Guiding Principles for Creating Value and Meaning for the Next Generation of Nurse Leaders

The impact of evidence-based nursing leadership in healthcare settings: a mixed methods systematic review

BACKGROUND

The central component in impactful healthcare decisions is evidence. Understanding how nurse leaders use evidence in their own managerial decision making is still limited. This mixed methods systematic review aimed to examine how evidence is used to solve leadership problems and to describe the measured and perceived effects of evidence-based leadership on nurse leaders and their performance, organizational, and clinical outcomes.

METHODS

We included articles using any type of research design. We referred nurses, nurse managers or other nursing staff working in a healthcare context when they attempt to influence the behavior of individuals or a group in an organization using an evidence-based approach. Seven databases were searched until 11 November 2021. JBI Critical Appraisal Checklist for Quasi-experimental studies, JBI Critical Appraisal Checklist for Case Series, Mixed Methods Appraisal Tool were used to evaluate the Risk of bias in quasi-experimental studies, case series, mixed methods studies, respectively. The JBI approach to mixed methods systematic reviews was followed, and a parallel-results convergent approach to synthesis and integration was adopted.

RESULTS

Thirty-one publications were eligible for the analysis: case series (n = 27), mixed methods studies (n = 3) and quasi-experimental studies (n = 1). All studies were included regardless of methodological quality. Leadership problems were related to the implementation of knowledge into practice, the quality of nursing care and the resource availability. Organizational data was used in 27 studies to understand leadership problems, scientific evidence from literature was sought in 26 studies, and stakeholders' views were explored in 24 studies. Perceived and measured effects of evidence-based leadership focused on nurses' performance, organizational outcomes, and clinical outcomes. Economic data were not available.

CONCLUSIONS

This is the first systematic review to examine how evidence is used to solve leadership problems and to describe its measured and perceived effects from different sites. Although a variety of perceptions and effects were identified on nurses' performance as well as on organizational and clinical outcomes, available knowledge concerning evidence-based leadership is currently insufficient. Therefore, more high-quality research and clinical trial designs are still needed.

TRAIL REGISTRATION

The study was registered (PROSPERO CRD42021259624).

Enhancing Nurse Leadership Engagement Through Formalized Orientation Programs: An Integrative Review

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.

Promoting Nurse Manager Professional Well-being

Healthcare delivery is increasingly complex, with frontline leader roles, especially the nurse manager (NM), pivotal for success. This role is highly stressful, often leading to burnout influencing job satisfaction and leadership effectiveness. A quality improvement project, including preintervention and postintervention assessment with a focused improvement event for NMs, in a large children's hospital was completed. Organization strategies to support professional well-being and enhance support for the NMs were identified and implemented.

The Impact of Generation on Nurse Manager Job Satisfaction

OBJECTIVE

The aim of this study was to determine the effects of generational membership on nurse managers' (NMs') perception of their practice environment and job satisfaction using the Nurse Manager Practice Environment Scale (NMPES).

BACKGROUND

Boomers, Generation Xers, and millennials make up the NM workforce. Each has specific perceptions and expectations for their practice environment and job satisfaction. Little is known about these differences.

METHODS

A secondary analysis of NM survey data was conducted using descriptive statistics and multiple regression to identify the impact of generation on NMs' perception of their practice environment and satisfaction.

RESULTS

Generational membership did not significantly impact NMPES or job satisfaction scores, but the practice environment was a strong predictor of these outcomes.

CONCLUSION

Generational membership did not impact NMs' satisfaction for this sample, but the practice environment did. Further research is needed to examine additional factors that influence NM satisfaction and retention.

Factors That Influence Millennial Generation Nurses' Intention to Stay: An Integrated Literature Review

OBJECTIVE

To synthesize literature exploring the expectations of millennial nurses and factors that influence their retention.

BACKGROUND

Long-anticipated nursing shortages are happening nationwide in part from boomer retirements. These supply issues are expected to worsen because of an aging population who will require complex healthcare going forward. Millennial nurse turnovers, however, represent the biggest threat to supply.

METHODS

This extensive literature review was conducted following published guidelines. Thirteen publications regarding millennials' expectations of work were analyzed.

RESULTS

Millennials expect strong leadership, advancement opportunities, alignment of organizational and personal values, good coworker relationships, healthy work-life balance, recognition, and cutting-edge technology.

CONCLUSIONS

Millennials have specific expectations for work, and they will leave if these go unmet. Findings from this review provide valuable insight into this generation of nurses to help leaders create appropriate retention strategies. The limited literature on this topic highlights the need for more research.

Strategy to stay ahead of the curve: A concept analysis of talent management

AIM

The development of nurse leaders is critical to the future of the nursing profession. Strategies to address the current loss of nurse leaders are urgently needed. The aim of this analysis is to clarify the concept of talent management as an approach by which organizations can identify, strengthen, and support emerging and current nurse leaders.

BACKGROUND

The nursing profession worldwide is experiencing a shortage of nurse leaders. As nursing leaders are retiring, too few nurses are prepared to replace them. Nursing leadership is vital to effectively navigate healthcare system challenges and improve patient outcomes. Talent management moves beyond succession planning to attract, develop, and retain nursing leaders.

DESIGN

Walker and Avant's model is used for concept analysis.

DATA SOURCE

A literature search was accomplished using Cumulative Index to Nursing and Allied Health, MEDLINE, PubMed, Business Source Premier, Canadian Major Dailies, and Management and Organization Studies.

REVIEW METHODS

Keywords: talent management, succession planning, succession management, nursing, nursing leader, leadership, administration, and executive.

RESULTS

Definitions for the concept of talent management are elusive in both the business and nursing literature. There is a lack of clarity with regard to the definition of talent management.

CONCLUSION

The critical attributes for talent management of nursing leadership are the identification of emerging nurse leaders and engaging them in the development of their leadership competencies. The use of this concept analysis for talent management will enhance and facilitate the stability of nursing leadership positions in today's healthcare organizations.

Factors that influence nurse manager job satisfaction: An integrated literature review

AIMS AND OBJECTIVES

To understand factors that influence nurse manager job satisfaction.

BACKGROUND

Nurse managers influence patient care, staff retention and health care initiatives, yet poor retention and recruiting outcomes threaten the supply of managers. Research regarding staff nurse job satisfaction and retention is substantial, but far less is known about these same areas for nurse managers.

EVALUATIONS

Electronic databases were systematically searched to find studies regarding nurse manager job satisfaction. Articles were selected using professional guidelines and set criteria. Fourteen peer-reviewed publications were included in this review. Major themes were extracted and synthesized.

KEY ISSUES

Findings from this review indicate that nurse manager job satisfaction is influenced by workloads, organisational support, nurse manager-supervisor relationships and the quality of their training and competency.

CONCLUSIONS

This review found overwhelming workloads, inadequate resources, poor supervisor relationships and insufficient training to be commonplace for nurse managers. To improve satisfaction and retention, institutions must cultivate practice environments that promote healthy workloads, strong interorganisational relationships, professional growth and success of their nurse managers.

IMPLICATIONS FOR NURSING MANAGEMENT

Findings from this study reveal areas for improvement that health care institutions and senior nursing leadership can use to transform practice environments, increase nurse managers' job satisfaction and entice them to stay.

Transitioning Emerging Leaders Into Nurse Leader Roles

Millennials will soon comprise 50% of the nursing workforce. Leaders in organizations look to this generation to assume leadership roles. This is proving to be challenging in many settings. Learning how to more effectively recruit, transition, and retain these emerging nurse leaders will be critical to organizations and the future of nursing. This article presents academic and organizational practices in emerging leader transition tailored to the needs of the millennial generation.