Evaluating the validity of instruments for measuring clinical autonomy, work autonomy, and control over nursing practice can be helpful when organizing and synthesizing the literature related to these concepts, so that strategies to improve professional practice environments becomes more clear.
Control over nursing practice and autonomy describe how nurses influence decisions about their practice. Both have been associated with professional practice environments that result in nurse satisfaction and quality patient outcomes. The terms are often commingled and confused, which limits their applicability in practice and research. The author clarifies the concepts of control over nursing practice and autonomy as they relate to decision making in nursing, which provides a foundation for their application in practice and research.
Understanding employees' beliefs, attitudes, and values about the world and the workplace can assist a manager in more effectively communicating with and coaching employees. One of the factors that influence an employee's perception of work is the generation in which they were born. The workforce today is composed of three distinct generational cohorts. The term generational cohort refers to people born in the same general time span who share key life experiences, which include demographic trends, historical events, public heroes, entertainment pastimes, and early work experiences. These common life experiences create cohesiveness in perspectives and attitudes and define the unspoken assumptions of the generation. As a result, employees of different age groups do not share the same work ethic or expectations. Certainly, each human being is an individual. However, understanding generational experiences and perspectives and learning to coach individuals from different age groups are becoming essential management skills.
The COVID-19 pandemic amplified and intensified dramatic changes already emerging within the nursing workforce. This article examines and extrapolates from current trends to enable nurse leaders to prepare for the future nursing workforce and practice environment. Suggestions for strategic planning including imaging and prioritizing from a set of options for achieving a desired future state are offered. Strategic planning focusing on the wise use of nursing expertise and creating a positive professional practice environment can support the transition from the current crisis to a more resilient health care system supported by the full utilization of the knowledge and skills of registered nurses.
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