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Role of compassion competence among clinical nurses in professional quality of life. (Int Nurs Rev, Sep 2016, 63(3) p. 381-387)

The study aimed to explore measurable compassion competence among nurses and to examine the relationships between nurses’ compassion competence and levels of compassion satisfaction, compassion fatigue and secondary traumatic stress. Compassion is a vital asset in the nursing profession. It is necessary to explore whether compassion competence is a factor influencing professional quality of life. Conclusion: Compassion competence of clinical nurses was a predictive factor for professional quality of life. Hospital administrators, nurse leaders and policy makers should develop and adopt nurse-retaining strategies that focus on improving nurses’ compassion competence in order to reduce their burnout. We recommend the development of educational programmes to improve nurses’ compassion competence and thereby enhance their professional quality of life. © 2016 International Council of Nurses.

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Changing infusion practice generates significant efficiencies in nursing time and resource usage in paediatric intensive care. (Arch dis child, Sep 2016, 101(9), p. e2.)

Infusion preparation in British PICUs uses the Rule of Six (ROS) which was developed for administration without infusion devices. This method is inaccurate.1 Regulators recommend standardised approaches to IV infusions to improve patient safety and quality of care.2 Administration set changes also have an association with resource use and central line infections.3 We report the impact of fixed concentration infusions and reduced administration set changes on nursing time and infusion equipment cost. Morphine and midazolam infusions were standardised in September 2014. Direct observation of infusion preparation was carried out beforeand after the introduction of fixed-concentration (FC) infusions to quantify the nursing time required to prepare infusions. Administration was prospectively documented using purposive sampling until a population-representative sample for age and weight was obtained (1 month). This data was then scaled up to predict activity over one year. Syringe use and administration set use was calculated. Reducing frequency of administration set changes to 72 hrs in accordance with infection control policy was then calculated retrospectively. It takes 40 minutes (2 nurses×20 minutes) to prepare ROS syringes and 30 minutes (2 nurses×15 minutes) for FC syringes.In total ROS infusions required 2433 hrs of nursing time to prepare. FC infusions reduced this time by 25% (608 hrs) releasing 0.5 WTE nursing time back to patient care.Mean duration of IV sedation in these patients was 100 hrs. The cost associated with replacing administration sets with each syringe was £16,060. By changing every 72 hrs, this cost is reduced to £4,400 – a cost saving of £11,660. FC syringes are more efficient than ROS. FC preparations have released 0.5 WTE nurses back to patient care. Changing administration sets 72 hrly realises significant cost efficiencies.

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Managers’ use of nursing workforce planning and deployment technologies: protocol for a realist synthesis of implementation and impact. (BMJ Open, Sept 2016)

Nursing staffing levels in hospitals appear to be associated with improved patient outcomes. National guidance indicates that the triangulation of information from workforce planning and deployment technologies (WPTs; eg, the Safer Nursing Care Tool) and ‘local knowledge’ is important for managers to achieve appropriate staffing levels for better patient outcomes. Although WPTs provide managers with predictive information about future staffing requirements, ensuring patient safety and quality care also requires the consideration of information from other sources in real time. Yet little attention has been given to how to support managers to implement WPTs in practice. Given this lack of understanding, this evidence synthesis is designed to address the research question: managers’ use of WPTs and their impacts on nurse staffing and patient care: what works, for whom, how and in what circumstances?

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Perspectives: The Nurse Associate: an asset to supplement the NHS workforce or a cheaper substitute for the registered nurse? (Journal of Research in Nursing, 2016, 21(5/6) p. 483-486)

Article looking at the role of the Nurse Associate written by Jonathan Hayton, a third-year student, studying a BSc (Hons) in Adult Nursing at King’s College London, current chair of the hightingale Student Council. No abstract available.

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Caring compassionately for hospitalized patients: can nurse-delivered massage address compassion fatigue? ( International Journal for Human Caring: 2016, 20(3) p.146-154)

Compassion satisfaction is recognized as a potentially protective factor in reducing compassion fatigue or burnout among health care workers. This study examined whether nurses’ professional quality of life scores significantly improved after nurses learned and implemented massage techniques. Participating nurses in a U.S. hospital most often administered massage to relieve patients’ stress and pain. Nurses were able to incorporate massage into daily nursing care and perceived massage as relaxing for the patients and themselves. Burnout was significantly reduced over time for the study sample. Nurse-delivered massage should be further investigated for its ability to promote therapeutic nurse-patient relationships.

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Mathematical model for in-ward nursing staffing optimization based on patient classification system. (Journal of Biomedical Engineering Research, 37(2) p.75-83)

Nursing staffing is of major interest in hospital management, however, no practical method has been developed. The present study proposed a mathematical model based on the patient classification system for nursing staffing optimization. A few characteristic parameters possibly determined experimentally and/or empirically were introduced followed by systematic calculation of the required number of nurses. An essential concept of the model is the unit work load defined as the amount of nursing work performed on single patient per unit time, where the work load is defined as the number of nursing staffs multiplied by the working hours. The unit work load was considered to vary with the patient classification level as well as the working time during a day, both of which were represented by corresponding parameter values. The number of patients for each class and the number of working hours were multiplied to the unit work load, and added up to obtain the total required work load. As the next step, the averaged number of hours that a nurse could provide per day was formulated considering the degree of nursing practice experience into 3 levels. Finally, the appropriate number of nursing staffs was calculated as the total work load divided by the average working hours per nurse. The present technique has a great advantage that the number of nursing staffs to fulfill the required work load is systematically calculated once the characteristic parameters are appropriately determined, leading to instant and fast evaluation. A practical PC program was also developed to apply the present model to nursing practice.

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Emotional behavior in dementia patients and spousal caregivers: Relationship with caregiver depression. (Journal of Neurochemistry, August 2016, 138(257))

The associated burden of caring with a spouse with dementia has been linked to a number of mental health problems, such as depression. The existing literature has explored differences in caregiver depression from the qualities of both the caregiver and the patient, but rarely on the qualities of the relationship. The present study examined whether differences in the emotional quality of interactions between caregivers and patients were associated with differences in depressive symptoms of caregivers.

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Maximising retention of nurses. (Australian evidence. 2016)

The aim of this book is to explore the literature, investigate methods and analyse models and data to identify areas in which healthcare organisations can refocus their strategies so as to retain nurses in the workforce, and hopefully avert a global healthcare crisis.

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The socialization of new graduate nurses during a preceptorship program: Strategies for recruitment and support. (Journal of Clinical Nursing, 2016)

The purpose of this study is to gain greater understanding of new graduate nurses’ (NGN) organizational socialization and to help inform recruitment and support strategies for this population. To this end, it uses Van Maneen and Schein’s theory of organizational socialization to explore NGNs’ perceptions of role conflict, role ambiguity, job satisfaction, and turnover intent at the end of their preceptorship program. NGNs who reported a greater understanding of their work roles and less role conflict, and were working in their first job of choice were generally more satisfied with their job. Previous experience on the unit was not related to any of the socialization outcomes in this study. However, the transition experienced during clinical placements and early work experiences may be different.

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Psychological distress in informal caregivers of patients with dementia in primary care: Course and determinants. (Family Practice, August 2016, 33/4, p 374-381)

The course of psychological distress in informal caregivers of patients with dementia has been investigated in longitudinal studies with conflicting outcomes. We investigated the course and determinants of psychological distress in informal caregivers of patients with dementia in primary care.
GPs should focus on NPS (neuropsychiatric symptoms) in patients with dementia and on caregivers’ psychological distress and be aware of their risk for depression and mental problems, specifically to those who are spouse, female or between 50 and 70 years of age.

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