Supporting trail-blazing: A systematic review of the factors that facilitate or inhibit the implementation of new nursing roles: the experiences of UK consultant nurses

Hourahane, Georgina; West, Nicole; Bowyer, Angela; Dundon, Joanna; Management, Cert; Rees, Sally; Allen, Davina

doi:10.11124/jbisrir-2009-542

Cited by 2 publications

(3 citation statements)

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“…These flexible work practices have the potential to provide a supportive environment for a CNC/CMC's transition period. Supportive environments have been recognised as a key requirement for the nurse to function in newly developed advanced roles (Hourahane et al 2012). This study also identified that some CNC/CMCs felt a lack of support in their role.…”

Section: Edgar Et Almentioning

confidence: 78%

“…Walsh and colleagues (2015), in their qualitative study looking at how CNC roles were viewed in this LHD, found the clinical and leadership domains to be interlinked, as being professionally credible allows the CNC/CMC to achieve leadership and work with others. Although CNC/CMCs function at the clinical interface, for the role to be successful they must influence both at the clinical and at the organisational level, which requires leadership development (Hourahane et al 2012).…”

Section: Edgar Et Almentioning

confidence: 99%

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Education pathways, mentoring and future intentions of nurse and midwifery consultants in a NSW Health District

Edgar

Brinton

Burgess

et al. 2019

HEPJ

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Clinical Nurse and Midwifery Consultants (CNC/CMCs) play an important role within NSW Health Services. They are required to function within five domains of practice: clinical service and consultancy, clinical leadership, research, education, and clinical services planning and management. This study engaged with one Health District's current CNC/CMC network members with a view to informing the development of a strategy for career and succession planning. One hundred CNC/CMCs were invited to participate in an online survey and in one of three focus groups. The survey explored: the participants' demographics, their educational pathways prior to and during the role, the relationship of this education to the five domains of CNC/CMC practice, their priorities for their own future education needs, the education priorities they suggested for other aspiring CNC/CMCs, and who was mentoring into their role. The focus group added further clarity to the survey data. The survey was completed by 61% of invitees and 19% attended the focus groups. The findings identified an experienced workforce, with 25% of CNC/CMCs intending to leave over the next five years, yet only 20% mentoring others. Nearly half (47%) of the participants held or were working towards a Master's degree. A third of these Master's degrees were considered by the participants to support knowledge in all five of the CNC/CMCs' domains of practice, in comparison to only 11% of graduate certificates. The focus-group participants expressed the view that the Master's qualification supported them to meet the domains of the CNC/CMC role, and suggested that aspiring CNC/CMCs should aim for this level of education. When considering their own personal educational needs, the CNC/CMCs prioritised service planning and management and research, but they felt that aspiring CNC/CMCs should prioritise the development of clinical knowledge, followed by clinical leadership.

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Section: Edgar Et Almentioning

confidence: 78%

Section: Edgar Et Almentioning

confidence: 99%

Education pathways, mentoring and future intentions of nurse and midwifery consultants in a NSW Health District

Edgar

Brinton

Burgess

et al. 2019

HEPJ

View full text Add to dashboard Cite

show abstract

“…The majority of this research tends to focus on the inner context of the organisation and the impact of interprofessional relationships. Concerns by medical colleagues around malpractice and potential legal liability have been reported in the international literature (DiCenso et al, ; Gerrish et al, ; Hourahane et al, ; McIntosh & Tolson, ). In contrast to international experiences, the leadership and mentorship provided by senior medical and nursing personnel in the study were key implementation enablers and in line with findings of another Irish study on advanced practice roles, although not ESNs (Begley et al, ; Elliott et al, ).…”

Section: Discussionmentioning

confidence: 99%

Factors influencing the implementation of Epilepsy Specialist Nurse role: Using the Consolidation Framework for Implementation Research

Higgins

Murphy

Downes

et al. 2020

Journal of Clinical Nursing

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Background Research to support the added value of including Epilepsy Specialist Nurses as members of the multidisciplinary team is developing, yet little information exists on factors influencing the translation of these roles into practice. Aim To describe the enabling and inhibiting factors to the implementation of the Epilepsy Specialist Nurse role in the Republic of Ireland. Methods A qualitative design involving semi‐structure interviews, observation and analysis of documents, such as portfolios was used. The sample included 12 Epilepsy Specialist Nurses, 24 multidisciplinary team members, and 35 individuals with epilepsy and family members. Data were analysed using the Consolidation Framework for Implementation Research. Reporting rigour is demonstrated using the COREQ checklist (See Appendix S1). Results While there was overwhelming support for the role, barriers and enablers were identified across all domains of the Consolidation Framework for Implementation Research. Enablers included national policies and guidelines, leadership from senior nursing and medical colleagues, climate of learning and mentorship, networking opportunities, infrastructural supports and competence of Epilepsy Specialist Nurses. Barriers included the limited consideration of service expansion and the increasingly complex nature of clinical cases on workload capacity. Deficits in infrastructural supports, challenges in relation to role preparation, role implementation and role responsibility, including concerns around lone practitioner models and concerns that the role was a cost‐saving measure, also emerged as potential barriers to future sustainability. Conclusion The Consolidation Framework for Implementation Research offers researchers a pragmatic typology for analysing interrelationships between enabling and inhibiting factors that impact implementation of advanced practice roles, across different evidence sources, disciplines and boundaries. Relevance to clinical practice In order to secure role sustainability, managers need to address the rate of service expansion, models of role development, deficits in supports and perceived motivations for role development on the quality, acceptability and sustainability of services provided.

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Supporting trail-blazing: A systematic review of the factors that facilitate or inhibit the implementation of new nursing roles: the experiences of UK consultant nurses

Cited by 2 publications

References 0 publications

Education pathways, mentoring and future intentions of nurse and midwifery consultants in a NSW Health District

Education pathways, mentoring and future intentions of nurse and midwifery consultants in a NSW Health District

Factors influencing the implementation of Epilepsy Specialist Nurse role: Using the Consolidation Framework for Implementation Research

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