AACN’s Healthy Work Environment Standards and an Empowering Nurse Advancement System

Vollers, Dawn; Hill, Edie; Roberts, Cynthia; Dambaugh, Lori; Brenner, Zara R.

doi:10.4037/ccn2009263

Cited by 18 publications

(12 citation statements)

References 10 publications

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“…Nursing newsletters are highlighted as vehicles to effectively engage staff and enhance communication by keeping them up to date on new information with the inclusion of nursing achievements, nursing profiles, puzzles and quizzes, recipes, and local and broader information relative to their practice and work (Vollers et al . ). The newsletters are reported to promote a sense of community, and support that result in a feeling of staff empowerment and belonging.…”

Section: Resultsmentioning

confidence: 97%

“…It is a fundamental trait to seek positive feedback in one's personal and professional life (Vollers et al . ). The American Association of Critical‐Care Nurses recognizes the importance of meaningful recognition as a requirement for ongoing personal and professional growth and commitment to the organization in which nurses work (American Association of Critical‐Care Nurses ).…”

Section: Resultsmentioning

confidence: 97%

“…Organizations that embed the practice of a sense of appreciation, acknowledgement, and valuing their staff have proven to promote higher job satisfaction and retention rates in their employees (American Association of Critical‐Care Nurses ; Vollers et al . ; Twigg & McCullough ).…”

Section: Resultsmentioning

confidence: 99%

See 2 more Smart Citations

What interventions can improve the mental health nursing practice environment?

Redknap

Twigg

Towell

2016

Int J Mental Health Nurs

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The nursing practice environment is an important factor for services to consider in the attraction and retention of a skilled workforce during future nursing shortages. Despite the significant number of international studies undertaken to understand the influence of the practice environment on nurse satisfaction and retention, few have been undertaken within the mental health setting. This paper reports on results from a survey conducted in a large Australian public mental health hospital to examine nurses' perceptions of their practice environment, and identifies interventions that could be implemented to improve the practice environment. The hospital is the only remaining, standalone public mental health hospital in Western Australia.

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Section: Resultsmentioning

confidence: 97%

Section: Resultsmentioning

confidence: 97%

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What interventions can improve the mental health nursing practice environment?

Redknap

Twigg

Towell

2016

Int J Mental Health Nurs

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“…[4][5][6] The American Association of Critical-Care Nurses emphasizes the importance of creating healthy work environments for nurses. 7 This focus leads to interventions to generate positive outcomes and creates an environment where nurses can optimally contribute. The honor society of nursing, Sigma Theta Tau International, focuses on the emotional regulation of stress as a component of the healthy work environment.…”

Section: Introductionmentioning

confidence: 99%

Decreased Stress Levels in Nurses: A Benefit of Quiet Time

Riemer

Mates

Ryan

et al. 2015

American Journal of Critical Care

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Background The benefits of quiet time, a therapeutic method of improving the health care environment, have been evaluated in patients, but only a few studies have examined the effects of quiet time on intensive care nurses. Objective To evaluate the effects of implementing quiet time in a medical-surgical intensive care unit on levels of light, noise, and nurses’ stress. Methods Quiet time consisted of turning down the unit lights for a designated time. Levels of light, noise, and nurses’ stress were measured. Nurses’ stress levels were measured by using a 100-point visual analog scale; unit noise, by using a digital sound level meter (model 407736, Extech Instruments); and unit light, by using an illumination light meter (model 615, Huygen Corporation). Measurements were obtained 30 minutes before and 30 minutes, 1 hour, and 2 hours after implementation of quiet time. Results Analysis of variance and comparisons of means indicated that both light levels and nurses’ stress levels were significantly decreased after quiet time (both P < .001). Noise levels were also decreased after quiet time, but the decrease was not significant (P = .08). Conclusions Use of quiet time resulted in decreased light levels and decreased stress levels among nurses. Quiet time is an easily performed energy-saving intervention to promote a healthy work environment.

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“…7 Nurses were not only driven by the promotional monetary increase but also by the positive influence on patient outcomes, which is explained by keeping expert nurses in direct care. 7,29 Establishing a typical advancement program in any health care system requires accomplishing a series of wellconstructed and projected milestones. NAP needs to be nurse centered and career focused, or else, resistance to change is expected.…”

mentioning

confidence: 99%

Nursing advancement programs: self managed and nursing focused

Salam¹

2016

NRR

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The nursing body is an integral component of any health care system all over the world, yet it is heading toward crisis. [1][2][3] The diversity of health problems demands in return a quality/safe caregiving, which is only privileged to well educated, experienced, and satisfied nurses. [4][5][6] The predicted shortfall of 0.5-1 million registered nurses in the next two decades exerts an inevitable imbalance to the cyclic supply and demand of nurses. 7,8 In other words, we are heading toward a "perfect storm" where few or lessexperienced nurses care for an ongoing sicker patient population. 2Literature has mainly investigated the numerical gap between the projected need for nurses and the estimated bedside nurses in the upcoming years. 9 The depletion of expert bedside nurses is aggravated by two driving forces: demographics and work-related factors.10,11 Demographic factors resemble the individual's personal characteristics such as age, sex, marital status, work experience, and tenure.12-14 Work-related factors tend to be more controllable or modifiable, including salaries/incentives, promotions, workload, empowerment, and autonomy. [15][16][17][18] Apparently, when there are not enough enzymes to turn reactants into products, nursing turnover is expected. 19Nursing research has found a significant relationship between quality/safe patient outcomes and professional characteristics of nurses. 4 Expert nurses are capable of grasping clinical situations, utilizing an extensive pattern of skills and making fine distinctions of problems before they even occur.2 As per Benner -novice to expert model theorem -most nurses take at least 5 years to reach the expert stage.20 Nurses' resignations before reaching this level lead to a dilution of experienced staff, which exerts stressors on junior nurses who see in them their clinical mentors. 5In literature, nursing turnover and shortage was generally investigated by researchers descriptively, in terms of rates and associated factors, rather than adopting an interventional methodology.

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AACN’s Healthy Work Environment Standards and an Empowering Nurse Advancement System

Cited by 18 publications

References 10 publications

What interventions can improve the mental health nursing practice environment?

What interventions can improve the mental health nursing practice environment?

Decreased Stress Levels in Nurses: A Benefit of Quiet Time

Nursing advancement programs: self managed and nursing focused

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