Nurse Manager Engagement

Gray, Linda R.; Shirey, Maria R.

doi:10.1097/naq.0b013e3182a2fa15

Cited by 8 publications

(3 citation statements)

References 9 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

“…Kantek and Kaya (2017) determined that the nurses with administrative duties had a high level of professional values. It is stated in the literature that having professional values is essential for administrative nurses to evaluate and improve the quality of care and has an important role in developing the nursing culture of the institution (Gray and Shirey, 2013;Hendel and Gefen-Liban, 2003). In this study, it was found that the professional values of female nurses working in shifts and on-call had relatively lower professional values than those working on day shifts, but it was not a significant difference.…”

Section: Discussionmentioning

confidence: 57%

Predictors of Professional Values in Male and Female Nurses

Dığın¹,

Mercan²,

Soydan³

et al. 2023

SHYD

View full text Add to dashboard Cite

Aim: This study aimed to determine the professional values of nurses and to examine the predictors of professional values by gender.Method: This descriptive study was conducted as an e-survey with 542 nurses in Turkey. The data were collected by using the Nurse Introductory Information Form and the Nurses' Professional Values Scale (NPVS). Results:The NPVS total scores and the Action and Autonomy sub-dimension scores of the nurses with a bachelor's degree or higher, and the NPVS total score of the nurses working day shifts only were found to be significantly high (p<0.05). The NPVS total scores and the scores of Responsibility, Safety, and Autonomy sub-dimensions of male nurses with a bachelor's degree or higher were found to be significantly higher (p<0.05); the Autonomy scores of female nurses with a bachelor's degree or higher were found to be high (p<0.01). The NPVS total scores and the scores of the Human Dignity, Responsibility, and Action sub-dimensions of male nurses working day shifts only were found to be high (p<0.05). The NPVS Responsibility sub-dimension score of male nurses working in a state hospital was found to be low (p<0.05). Conclusion:Female nurses attach more importance to professional values than male nurses. While the predictors of the professional values in male nurses were educational status, type of work shift, and the type of institution they worked in, the educational status of female nurses, who a had relatively higher and more homogeneous level of professional values compared to men, were predictive of professional values.

show abstract

Section: Discussionmentioning

confidence: 57%

Predictors of Professional Values in Male and Female Nurses

Dığın¹,

Mercan²,

Soydan³

et al. 2023

SHYD

View full text Add to dashboard Cite

show abstract

“…Nursing and workplace engagement concepts are profoundly intertwined and influence a nurse's commitment to an organization, and the nursing profession, while maintaining a positive and fulfilling state of mind characterized by vigor and dedication. 1 Engaged employees are highly motivated, committed, and dedicated to achieving their goals and the goals of the organization. [2][3][4] It is essential in promoting employee satisfaction, maintaining high-quality patient care, and improving the nursing profession.…”

Section: An Integrative Reviewmentioning

confidence: 99%

“…9 Research has identified that many leaders become disengaged because of a lack of formalized orientation program that focuses on role preparation and organizational culture, thus facilitating the successful transition into leadership roles by improving knowledge and confidence. 1,10,11 The American Organization for Nursing Leadership developed a domain framework that outlines guiding principles for skills, knowledge, and abilities in which nursing leaders must gain expertise to succeed in their role. 12,13 If new nursing leaders are not successfully transitioned into their new roles, there may be unexpected negative outcomes including leader and staff retention, nursing quality of care, and patient experience outcomes.…”

Section: An Integrative Reviewmentioning

confidence: 99%

Enhancing Nurse Leadership Engagement Through Formalized Orientation Programs

Lejeune

2023

JONA: The Journal of Nursing Administration

View full text Add to dashboard Cite

OBJECTIVE This integrative review aims to synthesize literature and evaluate the relationship between formalized nursing leader orientation programs and nursing leadership engagement. BACKGROUND The onboarding and orientation of new nursing leaders should be more supported in healthcare organizations. Research supports that dedicated leadership onboarding and orientation programs increase nursing leadership engagement and retention. METHODS This review was based on a literature review using PubMed, CINAHL, and Web of Science using MeSH keywords and associated terms, including nursing leadership or nurse manager, engagement, and onboarding or orientation. RESULTS Incorporating formalized orientation and onboarding programs for newly hired or promoted nursing leaders improves leadership engagement. Programs should include a mentorship program to pair new leaders with experienced leaders to promote interprofessional collaboration and incorporate an advanced curriculum focusing on transformational leadership practices that increase nursing leadership engagement. CONCLUSIONS Implementing formalized onboarding and orientation programs for nursing leaders, focusing on mentorship, interprofessional collaboration, and transformational leadership practices can enhance nursing leadership engagement and retention. Healthcare organizations should prioritize implementing these programs to enhance nursing leadership engagement and retention.

show abstract