The Role of Ethnic Nursing Organizations in Developing Future Nurse Leaders

2.50
Hdl Handle:
http://hdl.handle.net/10755/602976
Category:
Full-text
Format:
Text-based Document
Type:
Presentation
Title:
The Role of Ethnic Nursing Organizations in Developing Future Nurse Leaders
Other Titles:
Exploring Strategies to Promote Leadership Growth [Session]
Author(s):
Matza, Maria; Garon, Maryanne; Garon, Maryanne
Lead Author STTI Affiliation:
Upsilon Beta
Author Details:
Maria Matza, RN, PHN, mmatza@fullerton.edu; Maryanne Garon, RN, PHN
Abstract:
Session presented on Sunday, November 8, 2015: THE ROLE OF ETHNIC NURSING ORGANIZATIONS IN DEVELOPING NURSE LEADERS   Purposes/Aims The aim of this qualitative descriptive study was to explore the role of ethnic nursing organizations in developing their members for leadership. Rationale/Conceptual Basis/Background There is a disparity between the ethnic makeup of the US population, and those of nurse, nurse leaders and nursing faculty members. While the US population is 63% non-Hispanic whites and California only 42% non-Hispanic whites (US Census Bureau 2012 statistics), the nursing profession is more than 83% non-Hispanic white (HRSA report, 2010). Amongst nursing leadership and nursing faculty members, the disparity is even greater. “Only 12.3 % of full time nursing faculty members are coming from minority backgrounds” (AACN report). In order to foster diversity amongst nursing leaders and nursing faculty, it is desirable to encourage minority nurses to develop for these roles. One source of mentoring and development might be found in the ethnic or minority nurse organizations. Since this has not been the focus of research in nursing to date, a qualitative study using content analysis method was conducted. Methods The research team conducted in depth interviews of nurses who held membership for at least 3 years in one of the ethnic nursing organizations. Focus of these interviews was aimed at discovering how the organization helped them develop in their career, provided mentorship or encouraged them in continuing education or seeking leadership. Qualitative content analysis methods was utilized to analyze results. Transcribed interviews were analyzed by the team and initial coding done, identifying specific words and phrases. The research team then grouped together the words and phrases into categories of data. From the review of the emerging categories, themes were found and a model was created. Results Fifteen participants were interviewed. Four participants interviewed were members of their local Philippine Nurses Association, six were from the Black Nurses Associations, and five from the Hispanic Nurses Association. Three male and 12 female nurses participated, with ages ranging from 32 – 65 and years in nursing from 15-33. Education levels range from BSN to Ph.D. Analysis indicates that these organizations provide opportunities for leadership, mentoring and encouragement to the members. The participants noted comfort and a sense of community and “home” from being with persons from similar backgrounds. “You don’t have to explain where you come from” one participant reported. However, others noted that it is “not enough” and mentors are found in other professional organizations, also. A key finding is the importance of community and “giving back” to their communities as strength of these organizations.  Implications It is important to understand factors that help to both retain and develop nurses as leaders.  Many factors have been considered, but thus far, no one has looked at the ethnic nursing organizations as a potential source in contributing to this development. As noted, this is an area with virtually no research. The ethnic nursing organizations play an important role in developing nurse leaders. Understanding and disseminating the role of these organizations might lead to future considerations of they can contribute to increasing the diversity of nursing leadership and faculty. References American Association of Colleges of Nursing. (2014). Fact sheet: Enhancing diversity in nursing. Retrieved from http://www.aacn.nche.edu/media-relations/fact-sheets/enhancing-diversity, Health Resources and Services Administration. (2010). The registered nurse population: Findings from the 2008 National Sample Survey of Registered Nurses. Retrieved from http://bhpr.hrsa.gov/healthworkforce/rnsurveys/rnsurveyfinal.pdf, U.S. Census Bureau (2012 ). Statistical Abstract of the United States: 2012 (131st Edition). Washington, DC, 2011. Retrieved from: https://www.census.gov/compendia/statab/
Keywords:
leadership; mentoring; diversity
Repository Posting Date:
21-Mar-2016
Date of Publication:
21-Mar-2016
Other Identifiers:
CONV15C13
Conference Date:
2015
Conference Name:
43rd Biennial Convention
Conference Host:
Sigma Theta Tau International, the Honor Society of Nursing
Conference Location:
Las Vegas, Nevada, USA
Description:
43rd Biennial Convention 2015 Theme: Serve Locally, Transform Regionally, Lead Globally.`

Full metadata record

DC FieldValue Language
dc.language.isoen_USen
dc.type.categoryFull-texten
dc.formatText-based Documenten
dc.typePresentationen
dc.titleThe Role of Ethnic Nursing Organizations in Developing Future Nurse Leadersen
dc.title.alternativeExploring Strategies to Promote Leadership Growth [Session]en
dc.contributor.authorMatza, Mariaen
dc.contributor.authorGaron, Maryanneen
dc.contributor.authorGaron, Maryanneen
dc.contributor.departmentUpsilon Betaen
dc.author.detailsMaria Matza, RN, PHN, mmatza@fullerton.edu; Maryanne Garon, RN, PHNen
dc.identifier.urihttp://hdl.handle.net/10755/602976en
dc.description.abstractSession presented on Sunday, November 8, 2015: THE ROLE OF ETHNIC NURSING ORGANIZATIONS IN DEVELOPING NURSE LEADERS   Purposes/Aims The aim of this qualitative descriptive study was to explore the role of ethnic nursing organizations in developing their members for leadership. Rationale/Conceptual Basis/Background There is a disparity between the ethnic makeup of the US population, and those of nurse, nurse leaders and nursing faculty members. While the US population is 63% non-Hispanic whites and California only 42% non-Hispanic whites (US Census Bureau 2012 statistics), the nursing profession is more than 83% non-Hispanic white (HRSA report, 2010). Amongst nursing leadership and nursing faculty members, the disparity is even greater. “Only 12.3 % of full time nursing faculty members are coming from minority backgrounds” (AACN report). In order to foster diversity amongst nursing leaders and nursing faculty, it is desirable to encourage minority nurses to develop for these roles. One source of mentoring and development might be found in the ethnic or minority nurse organizations. Since this has not been the focus of research in nursing to date, a qualitative study using content analysis method was conducted. Methods The research team conducted in depth interviews of nurses who held membership for at least 3 years in one of the ethnic nursing organizations. Focus of these interviews was aimed at discovering how the organization helped them develop in their career, provided mentorship or encouraged them in continuing education or seeking leadership. Qualitative content analysis methods was utilized to analyze results. Transcribed interviews were analyzed by the team and initial coding done, identifying specific words and phrases. The research team then grouped together the words and phrases into categories of data. From the review of the emerging categories, themes were found and a model was created. Results Fifteen participants were interviewed. Four participants interviewed were members of their local Philippine Nurses Association, six were from the Black Nurses Associations, and five from the Hispanic Nurses Association. Three male and 12 female nurses participated, with ages ranging from 32 – 65 and years in nursing from 15-33. Education levels range from BSN to Ph.D. Analysis indicates that these organizations provide opportunities for leadership, mentoring and encouragement to the members. The participants noted comfort and a sense of community and “home” from being with persons from similar backgrounds. “You don’t have to explain where you come from” one participant reported. However, others noted that it is “not enough” and mentors are found in other professional organizations, also. A key finding is the importance of community and “giving back” to their communities as strength of these organizations.  Implications It is important to understand factors that help to both retain and develop nurses as leaders.  Many factors have been considered, but thus far, no one has looked at the ethnic nursing organizations as a potential source in contributing to this development. As noted, this is an area with virtually no research. The ethnic nursing organizations play an important role in developing nurse leaders. Understanding and disseminating the role of these organizations might lead to future considerations of they can contribute to increasing the diversity of nursing leadership and faculty. References American Association of Colleges of Nursing. (2014). Fact sheet: Enhancing diversity in nursing. Retrieved from http://www.aacn.nche.edu/media-relations/fact-sheets/enhancing-diversity, Health Resources and Services Administration. (2010). The registered nurse population: Findings from the 2008 National Sample Survey of Registered Nurses. Retrieved from http://bhpr.hrsa.gov/healthworkforce/rnsurveys/rnsurveyfinal.pdf, U.S. Census Bureau (2012 ). Statistical Abstract of the United States: 2012 (131st Edition). Washington, DC, 2011. Retrieved from: https://www.census.gov/compendia/statab/en
dc.subjectleadershipen
dc.subjectmentoringen
dc.subjectdiversityen
dc.date.available2016-03-21T16:40:41Zen
dc.date.issued2016-03-21en
dc.date.accessioned2016-03-21T16:40:41Zen
dc.conference.date2015en
dc.conference.name43rd Biennial Conventionen
dc.conference.hostSigma Theta Tau International, the Honor Society of Nursingen
dc.conference.locationLas Vegas, Nevada, USAen
dc.description43rd Biennial Convention 2015 Theme: Serve Locally, Transform Regionally, Lead Globally.`en
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