Developing nurse leaders across the Americas: evaluation of an online nursing leadership course

Leadership Development Program for Public Health Nurses: An Evaluation of Workplace Application

Background and Objective

Public health nurses (PHNs) are vital in the local implementation of the provisions of the Universal Healthcare (UHC) Act of 2019. However, they need adequate competencies in health systems approach to successfully implement the provisions of the law. In response to this, a leadership development course for public health nurses (LDC-PHN), anchored on the building blocks of health systems, was developed and implemented. This paper aims to describe the extent to which training participants have applied the competencies acquired from the LDC-PHN as manifested by the workplace application of their capstone projects.

Methods

Following Kirkpatrick's Model of Evaluation, we used a multi-method study design to evaluate the extent of the participants' workplace application of acquired competencies. Sources of data included the Workplace Application Plan (WAP) accomplished by each participant, a questionnaire to determine the perceived implementation status of the participants' capstone project, interviews, and focus group discussions (FGDs) conducted with selected participants and their supervisors, and observation visits. Data were collected from May to December 2022. Data from the semistructured interviews and FGDs were analyzed through content analysis, while the participants' perceived status of their capstone project implementation was summarized as frequencies.

Results

Majority of the participants (61.9%) reported partial implementation of their capstone project while 16.77% reported full implementation. Capstone project implementation was facilitated by the support received from their supervisors and local chief executives. Barriers identified included the demands of the COVID-19 pandemic and the challenges imposed by the events before and after the 2022 Philippine National elections. Major themes emerged from the interviews conducted among participants and their supervisors. The workplace application of the training program outcomes, based on participants' perspectives, yielded increased capacity to lead and innovate, improved ability to advocate for capstone project implementation, transferability of acquired skill sets, and improved population outcomes. From supervisors' perspectives, workplace application of training program outcomes include increased ability of PHNs to deliver health services, and visible enhancement of leadership and supervision skills among PHNs.

Conclusion

Given ample support and opportunities, and despite the barriers and challenges they faced, LDC-PHN participants, in general, utilized and applied the competencies they gained from the course in their actual work setting. Course graduates participated in health systems strengthening at various capacities by acting upon their capstone projects that addressed UHC challenges within their particular work settings.

Relationship between leadership and work readiness in a cohort of new head nurses in China: A cross-sectional study

To identify the relationship between leadership and work readiness in a cohort of new head nurses in China. This cross-sectional study enrolled 225 newly appointed head nurses in public tertiary hospitals in China, which were selected using convenience sampling. Data were collected using online questionnaires that included a sociodemographic characteristics form, the Nursing Managers Leadership Scale (NMLS), and the New Nurse Leaders' Job Readiness Scale (NNLJRS). IBM SPSS v.25 was used for statistical analysis. The overall mean scores of NMLS (100.50 ± 17.64) and NNLJRS (111.90 ± 15.84) of the 225 new nurse leaders were at moderate levels. The results of the Pearson correlation analysis and the hierarchical regression analysis further indicated that there was a significant positive correlation between leadership and work readiness of new head nurses (r = 0.85, P < .001), as well as charisma (β = 0.19, P < .01), affinity (β = 0.18, P < .01), coordination ability (β = 0.32, P < .01), and motivational ability (β = 0.21, P < .01) in leadership were found to be positively associated with work readiness. This study found that the leadership and work readiness of the new head nurses still needed improvement. A significant relationship was found between these 2 variables, and charisma, affinity, coordination ability, and motivational ability in the leadership ability of the new head nurses facilitated the level of work readiness. Nursing administration should create a leadership development series program focusing on the development of charisma, affinity, coordination ability, and motivational ability to support the work readiness of new nurse managers and help them with role transition.

Professional care workforce: a rapid review of evidence supporting methods of recruitment, retention, safety, and education

BACKGROUND

Across the care economy there are major shortages in the health and care workforce, as well as high rates of attrition and ill-defined career pathways. The aim of this study was to evaluate current evidence regarding methods to improve care worker recruitment, retention, safety, and education, for the professional care workforce.

METHODS

A rapid review of comparative interventions designed to recruit, retain, educate and care for the professional workforce in the following sectors: disability, aged care, health, mental health, family and youth services, and early childhood education and care was conducted. Embase and MEDLINE databases were searched, and studies published between January 2015 and November 2022 were included. We used the Quality Assessment tool for Quantitative Studies and the PEDro tools to evaluate study quality.

RESULTS

5594 articles were initially screened and after applying the inclusion and exclusion criteria, 30 studies were included in the rapid review. Studies most frequently reported on the professional nursing, medical and allied health workforces. Some studies focused on the single domain of care worker education (n = 11) while most focused on multiple domains that combined education with recruitment strategies, retention strategies or a focus on worker safety. Study quality was comparatively low with a median PEDro score of 5/10, and 77% received a weak rating on the Quality Assessment tool for Quantitative Studies. Four new workforce strategies emerged; early career rural recruitment supports rural retention; workload management is essential for workforce well-being; learning must be contextually relevant; and there is a need to differentiate recruitment, retention, and education strategies for different professional health and care workforce categories as needs vary.

CONCLUSIONS

Given the critical importance of recruiting and retaining a strong health and care workforce, there is an immediate need to develop a cohesive strategy to address workforce shortfalls. This paper presents initial evidence on different interventions to address this need, and to inform care workforce recruitment and retention. Rapid Review registration PROSPERO 2022 CRD42022371721 Available from: https://www.crd.york.ac.uk/prospero/display_record.php?ID=CRD42022371721.

Development of blended learning model integrated nursing leadership training using web-based in Indonesia

BACKGROUND

Nurse managers are the frontline leaders in the ward that directly impact the quality of care services. Many nurse managers in Indonesia were inadequately prepared to fulfill this role, especially during this crisis. The objective was to develop blended learning an Integrated Nursing Leadership Training (INLeT) using web based and test the effectiveness.

MATERIALS AND METHODS

This research is a research development using modified Borg and Gall by researcher, namely, Planning, Redesign, Intervention, Modify, and Evaluation. The INLET model was validated by nine experts in health and media technology design. Data were tested using quasi-experiment research in Sanglah General Hospital and Wangaya Public Hospital in Bali.

RESULTS

The results of analysis of the content validity of all items valued V index 0.96 (high category) from design experts and V Index 0.92 (high category from health experts. The experiment group obtained N Gain scored 0.5603 at medium level, and the control group result of N Gain Score was 0.2845 in the low-level category. Using t-test, both the experiment and control group showed significant improvement of score test with P = 0.000 (P < 0.005). Bivariate analysis using independent t-test result P = 0.000 (P < 0.005) means significant difference score test compared between experiment and control group.

CONCLUSIONS

Using the web, this blended learning INLeT Model is effectively applied for nurse manager professional development; therefore, this study can prepare nurse managers into a leadership role by integrating moodle web-based into nursing training.

Educación continua en enfermería: Campus Virtual en Salud Publica en la Región de las Américas

Introducción: educación continua es una inversión personal y profesional necesaria a lo largo de la vida profesional de los enfermeros, porque amplía y perfecciona conocimientos técnicos, científicos y habilidades prácticas. Objetivo: describir la participación de enfermeros de la Región de las Américas en los cursos ofrecidos por el Campus Virtual de Salud Pública antes y al comienzo de la pandemia de la COVID-19, según género, edad, nivel educativo y lugar de trabajo. Método: estudio descriptivo cuantitativo. Se analizaron datos de los participantes de los cursos del periodo de enero del 2013 hasta junio del 2020 del Campus Virtual de Salud Pública. Población de estudio: enfermeros de la Región de las Américas que tomaron cursos virtuales. Se calcularon medidas de estadística descriptiva y proporciones de las variables sociodemográficas de los participantes de manera confidencial con autorización y credenciales para acceder datos en la plataforma. Resultados: a los 515 cursos virtuales ofrecidos por el Campus Virtual de Salud Pública se matricularon 368.018 enfermeros. Los porcentajes de enfermeros con certificado según el país de procedencia son los siguientes: Ecuador con 64,7%, México con 58,3%, Honduras con 52,9%, Paraguay con 48,6%, Colombia con 45,2%, Uruguay con 42,2%, Argentina con 38,0%, Chile con 22,7%, Perú con 21,3%, y Brasil con 9,7%. El 83,1% eran mujeres, el 75% tenía un nivel educativo universitario y el 40% tenía edades entre 26 y 35 años y el 47,1% trabajaba en hospitales. Conclusión: la pandemia de la COVID-19 refuerza la importancia de la educación continua virtual en la que los enfermeros pueden mejorar sus conocimientos, potencializar sus habilidades, y calificarse para los cambios en la práctica, la enseñanza y la investigación.

Nurses' preparation for transitioning into positions of leadership-A Caribbean perspective

AIM

To explore perspectives of nurse managers about their preparation for transitioning into positions of leadership.

BACKGROUND

There have been serious concerns about the level of preparation as well as availability of support systems for transitioning of nurses into positions of authority.

METHODS

This was a quantitative study conducted in four Caribbean countries targeting nurses promoted to leadership positions within the last 5 years. Data were collected using a 30-item questionnaire. Ethical approvals were received from the University of the West Indies and the participating countries.

RESULTS

Most participants were female, had 15 or more years' experience and an associate degree/diploma in nursing. They felt prepared through training and acting opportunities although many were not preceptored/mentored into the position. Preparation by training was positively correlated to acting opportunities, preceptorship programme and having a preceptor.

CONCLUSION

Transitioning into positions of leadership requires readiness from a personal as well as an organisational perspective. There must be investment in the development opportunities to support nurses' transition into leadership positions.

IMPLICATIONS FOR NURSING MANAGEMENT

Organisational continuity and effectiveness will be dependent on a balance between investing in experienced nursing personnel while encouraging personal development of less-experienced nurses. Peer mentorship must be utilized to facilitate nurse transition.

Empowerment of front-line leaders in an online learning, certificate programme

AIM

To evaluate the effectiveness of an online learning, certificate programme for front-line nurse leaders' sense of empowerment.

BACKGROUND

Front-line leaders play a crucial role in health care. Current training is often inadequate. The Institute of Medicine report on The Future of Nursing: Leading Change, Advancing Health (2010) recommends nurses at all levels receive training for their role.

METHODS

A pre- to post-study design was used; instruments included Conditions for Work Effectiveness Questionnaire, Psychological Empowerment Scale, intent to stay, and self-reported knowledge and effectiveness of intervention questions. This study evaluated the effects of online learning for 29 acute care front-line leaders in the USA and Australia.

RESULTS

Structural empowerment significantly improved, pre-assessment (M = 18.50, SD = 1.6940) to post-assessment (M = 19.47, SD = 1.6940). There was no significant difference in intent to stay or overall psychological empowerment. Participants agreed (24/29, 83%) the intervention contributed to their 'sense of empowerment in their role' and 'ability to create an empowering work environment'.

CONCLUSION

Online learning was effective and could be integrated into orientation and/or continuing education plans to develop empowering work environments.

IMPLICATIONS FOR NURSING MANAGEMENT

Online learning may be a means of educating and empowering front-line leaders for their role.