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

Abstract

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.

Differences Between Magnet and Non‐Magnet‐Designated Hospitals in Nurses’ Evidence‐Based Practice Knowledge, Competencies, Mentoring, and Culture

“…Magnet institutions strive to create a culture of quality patient care and nursing excellence through the use of EBP (Anderson et al, 2018). However, nurses experience numerous barriers to EBP implementation, including inadequate knowledge and skills as a result of how EBP continues to be taught in academic settings; hospital cultures steeped in long‐standing traditional approaches to care (e.g., that is how we have always done it here); inaccurate perceptions about the time it takes to engage in EBP; lack of leadership support and resources for EBP; and a lack of EBP mentors available to assist point‐of‐care providers (Li, Cao, & Zhu, 2019; Melnyk & Fineout‐Overholt, 2019; Melnyk et al, 2016).…”

Perbandingan Sistem Pendidikan Sarjana Keperawatan Indonesia dan Inggris

“…Keperawatan merupakan salah satu bidang ilmu yang mandiri. Keperawatan sebagai sebuah profesi mempunyai peranan penting dalam upaya meningkatkan pelayanan kesehatan serta sebagai inovator dan agen perubahaan (Anderson, V. L., Johnston, A., Massey, D., & Bamford-Wade 2018) Studi pada beberapa Negara di Asia termasuk Iran, Thailand, dan Filipina menunjukkan perawat memiliki otonomi untuk merawat pasien, termasuk dalam pengambilan keputusan dan terapi pasien. Kemandirian ini berdampak positif bagi pasien dan perawat itu sendiri (Labrague, McEnroe-Petitte, and Tsaras 2019).…”

Nursing Development in Indonesia: Colonialism, After Independence and Nursing act

“…In developed countries, they know that nurses have a crucial role in enhancing health service. It can be seen that nurses lead the patient care and are innovators and change agents ( Anderson et al, 2018 ). The study in Asian countries, including Iran, Thailand, and the Philippines, showed nurses have autonomy for treating their patients, including being involved in decision-making and patient therapy.…”