Month: May 2017

Would ‘growing our own’ practice nurses solve the workforce crisis? (Practice Nursing, 2017, 28 (4) p. 174-176)

The article offers insights on the need to train a new generation of general practice nurses and the consequences of the chronic shortage of general practitioners for patient care. The Queens Nursing Institute identified that 33% of general practice nurses are due to retire by 2020. Therefore a recruitment and retention strategy needs to be in place.

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Planning the future of general practice nursing. (Practice Nursing, 2017, 28 (4) p. 145)

The author talks about the document “The General Practice Nursing Workforce Development Plan, Recognise, Reform, Rethink” which intends to make practice nursing a top career destination, along with the proposed low-value prescription crackdown, in England.

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Nursing shortages put future of NHS at risk (Nursing Standard, 2017, 31(37) p.29)

When it comes to the future of the health service, pressure on the workforce is as great a threat, if not greater, than pressure on finances. This was my argument in evidence to the House of Lords’ recent inquiry into the long-term sustainability of the NHS. (Candace Imison Director of policy. Health think tank the Nuffield Trust)

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Effective Mentorship for Recruitment and Retention of Newly Registered Nurses at a Tertiary Care Hospital, Trinidad. (Imperial Journal of Interdisciplinary Research, 2017, vol 3(2), p. 1161-1171)

The study investigated whether the existing mentoring program at the selected
General Hospital provided benefits (job satisfaction, development of clinical nursing skills,
and transition into the role of a practitioner) to the Newly Registered Nurses (NRNs)
The NRNs who received formal mentorship had achieved job satisfaction,
developed clinical nursing skills and transitioned to the practitioner role more significantly. NRNs job satisfaction, development of clinical nursing skills and transition to the practitioner role was closely related to demographic variables such as specialty in the profession, formal mentoring and the length of the mentorship experience in the mentoring program.

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Nurse leaders in the United States must create a culture in which evidence-based practice is intrinsic (Nursing Management, 2017, 24( 2) p. 14)

Healthcare is in crisis in the US, where preventable clinical errors are the third leading cause of death. Now is the time to create healthcare cultures where best practice is the standard.

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Describing the implementation of an innovative intervention and evaluating its effectiveness in increasing research capacity of advanced clinical nurses: using the consolidated framework for implementation research. (BMC Nursing, 2017, May. Epub)

This paper aims to describe the implementation of an intervention to increase research participation in advanced clinical nursing roles and evaluate its effectiveness. The study shows that an intervention, with minor financial resources; a top down approach; support of a hands on research fellow; peer collaboration with academics; strong clinical ownership by the clinical nurse researcher; experiential learning opportunities; focused and with needs based educational sessions, is an intervention that can both increase research outputs and capacity of clinically based nurses.

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Cost-effectiveness of introducing a nursing-based programme of ultrasound-guided peripheral venous access in a regional teaching hospital. (Journal of Nursing Management, 2017, Apr. Epub)

The aim of this study was to analyse the cost-effectiveness of care provided to patients in need of peripheral venous access by comparing the traditional approach with a nurse-based ultrasound-guided programme. The results show that the evaluation conducted by nurses ensures the right choice of catheter for each patient based on the patient’s needs, which decreases costs. The programme also shortens the waiting period between consultation and insertion of the catheter, which reduces costs related to prolonged hospitalisation. In addition to the significant cost savings this programme offers, the evaluation leads to an effective use of resources while ensuring optimal care.

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Nurses’ knowledge and perception of delirium screening and assessment in the intensive care unit: Long-term effectiveness of an education-based knowledge translation intervention. (Intensive and Critical Care Nursing, 2017, Apr. Epub)

To determine the impact of education on nurses’ knowledge of delirium, knowledge and perception of a validated screening tool, and delirium screening in the ICU. Conclusion; Multifaceted education is effective in improving delirium knowledge and screening; however, without sustained effort, progress is transient. Education improved perceived tool utility and over time utility perception and physician value improved.

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Effectiveness of Positive Thinking Training Program on Nurses’ Quality of Work Life through Smartphone Applications. (International Scholarly Research Notices, Vol. 2017)

Job stress is a part of nurses’ professional life that causes the decrease of the nurses’ job satisfaction and quality of work life. This study aimed to determine the effect of positive thinking via social media applications on the nurses’ quality of work life. This study concluded that positive thinking training via social media application enhanced nurses’ quality of work life.

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The effectiveness of a class designed to improve nurses’self-care, relationship with colleagues, and relationship with patients. (Nursing and Palliative Care, 2017, 2(2) p. 6)

The purpose of this research was to evaluate the effectiveness of a class designed to improve nurses’ self-care, rapport with colleagues, and relationship with patients. The results showed that is clear that offering a course to improve patient care, worker’s self-care, and relationships with other professionals is effective.

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