Assessing Magnet Readiness Using the Nursing Work Index-Revised Survey

Gerhardt, W; VanKuiken, Debra

doi:10.1097/01.nna.0000338151.79858.ea

Cited by 3 publications

(6 citation statements)

References 29 publications

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“…Culture is dependent on nurses' feelings of autonomy and nurse's autonomy is dependent on governance models (Force, 2004;Gerhardt & VanKuiken, 2008;Shepherd et al, 2014). The shared governance model is the core of the MAGNET and embodies the concepts of partnership, equity, accountability and ownership (Shepherd et al, 2014).…”

Section: Discussionmentioning

confidence: 99%

“…MAGNET designation processes exploring and supporting information about nurses' perceptions of their professional role within the practice environment including autonomy, decision-making, and organizational support were examined in eight studies (Force, 2004;George & Lovering, 2013;Hess et al, 2011;Kutney-Lee et al, 2015;Lacey et al, 2007;Mäntynen et al, 2014;Shepherd, Harris, Chung, & Himes, 2014;Walker, Fitzgerald, & Duff, 2014). Organisational culture and the impact this has on physician and nurses' professional relationship was examined in five studies (Aiken & Patrician, 2000;Gerhardt & VanKuiken, 2008;Hess et al, 2011;Ulrich, Buerhaus, Donelan, Norman, & Dittus, 2007;Walker et al, 2014).…”

Section: Nurse Practice Environmentmentioning

confidence: 99%

“…Measurement scales designed to assess components of organisational culture were varied, some were developed informally by the hospital or the researcher (Table 3) (Force, 2004;Havens, 2001;Hess et al, 2011;Hession-Laband & Mantell, 2011;Lewis, 2009;Shepherd et al, 2014;Urden, Ecoff, Baclig, & Gerber, 2013). In comparison, other measurement scales were subjected to rigorous reliability and validity testing (Aiken & Patrician, 2000;Atkinson, Turkel, & Cashy, 2008;Capuano, Bokovoy, Hitchings, & Houser, 2005;Cimiotti et al, 2005;Gerhardt & VanKuiken, 2008;Harris & Cohn, 2014;Kaplan et al, 2014;Kutney-Lee et al, 2015;Lacey et al, 2007;Newcomb, Smith, & Webb, 2009;Trinkoff et al, 2010;Warren et al, 2016).…”

Section: Measurement Scalesmentioning

confidence: 99%

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Impact of MAGNET hospital designation on nursing culture: an integrative review

et al. 2018

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Twenty-nine key studies were identified and were evaluated utilising two study quality appraisal tools; National Health and Medical Research Council (NH&MRC) levels of evidence and the Polit and Beck critical appraisal tool. Three key categories emerged from the data: (1) nurse practice environment; (2) structure and process models; (3) measurement scales. A key finding was that MAGNET designation appears to enhance organisational culture for nurses and the framework used to introduce MAGNET helps to empower nurses to direct organisational culture in their facility. Conclusion and Implications for Nursing and Health Policy: MAGNET appears to have a positive impact on organisational culture, particularly for nurses. However, lack of standardised evaluation tools used to assess organisational culture associated with MAGNET designation limits comparability of the studies. Generally, the quality of evidence used to develop recommendations was poor to very poor. More, well designed studies undertaken outside of the USA are required. Impact Statement: An in-depth integrative review exploring the impact of MAGNET designation on organisational culture has not been undertaken. In this paper, we have used an integrative review methodology to identify, examine, thematically group and critically evaluate published literature around the impact of MAGNET designation on organisational culture within designated hospitals.

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Section: Discussionmentioning

confidence: 99%

Section: Nurse Practice Environmentmentioning

confidence: 99%

Section: Measurement Scalesmentioning

confidence: 99%

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Impact of MAGNET hospital designation on nursing culture: an integrative review

et al. 2018

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“…Magnet® accredited health-care organizations have been shown to improve the work environment for nurses and promote a culture of professional collegiality and patient safety (Gerhardt & VanKuiken, 2008; Lacey et al., 2007; Upenieks, 2002). The Magnet® model was introduced in 1983 by the American Nurses Credentialing Center to promote work environments that emphasized nursing competence, collaboration, and professional development.…”

mentioning

confidence: 99%

An Integrative Review of Bullying and Lateral Violence Among Nurses in Magnet® Organizations

Pfeifer

Vessey

2017

Policy, Politics, & Nursing Practice

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Over the past several years, researchers have postulated that Magnet® organizations improve collegiality and potentially could mitigate workplace bullying and lateral violence (BLV). In order to synthesize and evaluate the existing literature on BLV in the Magnet® setting, an integrative review was conducted. The final analysis consisted of 11 articles (8 quantitative and 3 qualitative studies) and revealed that researchers still use a variety of terms to define and measure BLV. Several of the studies used blended samples of both Magnet® and non-Magnet nurses, making it difficult to evaluate for response differences. The existing studies suggest that BLV continues to exist and remain a large issue even in the Magnet® setting (Hickson, 2013; Latham, Ringl, & Hogan, 2013). Future studies should examine the prevalence of BLV in both Magnet® and non-Magnet organizations and also explore the organizational factors that reduce its occurrence.

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“…Assim, a preparação para as mudanças advindas com o Magnet requer uma avaliação inicial do ambiente de prática profissional da organização, de maneira a avaliar a sua prontidão para o referido Programa (31) .…”

Section: Magnet Recognition Program: Revisão Integrativa De Literaturaunclassified

Magnet Recognition Program: Revisão Integrativa De Literatura

Parisi

Melleiro

2016

Rev. baiana enferm

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Objetivo: analisar a produção científica acerca do processo de implementação do Magnet Recognition Program. Método: revisão integrativa de literatura, realizada de 2004 a 2014, no portal de dados da BVS e na base de dados CINAHL. A amostra constituiu-se de 16 artigos. Resultados: grande parte dos estudos era oriunda de revistas de enfermagem. Duas categorias emergiram da análise dos estudos: Estratégias de implementação do Magnet, sobre as etapas que constituem o processo de implementação; e Componentes do Magnet, que versa sobre governança compartilhada, prática profissional exemplar e estrutura de empowerment, fundamentais para a certificação. Conclusão: o processo de implementação é constituído, basicamente, das etapas aplicação, avaliação, visita local, premiação, manutenção e redesignação, mediante a utilização de consultores, visitas a organizações credenciadas, utilização de profissional experiente na elaboração do relatório, envolvimento de todos e apoio do corpo diretivo.

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Assessing Magnet Readiness Using the Nursing Work Index-Revised Survey

Abstract: The journey toward Magnet status begins with an assessment and identification of needed improvements. The authors share the experience of using the Nursing Work Index-Revised as an assessment tool for Magnet readiness at a large Midwest pediatric medical center.

Cited by 3 publications

References 29 publications

Impact of MAGNET hospital designation on nursing culture: an integrative review

Impact of MAGNET hospital designation on nursing culture: an integrative review

An Integrative Review of Bullying and Lateral Violence Among Nurses in Magnet® Organizations

Magnet Recognition Program: Revisão Integrativa De Literatura

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