Objective: To determine the readiness of registered nurses (RNs) who provide care for patients with diabetes in a primary care setting for RN prescribing. Setting: Canadian provinces and territories. Participants: Canadian RNs working in primary care settings who provide care to patients with diabetes. Methods: A cross-sectional survey design was used to examine the readiness of RNs by measuring the attributes of readiness (value, confidence and willingness). The survey included questions on the demographic profile of participants including their age, education level and whether or not they had obtained additional certifications. This data was used to describe the sample and to determine whether there were differences between RNs who were ready to prescribe and RNs who were not ready to prescribe. Results: Almost 75% of the respondents were "ready" for RN prescribing. There were high positive correlations between "value" and "confidence", "value" and "willingness", and "confidence" and "willingness". There were no statistically significant differences in age, level of education and certifications for respondents who were ready to prescribe compared to those who were not ready to prescribe. Conclusions: The results of the present study indicate that RNs who provide care for patients with diabetes in a primary care setting are ready for prescribing. This practice has the potential to make more effective use of health human resources, allowing RNs to work to their full potential and increase accessibility to care for patients with diabetes.

Abstract The leadership practices of nurse managers and the association with nursing staff retention and the promotion of quality care in two Saskatchewan hospitals? Doctor of Philosophy, 2009, Karen Eisler Graduate Department of Faculty of Nursing, University of Toronto The purpose of this descriptive correlational study was to explore the relationship between nurse managers’ leadership practices as measured by Kouzes and Posners’ (2001) Leadership Practice Inventory and staff nurses’ intent to leave the job, absenteeism, medication errors and the quality of care. A total of 450 RNs and LPNs responded to a mailed survey. The respondents were representative of the target population; 54% were 46 years of age or older, 81% RNs and 19% LPNs, 95% female, over 65% had at least 11 years of nursing experience, and 65% worked fulltime. Staff nurses gave low ratings of their managers’ use of the five transformational leadership practices. There was a weak or non significant relationship between the five leadership practices and staff nurses’ intent to leave, absenteeism or medication errors. Results of hierarchical multiple regression analyses revealed that some of the leadership practices had a significant positive relationship with perceived quality of patient care and nursing care on the unit. The strongest predictors of quality of patient care (23% of the variance) were the leadership practices, Challenge the process, Inspire a shared vision, Enable others to act and Model the way. The strongest predictors of the quality of nursing care (16% of the variance) were the leadership practices, Model the way and Challenge the process. The results of this study indicated that managers’ use of transformational leadership practices can affect the staff nurses’ perception of the quality of patient care and nursing care on a unit. It is important that nurse managers develop leadership practices to promote high quality care in Saskatchewan hospitals.

Abstract The leadership practices of nurse managers and the association with nursing staff retention and the promotion of quality care in two Saskatchewan hospitals? Doctor of Philosophy, 2009, Karen Eisler Graduate Department of Faculty of Nursing, University of Toronto The purpose of this descriptive correlational study was to explore the relationship between nurse managers’ leadership practices as measured by Kouzes and Posners’ (2001) Leadership Practice Inventory and staff nurses’ intent to leave the job, absenteeism, medication errors and the quality of care. A total of 450 RNs and LPNs responded to a mailed survey. The respondents were representative of the target population; 54% were 46 years of age or older, 81% RNs and 19% LPNs, 95% female, over 65% had at least 11 years of nursing experience, and 65% worked fulltime. Staff nurses gave low ratings of their managers’ use of the five transformational leadership practices. There was a weak or non significant relationship between the five leadership practices and staff nurses’ intent to leave, absenteeism or medication errors. Results of hierarchical multiple regression analyses revealed that some of the leadership practices had a significant positive relationship with perceived quality of patient care and nursing care on the unit. The strongest predictors of quality of patient care (23% of the variance) were the leadership practices, Challenge the process, Inspire a shared vision, Enable others to act and Model the way. The strongest predictors of the quality of nursing care (16% of the variance) were the leadership practices, Model the way and Challenge the process. The results of this study indicated that managers’ use of transformational leadership practices can affect the staff nurses’ perception of the quality of patient care and nursing care on a unit. It is important that nurse managers develop leadership practices to promote high quality care in Saskatchewan hospitals.

There were tremendous increasing numbers of hospitals to adopt Clinical Nurse Spcialist (CNS) to assist health care delivery from 1986 to 1988. In year 2000, The Legislative Yuan of Taiwan approved the laws of accreditation and licensure of CNS. However, what are the recognition and impression of the accreditation of clinical nurse specialist form nursing? This study examines the associations among recognition, job characteristic, job satisfaction, and job commitment related to the CNS. This study used self-developed survey research to ask 386 nurses, including 43 nursing directors, 45 nursing supervisors, 134 nurse managers, 52 PAs and NSPs, and 115 registered nurses. The survey period was from March 10 to April 31 of 2002. The overall alpha of the instrument was 0.97. Descriptive analysis and ANOVA were used to attain the purposes of this study. The major findings from this study include 1) Education and position make differences in the perception of CNS. There are no differences in ownership and level of accreditation; and 2) The perception of CNS is positively associated with the constructs of job characteristics, job satisfaction, as well as organizational commitment. It suggests that the promotion to the CNS path will assist the nursing turnover in the future.

Thesis (Ed. D)--College of Saint Mary -- Omaha, 2009. / A dissertation submitted by Daniel D. Moos in partial fulfillment of the requirement for the degree of Doctor in Education with an emphasis on Health Professions Education. This dissertation has been accepted for the faculty of College of Saint Mary by: Peggy Hawkins, RN, PhD, chair ; Patricia J. Morin, RN, PhD, committee member ; Sharon Hadenfeldt, CRNA, PhD, committee member. Includes bibliographical references.

Thesis--University of California, San Francisco. / Includes bibliographical references (leaves 122-127).

Thesis--Columbia University, 1974. / Facsimile. Includes bibliographical references (p. 97-101).

Thesis--Brigham Young University. / eContent provider-neutral record in process. Description based on print version record. Includes bibliographical references (leaves 79-86).

Thesis (M.A.)--Ball State University, 2009. / Title from PDF t.p. (viewed on Nov. 30, 2009). Includes bibliographical references (p. 100-104).

Nurses and doctors have worked together to manage patients for a long time. Within the past decade, collaboration between doctors and nurses to provide improved health care has become commonplace especially, in hospitals. As and nurses differ in their professional goals – clinical care delivery and patient and advocacy – they face challenges in their work-related collaboration. Most instruments to measure doctor-nurse collaboration were developed for western healthcare institutions. As a result they were unlikely to be psychometrically or culturally oriented to a Chinese healthcare environment. The aim of this study was to develop a valid and reliable tool to test doctor-nurse collaboration in a Chinese healthcare setting and to assess collaboration in public hospitals in China. Two hospitals participated in the study, including 398 doctors and nurses. development included content validity through feedback from experts with international medical or nursing backgrounds to inform questionnaire refinement and reliability testing. Factor analysis was used for data reduction and factor structure and to confirm the factor structure of a previously validated instrument. Internal consistency and test-retest reliability were established. Summary descriptive statistics were calculated to compare the prevalence of levels of collaboration. Logistic and linear regression were used to identify factors contributing to work-place collaboration. 398 doctors and nurses participated. A 28-item questionnaire was developed and validated. Three factors (work related autonomy, work related skills and work related relationships) were identified. The high construct validity was determined for each factor and for the overall questionnaire. Overall Cronbach alpha was 0.83, by hospital 0.85 and 0.88 respectively; and by profession (doctors and nurses) 0.81 and 0.84 respectively. a profession nurses vs doctors and by location the general hospital vs the hospital were associated with more positive work-place collaboration scores. variables were included in the regression model explaining 56% of total variance collaboration scores. Doctor-nurse collaboration was negatively associated with working hours and number of patients under care. Finally, a negative relationship between doctor-nurse collaboration and depression was confirmed. In conclusion, the questionnaire “Work-related Collaboration among Doctors and Nurses Scale” had satisfactory validity and reliability. It has the potential to be a useful tool in evaluating doctor-nurse collaboration in public hospitals in China. The evaluation of both the clinical and cost effectiveness of strategies to improve effective inter-professional education and inter-professional work environments for doctors and nurses is needed to confirm these findings and to add to the evidence of the impact of collaboration on work efficiency, conflict management and avoidance, and unnecessary waste. Fostering collaborative relationships has the potential to decrease workplace stress and depression symptoms and perhaps thereby improve productivity and efficiency. / published_or_final_version / Public Health / Master / Master of Philosophy