Meaningful recognition

Barnes, Bonnie; Barnes, Mark; Pabico, Christine

doi:10.1097/01.numa.0000792044.13706.b2

Cited by 8 publications

(19 citation statements)

References 3 publications

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“…For example, being personally recognized, although low in the rank order, was weighted 3.7/5, with only 17% reporting it as not joyful, clearly leaning toward bringing joy. This supports the work of the DAISY Foundation in creating a call for meaningful recognition of nurse managers using the DAISY Nurse Leader Award in response to the AONL Longitudinal Study revealing that two-thirds of managers didn't feel emotionally healthy 3,12…”

Section: Sources Of Joysupporting

confidence: 62%

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The state of nurse leader wellness

Raso

2023

Nursing Management

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Nursing Management (NM) repeated our Wellness Survey for the third time in November and December 2022 due to consistent evidence that nurse manager wellness was suffering under the strain of the pandemic effect on healthcare, personal well-being, and the workforce. Results did reveal some noticeable differences when compared with 2017 and early 2020, as well as many similarities over time. More than 550 nurse leaders responded to questions about their role, themselves, working conditions, wellness, sources of stress and joy at work, and ways to alleviate stress. Here's what we learned about the state of nurse leader wellness in the third pandemic year.

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Section: Sources Of Joysupporting

confidence: 62%

“…This supports the work of the DAISY Foundation in creating a call for meaningful recognition of nurse managers using the DAISY Nurse Leader Award in response to the AONL Longitudinal Study revealing that two-thirds of managers didn't feel emotionally healthy. 3,12…”

Section: Sources Of Joymentioning

confidence: 99%

The state of nurse leader wellness

Raso

2023

Nursing Management

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“…When caring and treating COVID-19 patients in critical conditions, nurses must devote themselves to the work and apply their professional knowledge and skills at their highest level to, for example, vigilantly monitor and record vital signs, critically assess patient conditions and the evolution of the disease process, and immediately respond to emergency situations based on sound judgment and critical thinking. Yet despite undertaking these challenging activities, feedback that their occupational skills are highly valued and meaningful for treating COVID-19 patients is also more visible and salient (Barnes & Barnes, 2020). Undertaking these challenging yet meaningful activities is likely to impact nurses’ occupational calling (Dik & Shimizu, 2019; Singh, 2008).…”

mentioning

confidence: 99%

How critical activities within COVID-19 intensive care units increase nurses’ daily occupational calling.

Zhu

Chen²,

Wang³

et al. 2021

Journal of Applied Psychology

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During normal and predictable circumstances, employees' occupational calling (i.e., a transcendent passion to use their talent and competencies toward positive societal impact and a sense of meaningfulness derived from working in a chosen occupational domain) is observed to be relatively stable. However, with the onset of the COVID-19 pandemic, circumstances have become anything but normal and predictable, thus putting employees' sense of occupational calling to the test. In this study, we investigate the possibility that occupational calling fluctuates across days during situations of crisis, and we identify antecedents and consequence of such fluctuations. To test our model, we conducted a daily diary study of 66 nurses working in intensive care units over 5 consecutive work days in a specialized Wuhan hospital that only admitted confirmed COVID-19 patients during the peak of the pandemic in China. We found that the daily number of code blue events (i.e., cardiopulmonary resuscitation efforts with the primary goal of patient revival) was positively related to daily occupational calling for nurses. Moreover, individual differences in prosocial motivation predicted the average level and variability of occupational calling over the 5 days, which subsequently related to the nurses' job performance. Our study sheds light on how occupational calling enables people with the needed occupational knowledge and skills to function effectively in crisis situations.

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“…3 In this sense, meaningful recognition includes identifying and honoring the value a nurse brings to the organization. 3,4 Nurses who feel recognized have higher compassion satisfaction and lower burnout 5,6 and describe feelings of gratitude, respect, and appreciation from their patients. 7,8 In a recent article, the AACN recognized the critical role of NMs in steering organizational culture at the unit level to achieve organizational excellence.…”

Section: Culture and Climate Of Meaningful Recognitionmentioning

confidence: 99%

“…7,8 In a recent article, the AACN recognized the critical role of NMs in steering organizational culture at the unit level to achieve organizational excellence. 4 Meaningful recognition programs need to be tailored to individual needs, contain intrinsic and extrinsic motivators, reflect the company culture, and ensure that the recipient could perceive a clear link between improved performance and rewards. 9 Thus, recognition strategies are broad and transcend individual differences, the workplace, and one's lifetime.…”

Section: Culture and Climate Of Meaningful Recognitionmentioning

confidence: 99%

Creating an Organizational Culture and Climate of Meaningful Recognition for Nurse Managers

Joseph

Kelly

Davis

et al. 2023

JONA: The Journal of Nursing Administration

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OBJECTIVES To examine the current nurse manager (NM) recognition culture and climate in organizations and to develop a theoretical foundation for meaningful recognition. BACKGROUND Nurse managers call for wider recognition, but the theoretical conceptualization and underpinnings of meaningful recognition are sparse in the literature. METHODS A qualitative descriptive design was used utilizing individual interviews. The study participants included 30 individuals consisting of NMs, chief nursing officers, and chief nursing executives. Content analysis was conducted. RESULTS A theoretical model with super-categories and supportive quotes was created to operationalize a culture and climate of meaningful recognition in the organizations represented by the sample. CONCLUSION This qualitative descriptive study highlights the importance of recognizing the value of NMs for their contributions to nursing leadership and patient care. Implications of recognizing NMs are counteracting the feeling of being invisible and mitigating issues within the work environment.

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Meaningful recognition

Cited by 8 publications

References 3 publications

The state of nurse leader wellness

The state of nurse leader wellness

How critical activities within COVID-19 intensive care units increase nurses’ daily occupational calling.

Creating an Organizational Culture and Climate of Meaningful Recognition for Nurse Managers

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