room to improve. With organizational support and control over practice being the lowest overall subscales, it shows there are opportunities to better support nurses and promote participatory decision making. Surprisingly, all four subscales were significantly higher for nurses with 6 or more years of experience with the institution, indicating the need for nurse managers/leaders to be actively engaged in retention activities.</td></tr></table>en_GB
dc.date.available2011-10-26T14:50:08Z-
dc.date.issued2011-10-17en_GB
dc.date.accessioned2011-10-26T14:50:08Z-
dc.description.sponsorshipSigma Theta Tau Internationalen_GB
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