National Organization of Nurse Practitioner Faculties

Vanderhoef, Dawn; Delaney, Kathleen R.

doi:10.1177/1078390316685154

Cited by 20 publications

(5 citation statements)

References 13 publications

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“…Of equal concern is the small proportion of respondents (11%) who indicated that the majority of their patients were over 60 years of age. This need to develop a workforce for both ends of the age spectrum has been articulated in the literature (Delaney, 2015; Stephens, Harris, & Buron, 2015), but at this point there are few reports of how PMH APRN educational programs are adapting curriculum to this need (Vanderhoef & Delaney, 2017). It will be important to monitor how PMH NP education programs integrate training for these age-related populations.…”

Section: Discussionmentioning

confidence: 99%

Report on the APNA National Psychiatric Mental Health Advanced Practice Registered Nurse Survey

Delaney

Drew

Rushton

2018

J Am Psychiatr Nurses Assoc

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Section: Discussionmentioning

confidence: 99%

Report on the APNA National Psychiatric Mental Health Advanced Practice Registered Nurse Survey

Delaney

Drew

Rushton

2018

J Am Psychiatr Nurses Assoc

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“…Many residents did not perceive leadership as an essential part of the NP role, yet NP education often emphasizes leadership as part of NP competencies. 22 From our findings, it is possible that residents' lack of experience with NPs as leaders helps maintain the prototype of the physician leader and likely also explains why the majority of residents assumed that the resuscitation leader in the video was a physician.…”

Section: Discussionmentioning

confidence: 83%

A Vicious Cycle of Bias: Residents’ Perceptions of Leadership in Health Care

Schaik

2021

Academic Medicine

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Purpose Despite growing interest in shared leadership models, autocratic physician leadership remains the norm in health care. Stereotype and bias limit leadership by members of other professions. Furthermore, traditional views of effective clinical leadership emphasize agentic behaviors associated with male gender. To shift the prototypical concept of a leader from a male physician to a more inclusive prototype, a better understanding of prototype formation is needed. This study examines leader prototypes and their development among resident physicians through the lens of leadership categorization theory. Method One researcher conducted semistructured interviews with anesthesia and internal medicine residents at a single institution, asking participants to describe their ideal team leader and comment on the video-recorded performance of either a male or female nurse practitioner (NP) leading a simulated resuscitation. Interview questions explored participants’ perceptions of NPs as team leaders and how these perceptions developed. The researchers conducted deductive analysis to examine leadership prototypes and prototype formation, and inductive analysis to derive additional themes. Results The majority of residents described a male physician as the ideal resuscitation team leader. Exposure to male physician leaders, and lack of exposure to NP leaders, contributed to this prototype formation. Residents described a vicious cycle in which bias against female and NP leaders diminished acceptance of their leadership by team members, resulting in decreased confidence and performance, further aggravating bias. Conclusions These results provide suggestions for interventions that can help shift the leadership prototype in health care and promote shared leadership models. These include increasing exposure to different professionals of either gender in leadership roles and increased representation in educational materials, education about effective leadership strategies to create awareness of the benefits of shared leadership, and reflection during team training to increase awareness of bias and the backlash effect faced by individuals whose behaviors counter established stereotypes.

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“…However, a recent survey of graduate programs indicates that programs are struggling to obtain child clinical practicum hours. In this same survey, data point to significant differences in how programs are approaching the core content, particularly around the psychotherapeutic role (Vanderhoef & Delaney, 2017). In addition, given the increasing presence of integrated care, there is a need to develop more consistent approaches to the medical factors in presentations, complications, and comorbidities that graduates will encounter in clinical practice.…”

Section: Discussionmentioning

confidence: 99%

The Psychiatric Mental Health Advanced Practice Registered Nurse Workforce: Charting the Future

Delaney

Vanderhoef

2019

J Am Psychiatr Nurses Assoc

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There is a well-documented demand for psychiatric providers, clinicians whose scope of practice includes all essential psychiatric services, such as assessment, diagnosis, psychotherapeutic/psychotherapy interventions, and psychotropic medication treatment (American Psychiatric Nurses Association, International Society of Psychiatric Mental Health Nurses, & American Nurses Association, 2014). Psychiatric mental health (PMH) Advanced Practice Registered Nurses (APRNs) have the education, training, and licensure to meet this demand. The PMH APRN workforce has been growing over the past 20 years and has the potential to mitigate the Mental Health Professional Shortage Areas (MHPSAs) that states are attempting to address (Delaney, 2017; Kaiser Family Foundation, 2016). However, federal reports and mental health workforce studies often mischaracterize the PMH APRNs' scope of practice and present conflicting data on the number of currently certified practitioners. The profession must meet the pervasive misinformation about PMH APRNs with a consistent, clearly articulated message about the scope of practice, range of skills, and types of services provided. To effectively participate in mental health workforce planning, the specialty must be armed with an accurate depiction of current PMH APRNs, data on the educational pipeline, the anticipated growth of the workforce, and expected retirements. Objective This article outlines the anticipated number and characteristics of the PMH APRN entrants to the workforce. Enrollment and graduation trends are examined to estimate 5-year growth of the workforce, taking potential retirements into consideration. We discuss facilitators and 806571J APXXX10.

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National Organization of Nurse Practitioner Faculties

Abstract: Significant challenges exist to growing the PMH NP lifespan workforce including how to assist PMH clinical nurse specialists, Adult PMH NPs, and other NPs wanting to obtain the PMH NP lifespan degree.

Cited by 20 publications

References 13 publications

Report on the APNA National Psychiatric Mental Health Advanced Practice Registered Nurse Survey

Report on the APNA National Psychiatric Mental Health Advanced Practice Registered Nurse Survey

A Vicious Cycle of Bias: Residents’ Perceptions of Leadership in Health Care

The Psychiatric Mental Health Advanced Practice Registered Nurse Workforce: Charting the Future

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