Implementing healthy work environment standards in an academic workplace: An update

Harmon, Rebecca Bouterie; DeGennaro, Gina; Norling, Meg; Kennedy, Christine; Fontaine, Dorrie K.

doi:10.1016/j.profnurs.2017.06.001

Cited by 25 publications

(23 citation statements)

References 12 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

“…By utilizing the transformational leader skills identified in this article, the nurse leader can foster staff development and retention while securing organizational stability and improved patient outcomes. As seen in the many studies of healthy work environments in critical care areas, leadership can make a difference in patient outcomes and nurse retention (Harmon et al, 2017;Huddleston & Gray, 2016;"Survey: Healthy Work Environments Can Reduce Moral Distress," 2018;Tamburri, 2017). The characteristics of the transformational leader can be conveyed to their employees and influence the work environment to increase engagement and passion for the profession (Ho & Astakhova, 2020).…”

Section: Discussionmentioning

confidence: 99%

The Transformational Leader in Nursing Practice – an approach to retain nursing staff

Reinhardt¹,

Leon²,

Summers³

2022

AIJ

View full text Add to dashboard Cite

Transformational leaders have been shown to influence positive work environments and support the retention of nursing staff. While exemplars have been found in upper-level management, the implementation of these characteristics in unit-based leaders is less explained. The elements of the transformational leader on followers and the organization-individual consideration, individual stimulation, inspirational motivation, and idealized influence-can engage nursing staff to remain in an organization which will promote positive patient outcomes. This article will review the elements of the transformational leader and share two exemplars of the transformational metanarrative as demonstrated in nursing care units. Both exemplars demonstrate how the transformational leader can influence the retention of nursing staff and support unit level change to support positive patient outcomes.

show abstract

Section: Discussionmentioning

confidence: 99%

The Transformational Leader in Nursing Practice – an approach to retain nursing staff

Reinhardt¹,

Leon²,

Summers³

2022

AIJ

View full text Add to dashboard Cite

show abstract

“…Nursing organizations such as the American Association of Critical Care Nurses (AACN) advocate for a healthy work environment and call for a multifaceted and holistic approach to the work environment (AACN, 2016). These six standards serve as a framework for implementing a healthy work environment in clinical practice; however, because the academic setting is also a workplace environment for many clinicians, a seventh standard has been purposed (Harmon, DeGennaro, Norling, Kennedy, & Fontaine, 2018). This seventh academic standard calls for faculty and staff to engage in and, "are supported in developing self-care as foundational to the creation of a healthy work and learning environment where all members of the academic community can thrive" (Harmon et al, 2018, p. 22).…”

Section: Discussionmentioning

confidence: 99%

Benefits and Success of an Interdisciplinary Wellness Interest Group (iWIG) at a Modern Jesuit University

Bartos

Gordon

Andersen

et al. 2018

BHAC

View full text Add to dashboard Cite

Aim: To highlight the early achievements and discuss the benefits of forming an Interdisciplinary Wellness Interest Group (iWIG) on a modern Jesuit University campus.Background: While wellness programs have a place in academic communities, universal perspectives on the best way to lead Wellness initiatives is lacking. An iWIG gives a common platform to share ideas, communicate across audiences, and provide important information to the campus community about health promotion and health patterns of the campus community.Methods: After assembling the iWIG team, on-campus meetings were held with members of the interdisciplinary group. These meetings include faculty, staff, and students from various departments. The iWIG continues to meet regularly to expand and develop wellness initiatives, research opportunities and to ensure a presence on campus.Results: The iWIG has impacted many initiatives on campus, a select few which are profiled in this manuscript. The group is involved in funded research studies, has received a "Healthy Workplace" designation, and continues to expand health and wellness into various departments on campus.Conclusions: The interdisciplinary group has provided those with an interest in health and wellness with a formal platform to express ideas and implement initiatives for all individuals to better the overall well-being of the university community.

show abstract

“…[54] Nurse educators can also engage in self-care activities such as mindfulness exercises, deep breathing exercises, and taking time to do artworks such as tapestry and painting. [55] Harmon et al [56] recommend meditation and yoga classes, retreat activities such as mindful breathing, walking, good nutrition, reflective journaling, and group sharing. Communicating with supportive colleagues about stressful interactions helps nurse educators to develop resilience, and instead of feeling vulnerable, they would then feel energetic, empowered, optimistic, and hopeful about their workplaces and their careers, and would thus be retained at the nursing college.…”

Section: Poor Attitudes and Emotional Distressmentioning

confidence: 99%

Nurse educators’ reflections on factors that contributed to their resignation at a public nursing college in Johannesburg, South Africa

Matahela¹

2021

JNEP

View full text Add to dashboard Cite

Background and objective: There is a shortage of nurses in the country and worldwide, and the problem is compounded by the resignation of nurse educators. When nurse educators resign, they leave with their expertise and skills, thus compromising the provision of quality teaching and learning in the institution. It is imperative that a study to determine the factors contributing to the resignation of nurse educators be conducted. The aim of the study was to explore and describe the factors that contributed to the resignation of nurse educators at a Johannesburg nursing college in South Africa. Methods: A qualitative, exploratory, descriptive and contextual research design was used to provide an in-depth description of factors that contributed to nurse educators resigning from a Johannesburg nursing college. Individual semi-structured interviews were conducted with 15 purposively selected nurse educators, using audiotapes until data saturation. Data were analysed by the researcher and an independent coder using the Tesch protocols on thematic analysis. Trustworthiness was achieved using Lincoln and Guba’s strategies.Results: Three themes emerged, namely: experience of an unappreciative working environment; negative influences on the ‘self’ of the nurse educator; and the need for career advancement and professional growth.Conclusions: The provision of quality nursing education to produce nurses will be difficult in the face of nurse educators resigning from their posts. There is a need to implement retention strategies to create an appreciative working context for nurse educators in the institution.

show abstract

Implementing healthy work environment standards in an academic workplace: An update

Cited by 25 publications

References 12 publications

The Transformational Leader in Nursing Practice – an approach to retain nursing staff

The Transformational Leader in Nursing Practice – an approach to retain nursing staff

Benefits and Success of an Interdisciplinary Wellness Interest Group (iWIG) at a Modern Jesuit University

Nurse educators’ reflections on factors that contributed to their resignation at a public nursing college in Johannesburg, South Africa

Contact Info

Product

Resources

About