Transforming a Practice Environment Through Caring-Based Nursing Leadership

Linette, Donna; Sherman, Rose O.

doi:10.1016/j.mnl.2013.09.014

Cited by 6 publications

(3 citation statements)

References 9 publications

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“…Nurses and midwives deal with extensive, ongoing and frequent change and are responsible and accountable for ensuring high-quality care be delivered (Gocsik and Barton, 2014;Vestal, 2013;Honour, 2013). Nurses and midwives are often the first to respond to service demands, but in order to do so, they need to have the skills to develop, implement, translate evidence and evaluate practice effectively (Linette and Sherman, 2014;Gocsik and Barton, 2014;Honour, 2013;Malloch, 2010;Cummings et al, 2010). As a result, clinical teams are highly dependent on quality leadership skills and attributes to support and manage change processes and service delivery (Scully, 2015;Pearson, 2014;Gocsik and Barton, 2014;Rolfe, 2011).…”

Section: Introductionmentioning

confidence: 99%

Interventions to support and develop clinician-researcher leadership in one health district

Fry

Dombkins

2017

IJHCQA

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Purpose Clinical leadership, researcher capacity and a culture of clinical inquiry are needed in the clinical workforce. The purpose of this paper is to report on a program which was used to develop and support clinicians to explore practice, implement innovation, translate evidence and build researcher capacity. Design/methodology/approach This pragmatic paper presents a case study of a nursing and midwifery clinician-researcher development program. The multi-site, multi-modal program focused on education, mentoring and support, communication networks, and clinician-university partnerships strategies to build workforce capacity and leadership. Findings Over 2,000 staff have been involved in the program representing a range of health disciplines. The study day program has been delivered to 500 participants with master classes having over 1,500 attendees. The research mentor program has demonstrated that participants increased their confidence for research leadership roles and are pursuing research and quality assurance projects. Communication strategies improved the visibility of nursing and midwifery. Research limitations/implications This case study was conducted in one health district, which may not have relevance to other geographical areas. The small numbers involved in the research mentor program need to be considered when reviewing the findings. Practical implications The program has been a catalyst for developing a research culture, clinical leadership and research networks that strengthen workforce capacity. Building researcher skills in the workforce will better support quality healthcare and the examination of everyday practice. Social implications Building a culture of healthcare that is based on inquiry and evidence-based practice will lead to more appropriate and consistent healthcare delivery. Consumers have the right to expect health clinicians will challenge everyday practice and have the skills and capability to translate or generate best evidence to underpin professional and service delivery. Originality/value This paper provides strategies for building workforce researcher capacity and capability. The program provides opportunity for building research networks and role modeling the value and importance of research to practice and quality improvement.

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Section: Introductionmentioning

confidence: 99%

Interventions to support and develop clinician-researcher leadership in one health district

Fry

Dombkins

2017

IJHCQA

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“…The results showed a change in the nurse leaders' thinking and leadership style toward the ethical, which resulted in positive effects for the nurses. [33,34] Legitimate, reliable and strong personalities are a pre-condition for ethical nursing leadership. Nurse leaders can invite nurses to solidarity and trust, and thereby nurses can better identify as a part of the healthcare organization.…”

Section: Previous Researchmentioning

confidence: 99%

Serving and love – Values in ethical nursing leadership

Honkavuo

2019

JHA

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Background: The significance of ethical and serving nursing leadership is the greatest contributing factors to attain good and quality assured care for patients. Prioritizing an ethical attitude and value base within the different levels of healthcare organizations opens up for well-being among patients, nurses, and nurse leaders. Polarization and many restructurings have changed the value base of healthcare organizations and the nursing culture so that serving and ethical values have been deprioritised rather than reinforced. Objective: To deepen the understanding of serving and ethical nursing leadership and to examine how nurse leaders through their ethos can pave the way toward the evident – the good, the truthful and the beautiful serving in the context of nursing administrations.Methodology: Qualitative, descriptive and hermeneutic approach with inductive elements. The material consists of deep interviews with six nurse leaders. The hermeneutic reading act and interpretation of the interview texts are inspired by Hans-Georg Gadamer’s philosophical thought.Result: Ethical leadership that serves the guest of honour of the healthcare organization, the patient, and the caring culture are made visible in the context of nursing administration through “The good, the truthful and the beautiful” timeless movement directed toward health, healing and the meaning of life. Ethos gives to nursing leadership a value base and fundamental attitude, and is linked to the responsibility of nursing administrations, dignity and holiness.Implications for nursing management: Ethical and serving nurse leaders are attractive and legitimate role models for today’s nursing administrations. Nurse leaders’ direct influence, ethos and serving are factors that are closely connected with the ethical climate of the healthcare organization.

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“…Research shows caring has a direct impact on patient outcomes; [8] its absence negatively affects patient outcomes; [9][10][11] caring is seen to bring meaning and dignity to nursing; [12] and its absence negatively affects retention of nursing staff, [11,13] and workplace environment. [14] An inability to care is reported to be one of the major reasons for nursing staff attrition. [15] The third theme: a good nurse is a caring nurse.…”

Section: Introductionmentioning

confidence: 99%

Development of a CPD program on caring nursing practice for hospital nurses: A mixed-methods study

Naylor

2022

JNEP

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Continuing Professional Development (CPD) is able to enhance and support caring nursing practice; however, the relationship has never been reported in Western Australia (WA). The aim of this study was to develop a CPD program on caring nursing practice for hospital nurses. A descriptive and exploratory mixed methods approach was used for the research. The research is reported using a three step curriculum development model: (1) development, (2) implementation, and, (3) evaluation - discussion. Findings confirmed that CPD is able to enhance and support caring nursing practice in WA hospitals. The extent to which it is able to do this is limited by cultural, organisational, interprofessional, nursing and personal factors beyond the reach of the CPD program.

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Transforming a Practice Environment Through Caring-Based Nursing Leadership

Cited by 6 publications

References 9 publications

Interventions to support and develop clinician-researcher leadership in one health district

Interventions to support and develop clinician-researcher leadership in one health district

Serving and love – Values in ethical nursing leadership

Development of a CPD program on caring nursing practice for hospital nurses: A mixed-methods study

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