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Advance Care Planning in Dementia: Do Family Carers Know the Treatment Preferences of People with Early Dementia? (PLoS One. 2016 Jul 13;11(7))

When a person with dementia (PWD) has lost the ability to make treatment decisions, clinicians often rely on family carers to know and articulate these preferences with assumed accuracy. This study used the Life Support Preferences Questionnaire (LSPQ) to explore whether family carers’ choices show agreement with the end of life care preferences of the person with dementia for whom they care and what factors influence this. This study is the first to have used the LSPQ with PWD in the UK to consider treatment options in hypothetical illness scenarios. Key finding are that family carers had a low to moderate agreement with PWD on preferences for end of life treatment. This underscores how planning for care at the end of life is beset with uncertainty, even when the carer and PWD perceive the care-giving/receiving relationship is good. Families affected by dementia may benefit from early and ongoing practical and emotional support to prepare for potential changes and aid decision making in the context of the realities of care towards the end of life.

Access the paper by clicking here Advance Care Planning in Dementia: Do Family Carers Know the Treatment Preferences of People with Early Dementia?

Threats to nurses’ dignity and intent to leave the profession (Nursing Ethics June 2016))

It is essential to pay attention to and respect the dignity of nurses to maintain them in their profession while they deliver skilled nursing care. Little is known, however, about how a sense of dignity influences the practitioner. The purpose of this study is to describe nurses’ experiences of threats to their dignity occurring within clinical settings, which generates an intention to leave clinical practice.

Threats to nurses’ dignity and intent to leave the profession (Follow this link if you have an Athens password). Alternatively contact the UHSM Academy Library for a copy of the article or call 0161 291 5778)

Don’t go with the ‘FLO’ – a student mobile texting service to enhance nursing student retention (Nurse Education Today, vol.45, Oct. 2016, p.80–86)

The review undertaken revealed that there is an abundance of literature concerning retention and the high levels of attrition among undergraduate students and of relevance here, nurse education. The study undertaken evaluated the use of mobile phone automated texts designed to provide information, support and reassurance to help alleviate the stress and anxieties that some undergraduate nursing students experience during the early phase of their studies and which can lead to some students leaving their programme.

The Academy Library does not currently subscribe to the journal that this article appears in, however we can most likely request it from another library. Please contact the UHSM Academy Library for more detail or call 0161 291 5778.

The other NHS crisis: the overworked nurses who are leaving in despair

The junior doctors’ dispute may be nearly over, but another crisis is brewing in the nursing profession, where staff shortages, a lack of recruitment and funding cuts have left many feeling they cannot carry on in the job they love.

Access the paper by clicking here The other NHS crisis: the overworked nurses who are leaving in despair

Staffing matters; funding counts; Workforce profile and trends in the English NHS (Jul 2016, Health Foundation Report)

This report examines the salient features of the health care workforce in England and reviews associated health labour market trends and dynamics. It also explores some specific health care workforce ‘pressure points’ for the NHS in England, where workforce profile and effectiveness is at risk and which require attention from policymakers.

Access the paper by clicking here Staffing matters; funding counts; Workforce profile and trends in the English NHS (Jul 2016, Health Foundation Report)

The labour market for nurses in the UK and its relationship to the demand for, and supply of, international nurses in the NHS. (2016 IES Final Report)

This research examines and seeks to explain the variation in the recruitment of non-European Economic Area (EEA) nurses at trust level in the NHS in England, drawing on evidence from quantitative analysis of available data, as well as qualitative interviews with NHS trusts and health sector experts.

Access the paper by clicking here The labour market for nurses in the UK and its relationship to the demand for, and supply of, international nurses in the NHS.

Malnutrition and dementia. 2016. Nursing Standard, 30(46) p.64-65)

The CPD article outlined the effects dementia may have on a person’s ability to eat and drink safely. It discussed assessment tools to identify patients at risk of malnutrition and management strategies to help maintain nutritional intake.

Nurse Characteristics, Leadership, Safety Climate, Emotional Labour and Intention to Stay for Nurses: A Structural Equation Modelling Approach. (J Adv Nurs. 2016 Jul 11)

To propose a theoretical model and apply it to examine the structural relationships among nurse characteristics, leadership characteristics, safety climate, emotional labour and intention to stay for hospital nurses. The findings provide practical implications for health care organisations and administrators to increase nurses’ intent to stay. Strategies including a safer climate, appropriate working hours and lower emotional labour can directly increase nurses’ intent to stay. Transformational leadership did not directly influence nurses’ intention to stay; however, it reduced emotional labour, thereby increasing intention to stay.

Nurse Characteristics, Leadership, Safety Climate, Emotional Labour and Intention to Stay for Nurses: A Structural Equation Modelling Approach. (Follow this link if you have an Athens password). Alternatively contact the UHSM Academy Library for a copy of the article or call 0161 291 5778)

First Golden Hour of Life: A Quality Improvement Initiative. (Adv Neonatal Care. 2016 Jul 7)

BACKGROUND: Very low birth-weight (<1500 g) infants are vulnerable to their environment during the first hour after birth. We designed an evidence-based golden hour protocol (GHP) with a goal to stabilize and perform admission procedures within 1 hour of birth at a level IIIB neonatal intensive care unit (NICU). PURPOSE:The aim of this quality improvement project was to ascertain whether an evidence-based GHP would improve care efficiency and short-term outcomes. IMPLICATIONS FOR PRACTICE:The use of a GHP provided an organized approach to admission procedures and care. By using a checklist and recording intervention times, NICU caregivers were more aware of time management for each intervention and were able to decrease time to initiation of intravenous fluids and antibiotics. The Academy Library does not currently subscribe to the journal that this article appears in, however we can most likely request it from another library. Please contact the UHSM Academy Library for more detail or call 0161 291 5778.

Disentangling the relationships between staff nurses’ workplace empowerment and job satisfaction. (Journal of Nursing Management, June 2016)

The primary aim of this study was to examine the relationships between structural empowerment, psychological empowerment and job satisfaction among staff nurses, after controlling for their leaders’ use of empowering behaviours. Nurses’ job satisfaction is a critical factor in health-care organisations because of its association with nurse turnover and quality of patient care. Nurses continue to report high levels of job dissatisfaction.
RESULTS: Structural empowerment was the strongest independent predictor of job satisfaction, followed by leader empowering behaviours and psychological empowerment. After accounting for the effects of structural empowerment and leader empowering behaviours, the four dimensions of psychological empowerment showed only small independent effects on job satisfaction. Psychological empowerment did not mediate the effects of structural empowerment on job satisfaction.
CONCLUSION: Nurses’ job satisfaction is most influenced by their access to organisational empowerment structures. Leader empowering behaviours, structural empowerment, and psychological empowerment, operating together, enhance nurses’ job satisfaction.
IMPLICATIONS FOR NURSING MANAGEMENT: Nurse leaders should use a variety of empowerment strategies that are important to nurses’ job satisfaction and potentially to the quality of patient care and nurse turnover.

Disentangling the relationships between staff nurses’ workplace empowerment and job satisfaction. (Journal of Nursing Management, June 2016) (Follow this link if you have an Athens password). Alternatively contact the UHSM Academy Library for a copy of the article or call 0161 291 5778)