Nursing's Leadership Role in Advancing Professional Practice/Work Environments as Part of the Quadruple Aim

Bowles, John; Batcheller, Joyce; Adams, Jeffrey M.; Zimmermann, Deb; Pappas, Sharon

doi:10.1097/naq.0000000000000342

Cited by 18 publications

(9 citation statements)

References 17 publications

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“…39 Thus, nurses' job satisfaction and psychological/emotional/physical health are related to autonomy, agency, and empowerment, which in turn are affected by the nature and style of nurse leaders, the tone and culture they set both on their units and in their organization as well as the opportunities they create for their staff. [40][41][42][43] Nurse managers have the capacity to facilitate empowering work conditions as well as to promote collaborative inter-professional and intra-professional relationships. 44 The purpose of this paper is three-fold: First, to describe the concepts of agency, autonomy, and structural and psychological empowerment; Second, to examine leadership styles that contribute to nurses' autonomy and empowerment; Third, to propose a value driven leadership framework, namely, Strengths-Based Nursing and Healthcare Leadership (SBNH-L), to guide nurse and healthcare leaders to create empowering conditions for nurses to encourage autonomy and exercise their agency.…”

Section: Psychological Empowermentmentioning

confidence: 99%

Creating Empowering Conditions for Nurses with Workplace Autonomy and Agency: How Healthcare Leaders Could Be Guided by Strengths-Based Nursing and Healthcare Leadership (SBNH-L)

Gottlieb¹,

Gottlieb²,

Bitzas³

2021

JHL

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The COVID-19 pandemic had the unintended consequence of placing nurses in the spotlight because their knowledge and skills were in desperate need. While it will be years until we fully understand the impact that this pandemic has exacted on the nursing workforce, early studies have found that nurses have been traumatized by this event and many intend to leave the profession This seismic event only further exacerbated an already vulnerable and strained nursing workforce that pre-existed worldwide prior to COVID-19. The pandemic also highlighted the many challenges facing nursing leadership, in particular, how to create conditions to maintain and sustain a healthy nursing workforce. Nurses' job satisfaction has emerged as an important predictor of whether nurses remain in an organization and stay in the profession. When examined more closely, job satisfaction has been related to nurses feeling empowered to exercise autonomy over their own practice and having agency. Autonomy and agency, in turn, are affected by their managers' leadership styles. Leaders are instrumental in setting the tone and creating the climate and culture that either values or devalues autonomy and agency. To help leaders create empowering conditions, we have developed a guide for leaders. This guide, based on the value-driven philosophy of leadership called Strengths-Based Nursing and Healthcare Leadership (SBNH-L), is founded on principles of person-centered, empowerment, relationship-focused, and innate capacities (ie, strengths) that are operationalized in eight core values. This guide can be used by leaders as their roadmap to create empowering workplace conditions that value and facilitate nurses' autonomy and agency.

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Section: Psychological Empowermentmentioning

confidence: 99%

Creating Empowering Conditions for Nurses with Workplace Autonomy and Agency: How Healthcare Leaders Could Be Guided by Strengths-Based Nursing and Healthcare Leadership (SBNH-L)

Gottlieb¹,

Gottlieb²,

Bitzas³

2021

JHL

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“…The coe cient varies between -1 and 1 and a considerable correlation is usually around 0.7 or greater, so none of the correlations achieve this result, which is indicative of the absence of association. Note: ¹N -number of nurses, ²Mean -mean, 3 SD -standard deviation, 4 Min -minimum, 5 Median -median, 6 Max -maximum, 7 CI.lolower limit of the con dence interval, 8 CI.hi -upper limit of the con dence interval 63.78 Note: ¹N -number of nurses, ²CI.lo -lower limit of the con dence interval, 3 CI.hi -upper limit of the con dence interval.…”

Section: Resultsmentioning

confidence: 99%

The nurse: relationship between leadership style, values and Quality of Work Life

Rached

Sousa

Borges

et al. 2022

Preprint

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Background: Leadership has been widely studied over the years due to its importance to organizations. The leader must be able to direct their team to reach the objectives and goals established in the organization, creating a work environment capable of providing this. Value-oriented leaders, teams, organizations, and communities are the most successful when they are able to engage workers in such a way that there are gains in retention rates and reduced absenteeism. Quality of Work Life is something that goes beyond labour laws. It is a dynamic that involves physical, technological, social, and psychological factors, which change and influence the organizational climate, reflecting on the worker's well-being and, consequently, on their productive capacity. Objective: To analyse the relationship between leadership styles, personal values of nursing leaders and the Quality of Work Life of nurses who attend the Graduate Program in Nursing Management (PPGEn). Methods: This is a quantitative, cross-sectional study. Data were collected using the standardized instrument Quality of Working Life Questionnaire (QWLQ-bref), and an exploratory-descriptive analysis was performed. Results: Of the 123 nurses interviewed, 64.22% rated the Quality of Work Life as satisfactory and 31.7% as very satisfactory. Through these data, the relationship between the task leadership style and professional satisfaction in the nurse's quality of life was perceived. Conclusion: The results do not point to a relationship between the managerial style of the nurse leader and the perception of Quality of Work Life. However, it is noteworthy that the Quality of Work Life describes values that go beyond the human. Conclusion: The results of this study did not indicate a correlation between leadership styles, personal values and the perception of Quality of Work Life, however, conclusions can be made from the highest and lowest scores presented. Everyone in a leadership role should be aware of the values they hold, their strengths, and the areas they can improve as they grow as a leader. The importance of a positive organizational climate so that the established goals are achieved is clear, and, in this sense, valuing the human factor will make the achievement of goals more feasible.

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“…Just prior to the Covid-19 pandemic, the chief nursing officer decided to implement Integrative Nursing across the clinical enterprise. This decision, which was endorsed by the executive leadership team, was a strategy aligned with the Institute for Healthcare Improvement's Quadruple Aim of improving population health, patient experience, and care team wellbeing, and reducing the cost of care (Bowles et al, 2019).…”

Section: Addressing the Needs Of Patients And Families Across A Clini...mentioning

confidence: 99%

Integrative Nursing and the ANA Scope and Standards of Practice: Expanding the Reach of Nursing for Families and Society

et al. 2022

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The American Nurses Association's (ANA) recently published 4th edition of the Scope and Standards of Practice provides authoritative guidance on actions and behaviors that all registered nurses are expected to perform competently, regardless of role, population, specialty, or setting. The newly defined scope emphasizes the art and science of caring, compassionate presence, and the expectation that nurses be advocates for all, recognizing the connections of all humanity. It also makes frequent reference to whole-person care and highlights the importance of mindfulness by inviting nurses to refect on how they can incorporate mindfulness and other integrative therapies into their self-care and professional practice. A new standard explicitly states that advanced practice registered nurses should have the competency to prescribe evidence-based traditional and integrative treatments, therapies, and procedures that are compatible with the consumer's cultural preferences, norms, and abilities. Integrative Nursing is aligned with the ANA Scope and Standards of Practice and provides a useful framework for practice that expands the reach of nursing across clinical and community settings and patient populations. In this article, exemplars highlight how Integrative Nursing is being implemented in clinical settings and nursing education programs.

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Nursing's Leadership Role in Advancing Professional Practice/Work Environments as Part of the Quadruple Aim

Cited by 18 publications

References 17 publications

Creating Empowering Conditions for Nurses with Workplace Autonomy and Agency: How Healthcare Leaders Could Be Guided by Strengths-Based Nursing and Healthcare Leadership (SBNH-L)

Creating Empowering Conditions for Nurses with Workplace Autonomy and Agency: How Healthcare Leaders Could Be Guided by Strengths-Based Nursing and Healthcare Leadership (SBNH-L)

The nurse: relationship between leadership style, values and Quality of Work Life

Integrative Nursing and the ANA Scope and Standards of Practice: Expanding the Reach of Nursing for Families and Society

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