Fostering a culture of nursing excellence during the COVID-19 crisis

Abstract

Medical center uses Pathway to Excellence® framework to sustain a positive practice environment

Competencies of Nurse Managers as Predictors of Staff Nurses’ Job Satisfaction and Turnover Intention

“…During the period of crisis, intertwined challenges related to resource allocation and change and quality management arose [ 37 ]. Many of these challenges were exacerbated by the pandemic situation; for instance, the lack of hospital beds, manpower, and materials, such as personal protective equipment [ 38 ]. These challenges called for changes such as the development of new systems and protocols of care, and new ways of working, which were mostly coordinated by nurse managers [ 38 ].…”

“…Many of these challenges were exacerbated by the pandemic situation; for instance, the lack of hospital beds, manpower, and materials, such as personal protective equipment [ 38 ]. These challenges called for changes such as the development of new systems and protocols of care, and new ways of working, which were mostly coordinated by nurse managers [ 38 ]. Their role in sustaining the quality of care was rated the most important in past studies, involving personal mastery such as their abilities to handle contingencies and projecting a sense of confidence, calm, control, and security during crises [ 39 , 40 , 41 ].…”

“…Among the various domains of nurse manager competencies, “Team Communication and Collaboration” and “Staff Advocacy and Development” were identified as the key predictors of nurse outcomes. To ensure team effectiveness, the initial effort should be to understand the views and needs of staff nurses, and to develop a clear and transparent chain of command and an open, two-way system of communication with them [ 6 , 38 ]. During periods of crisis and rapid changes, other than face-to-face interactions, nurse leaders may adopt digital platforms such as webinars and virtual meetings to share information and to network and exchange ideas with others during the pandemic [ 38 , 49 ].…”

“…To ensure team effectiveness, the initial effort should be to understand the views and needs of staff nurses, and to develop a clear and transparent chain of command and an open, two-way system of communication with them [ 6 , 38 ]. During periods of crisis and rapid changes, other than face-to-face interactions, nurse leaders may adopt digital platforms such as webinars and virtual meetings to share information and to network and exchange ideas with others during the pandemic [ 38 , 49 ]. Regarding the role of nurse managers in advocating for the interest of staff nurses, it should be noted that staff advocacy cannot be achieved without understanding matters of concern to nurses.…”

“…Regarding the role of nurse managers in advocating for the interest of staff nurses, it should be noted that staff advocacy cannot be achieved without understanding matters of concern to nurses. Regular, short surveys can be adopted to facilitate nurses to voice their needs and concerns, and these types of advocacy strategies have been largely neglected in management training for nurse managers [ 38 , 42 , 43 ].…”