1
|
Aleo G, Pagnucci N, Walsh N, Watson R, Lang D, Kearns T, White M, Fitzgerald C. The effectiveness of continuing professional development for the residential long-term care workforce: A systematic review. NURSE EDUCATION TODAY 2024; 137:106161. [PMID: 38493589 DOI: 10.1016/j.nedt.2024.106161] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Received: 09/14/2023] [Revised: 02/23/2024] [Accepted: 03/10/2024] [Indexed: 03/19/2024]
Abstract
OBJECTIVES To investigate the effectiveness of continuing professional development in residential long-term care. DESIGN Systematic review. DATA SOURCES PubMed, Cumulative Index to Nursing & Allied Health (CINAHL), and Web of Science. REVIEW METHODS Empirical studies published between 2003 and 2023 describing the effectiveness of continuing professional development in long-term care were selected according to PRISMA guidelines. The type, topic, and effectiveness of continuing professional development activities in long-term care were analysed, in addition to facilitators and barriers. The protocol of this review is registered in PROSPERO. RESULTS A total of 155 studies were selected, including over 17,000 participants the majority of whom were nurses. The most common topics were 'dementia care' (n = 22; 14.2 %), and restraint use (n = 14; 9 %). The impact of continuing professional development was mainly evaluated in terms of 'participant satisfaction with continuing professional development' (n = 5; 3 %), 'staff knowledge' (n = 57; 37 %), 'staff competencies and skills' (n = 35; 23 %), 'resident outcomes' (n = 45; 29 %), and 'staff wellbeing' (n = 12; 8 %). A total of 64 (41 %) studies evaluated if impact of continuing professional development was sustained over time. 'Good organisation', 'a supportive learning environment', 'expressing personal preferences', and 'management support' were described as facilitators of continuing professional development. CONCLUSIONS Increasing numbers of long-term care residents with complex health conditions require nurses with advanced skills, such as dementia care. To improve the effectiveness of continuing professional development, support from managers, who adopt relational leadership styles, is instrumental to integrate new knowledge and skills into practice. This needs to be linked to career progression, and consequently increase the attractiveness of working in the long-term care sector. This could meet the dual goal of improving outcomes for residents and nurses' job satisfaction.
Collapse
Affiliation(s)
- Giuseppe Aleo
- European Centre of Excellence for Research in Continuing Professional Development, Faculty of Nursing and Midwifery, Royal College of Surgeons in Ireland, 123 St. Stephen's Green, Dublin, Ireland.
| | - Nicola Pagnucci
- Department of Translational Research and New Surgical and Medical Technologies, University of Pisa, Via Savi 67, 56100 Pisa, Italy; European Centre of Excellence for Research in Continuing Professional Development, Faculty of Nursing and Midwifery, Royal College of Surgeons in Ireland, Dublin, Ireland.
| | - Niamh Walsh
- European Centre of Excellence for Research in Continuing Professional Development, Faculty of Nursing and Midwifery, Royal College of Surgeons in Ireland, 123 St. Stephen's Green, Dublin, Ireland.
| | | | - Deirdre Lang
- Office of the Nursing & Midwifery Service Director (ONMSD), Clinical Programme Implementation & Professional Development, Room 250, Dr Steeven's Hospital, Dublin 8, Ireland.
| | - Thomas Kearns
- European Centre of Excellence for Research in Continuing Professional Development, Faculty of Nursing and Midwifery, Royal College of Surgeons in Ireland, 123 St. Stephen's Green, Dublin, Ireland.
| | - Mark White
- European Centre of Excellence for Research in Continuing Professional Development, Faculty of Nursing and Midwifery, Royal College of Surgeons in Ireland, 123 St. Stephen's Green, Dublin, Ireland.
| | - Catherine Fitzgerald
- European Centre of Excellence for Research in Continuing Professional Development, Faculty of Nursing and Midwifery, Royal College of Surgeons in Ireland, Dublin, Ireland.
| |
Collapse
|
2
|
Lee JY, Shin JH. Why Do They Stay? Intention to Stay among Registered Nurses in Nursing Homes. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2020; 17:ijerph17228485. [PMID: 33207741 PMCID: PMC7697843 DOI: 10.3390/ijerph17228485] [Citation(s) in RCA: 3] [Impact Index Per Article: 0.8] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 10/28/2020] [Revised: 11/09/2020] [Accepted: 11/14/2020] [Indexed: 11/29/2022]
Abstract
Purpose: The purpose of this study was to examine the factors associated with nursing home (NH) registered nurses’ (RNs’) intention to stay in their workplace. Methods: A cross-sectional questionnaire survey was used in this study. Organizational NH data were acquired from the administrators of 56 NHs. Individual RN data were acquired from 189 RNs in 56 NHs across Korea. The questionnaire assessed RNs’ intention to stay in their workplace as well as potential associated factors, including individual and organizational factors. Multilevel regression analysis was used to determine which factors explain RNs’ intention to stay in their workplace. Findings: NH RNs’ intention to stay was positively associated with RNs’ years of experience in NHs, career promotion opportunities, and perceptions of NH resident safety culture. At the organizational level, no factors were found to significantly relate to the intention to stay of NH RNs. Conclusions: Although this study found that organizational factors have no statistically significant relationship with RNs’ intention to stay, organizational support must precede changes in individual factors that have significant relationships. Clinical Relevance: Organizational (NH) and individual (RN) efforts must be made to enhance RNs’ intention to stay because individual factors can change after implementing efforts such as providing educational programs, promotional opportunities, and forming a positive resident safety culture at an organizational level.
Collapse
|
3
|
Liao L, Xiao LD, Chen H, Wu XY, Zhao Y, Hu M, Hu H, Li H, Yang X, Feng H. Nursing home staff experiences of implementing mentorship programmes: A systematic review and qualitative meta-synthesis. J Nurs Manag 2020; 28:188-198. [PMID: 31532048 PMCID: PMC7328728 DOI: 10.1111/jonm.12876] [Citation(s) in RCA: 10] [Impact Index Per Article: 2.5] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 07/05/2019] [Revised: 09/05/2019] [Accepted: 09/14/2019] [Indexed: 12/19/2022]
Abstract
Aim To determine nursing home staff experiences in mentorship programmes, and staff perceptions of the enablers and barriers to implement mentorship programmes. Background Mentorship programmes are perceived as playing an important role in improving the quality of care in nursing homes. However, little is known about research evidence across the global about staff's experiences in the programmes. Methods A search for studies published from the earliest available date to April 2019 was undertaken. Two reviewers performed data extraction and an appraisal of eight studies using tools from the Joanna Briggs Institute. A pragmatic meta‐aggregative approach was applied to synthesise the findings. The qualitative research that was included was analysed to identify 63 findings that were organised into 12 categories and combined into three syntheses. Results The implementation of effective mentorship programmes is influenced by three factors: mentor capability, opportunity in the mentorship programmes, and motivation in the mentorship programmes. Conclusions There are a number of studies of nursing home staff experiences of mentorship programmes. However, systematic reviews that synthesise findings in this field are lacking. It is crucial to tailor the programme design to suit each unique nursing home care setting. We identified barriers and enablers, and learned that no barriers are insurmountable. Implications for Nursing Management Findings will inform nurse managers of an ideal environment for the implementation of a successful mentorship programme. Nursing homes need to establish and sustain mentorship programmes to help improve workforce capacity in delivering high‐quality care for residents.
Collapse
Affiliation(s)
- Lulu Liao
- Xiangya School of Nursing, Central South University, Changsha, China
| | - Lily Dongxia Xiao
- Xiangya School of Nursing, Central South University, Changsha, China.,College of Nursing and Health Sciences, Flinders University, Adelaide, SA, Australia
| | - Huijing Chen
- Xiangya School of Nursing, Central South University, Changsha, China
| | - Xin Yin Wu
- Department of Epidemiology and Biostatistics, Xiangya School of Public health, Central South University, Changsha, China
| | - Yinan Zhao
- Xiangya School of Nursing, Central South University, Changsha, China
| | - Mingyue Hu
- Xiangya School of Nursing, Central South University, Changsha, China
| | - Hengyu Hu
- Xiangya School of Nursing, Central South University, Changsha, China
| | - Hui Li
- Third Xiangya Hospital of Central South University, Changsha, China
| | - Xiufen Yang
- Xiangya School of Nursing, Central South University, Changsha, China
| | - Hui Feng
- Xiangya School of Nursing, Central South University, Changsha, China.,Xiangya-Oceanwide Health Management Research Institute, Central South University, Changsha, China
| |
Collapse
|
4
|
Burt SC. Measuring Preceptor Selection in Long-Term Care. J Contin Educ Nurs 2019; 50:455-462. [PMID: 31556961 DOI: 10.3928/00220124-20190917-07] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.2] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 02/02/2019] [Accepted: 04/30/2019] [Indexed: 11/20/2022]
Abstract
Orienting new nursing staff is costly for health care organizations. Identifying preceptor characteristics and structuring preceptor education to support those characteristics may improve the orientation process and decrease orientation cost. A descriptive, observational study identified preferred characteristics of potential preceptors (N = 39) in a long-term care/subacute facility. Results showed that mean ranks of three items on the preceptor instrument were significant, thus providing insight regarding content and desired outcome of preceptor education. [J Contin Educ Nurs. 2019;50(10):455-462.].
Collapse
|
5
|
Cummings GG, Tate K, Lee S, Wong CA, Paananen T, Micaroni SPM, Chatterjee GE. Leadership styles and outcome patterns for the nursing workforce and work environment: A systematic review. Int J Nurs Stud 2018; 85:19-60. [PMID: 29807190 DOI: 10.1016/j.ijnurstu.2018.04.016] [Citation(s) in RCA: 207] [Impact Index Per Article: 34.5] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/19/2018] [Revised: 04/25/2018] [Accepted: 04/25/2018] [Indexed: 11/24/2022]
Abstract
BACKGROUND Leadership is critical in building quality work environments, implementing new models of care, and bringing health and wellbeing to a strained nursing workforce. However, the nature of leadership style, how leadership should be enacted, and its associated outcomes requires further research and understanding. We aimed to examine the relationships between various styles of leadership and outcomes for the nursing workforce and their work environments. METHODS The search strategy of this systematic review included 10 electronic databases. Published, quantitative studies that examined the correlations between leadership behaviours and nursing outcomes were included. Quality assessments, data extractions and analysis were completed on all included studies by independent reviewers. RESULTS A total of 50,941 titles and abstracts were screened resulting in 129 included studies. Using content analysis, 121 outcomes were grouped into six categories: 1) staff satisfaction with job factors, 2) staff relationships with work, 3) staff health & wellbeing, 4) relations among staff, 5) organizational environment factors and 6) productivity & effectiveness. Our analysis illuminated patterns between relational and task focused leadership styles and their outcomes for nurses and nursing work environments. For example, 52 studies reported that relational leadership styles were associated with higher nurse job satisfaction, whereas 16 studies found that task-focused leadership styles were associated with lower nurse job satisfaction. Similar trends were found for each category of outcomes. CONCLUSIONS The findings of this systematic review provide strong support for the employment of relational leadership styles to promote positive nursing workforce outcomes and related organizational outcomes. Leadership focused solely on task completion is insufficient to achieve optimum outcomes for the nursing workforce. Relational leadership practices need to be encouraged and supported by individuals and organizations to enhance nursing job satisfaction, retention, work environment factors and individual productivity within healthcare settings.
Collapse
Affiliation(s)
- Greta G Cummings
- Edmonton Clinic Health Academy, University of Alberta, 11405 87 Ave. NW, Edmonton, AB, T6G 1C9, Canada.
| | - Kaitlyn Tate
- Edmonton Clinic Health Academy, University of Alberta, 11405 87 Ave. NW, Edmonton, AB, T6G 1C9, Canada
| | - Sarah Lee
- Edmonton Clinic Health Academy, University of Alberta, 11405 87 Ave. NW, Edmonton, AB, T6G 1C9, Canada
| | - Carol A Wong
- Arthur Labatt Family School of Nursing, University of Western Ontario, Room 3306, FIMS & Nursing Building, London, Ontario, N6A 5B9, Canada
| | - Tanya Paananen
- Edmonton Clinic Health Academy, University of Alberta, 11405 87 Ave. NW, Edmonton, AB, T6G 1C9, Canada
| | - Simone P M Micaroni
- Edmonton Clinic Health Academy, University of Alberta, 11405 87 Ave. NW, Edmonton, AB, T6G 1C9, Canada
| | - Gargi E Chatterjee
- Edmonton Clinic Health Academy, University of Alberta, 11405 87 Ave. NW, Edmonton, AB, T6G 1C9, Canada
| |
Collapse
|
6
|
|
7
|
Nolet K, Roberts T, Gilmore-Bykovskyi A, Roiland R, Gullickson C, Ryther B, Bowers BJ. Preparing tomorrow's nursing home nurses: the wisconsin long term care clinical scholars program. GERONTOLOGY & GERIATRICS EDUCATION 2014; 36:396-415. [PMID: 25162659 PMCID: PMC4344414 DOI: 10.1080/02701960.2014.954040] [Citation(s) in RCA: 14] [Impact Index Per Article: 1.4] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 06/03/2023]
Abstract
Preparing future nurses to care for the growing population of older adults has become a national priority. The demand for long term care services is expected to double between 2000 and 2040, yet the field remains stigmatized as an undesirable place for highly skilled nurses to work. Recent efforts to increase student preparation in geriatrics have been shown to improve student attitudes toward working with older adults and increase knowledge, but long term care settings remain unattractive to students. This article reports on the development, implementation, and evaluation of The Wisconsin Long Term Care Clinical Scholars Program, a nursing home internship for baccalaureate nursing students. The program couples a paid nursing home work experience with an evidence-based long term care nursing curriculum. The program increased student preparation and interest in working both with older adults and in nursing homes, while increasing the capacity of nursing homes to provide a positive student experience.
Collapse
Affiliation(s)
- Kim Nolet
- a School of Nursing , University of Wisconsin-Madison , Madison , Wisconsin , USA
| | | | | | | | | | | | | |
Collapse
|
8
|
Abstract
Although many nurses aspire to executive positions, they lack the knowledge, support, and guidance to handle the challenges. To succeed at the executive level, ongoing deliberate skill development coupled with support is crucial across a nurse's career trajectory. This article introduces a model emphasizing the importance of mentoring and/or coaching for the aspiring executive nurse leader.
Collapse
|
9
|
Kuhn DR, Forrest JM. Palliative care for advanced dementia: a pilot project in 2 nursing homes. Am J Alzheimers Dis Other Demen 2012; 27:33-40. [PMID: 22296910 PMCID: PMC10697225 DOI: 10.1177/1533317511432732] [Citation(s) in RCA: 15] [Impact Index Per Article: 1.3] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 04/03/2024]
Abstract
This article describes a pilot project involving training, case consultations, and administrative coaching over a period of 1 year aimed at introducing palliative care in 2 nursing homes among 31 residents with advanced dementia. Resident outcomes that examined numerous clinical measures were assessed at 3 points in time. Changes in the knowledge and attitudes of 80 staff members and 33 family members who participated in the multimodal intervention were also assessed at 3 points in time. Limited improvements were demonstrated on measures for residents, staff members, and family members at the first nursing home (site 1) and significant improvements were demonstrated at the other nursing home (site 2). Top leadership turned over 3 times at site 1 which limited the integration of palliative care, whereas leadership of site 2 remained stable. Implications for implementing a program of palliative care in nursing homes are discussed.
Collapse
Affiliation(s)
- Daniel R Kuhn
- Rainbow Hospice and Palliative Care, Mount Prospect, IL 60056, USA.
| | | |
Collapse
|