Book Summary: Financial Management for Nurse Managers: Merging the Heart with the Dollar, Third Edition is an essential text for nursing students and professionals because it addresses the financial management issues faced by nurse managers. Chief nursing officers and those in nurse administrator roles will also find this text valuable because of the acute focus on the financial impact of administrative and management decisions across hospitals and healthcare organizations.The Third Edition covers a broad range of topics, and demonstrates the interconnectivity between finance and other aspects of health care through evidence in healthcare finance, economics and cost accounting, budgeting, staffing effectiveness, and legal and ethical issues. The text is expertly organized and includes real-world examples to lend context to the reader.Coverage of the value-based reimbursement system is an integral component of the Third Edition. The authors emphasize the concept of giving the patient what is valued and recommend listening to patient needs, collaboration in healthcare decision-making, and shifting the role of the administrator to support care leaders. Additionally, the text has been updated to reflect the impact of the Affordable Care Act.

Book Summary: Completely revised and updated, the Second Edition addresses a myriad of financial concepts ranging from staffing and budgeting to measuring productivity and forecasting costs. Examples and explanations of terminology will help nurse managers successfully correspond with the financial department to implement change without negatively affecting patient care and outcomes.

Book Summary: Provides the information and tools neccessary for nurses to express themselves more effectively using financial principles and data while interfacing with financial personnel.

Thesis (M.Sc.) (Nursing))--University of the Witwatersrand, Faculty of Health Sciences, 1994.

The United States (US) is facing considerable shortages in all aspects of the nursing profession and this includes management. The nurse manager (NM) is a critical member of the healthcare team. They greatly influence the quality of patient care, staff retention, and the implementation of front-line and often progressive healthcare policy changes. Short tenures, high turnover rates, and poor recruiting outcomes, however, are threatening the current and future supply of experienced NMs. Today, there are three generations of NMs in practice: baby boomers, generation Xers, and generation Y'ers (also called millennials). Each of these cohorts has its own unique perception of healthy practice environments and job satisfaction, but sparse research has been devoted to understanding these differences. The aim of this dissertation was to determine the effects of generational membership on NMs' perception of their work environment and their job satisfaction. The study was first guided by an integrated literature review and theory. The underpinnings of the Conceptual Framework for Predicting Nurse Retention (CFPNR) served as the foundation for this study and helped to inform the variables of interest. A secondary analysis was then performed, using previously collected survey data from NMs (n=647) who completed the Nurse Manager Practice Environment Scale (NMPES) and a demographics questionnaire after receiving permission from the University of Central Florida's (UCF) Internal Review Board (IRB). Correlation analysis was performed with the following variables: generational membership, NM perception of their practice environment, and NM job satisfaction scores. There were positive correlations found between NM job satisfaction and their practice environment but there were no statistically significant differences detected based on generational membership. These findings challenge much of the current narratives claiming that work environment preferences are vastly different among generations. Though generational differences may exist among nursing professionals, these may not impact satisfaction and retention as much as previously hypothesized. Further research is warranted to understand what factors most impact NMs satisfaction and longevity in practice. Lastly, the quantitative portion of this study was performed using electronic surveys; therefore, a state of the science integrated literature review was conducted to understand the benefits, disadvantages, and current wisdom on how to mitigate the problems associated with electronic surveys. This is found in the final chapter of this manuscript. Findings from this dissertation will widen the body of knowledge on the topic, help guide the profession, aid organizations in improving professional practice norms, and inform future nursing workforce and leadership research.

Nurses spend on average one third of their time on direct patient care, and most on indirect care in hospital settings. However, nursing workload is challenging to measure in a systemized, accurate, and timely way. Patient classification systems are designed to capture information about nursing workload based on the illness severity of the patient (acuity) to determine staffing resources and balance nursing workload. These systems are instruments that group nursing care activities in different categories to determine patient acuity. Electronic health records provide opportunities to use available data sets to accurately, and in real-time, document many direct and indirect patient care activities that can be used to generate an acuity score. Several fully integrated systems are available, of which some have demonstrated a decrease in resource utilization and staffing cost. Many studies found a relationship between nursing workload and patient outcomes, but few have used a PCS to predict medication errors. The purpose of this dissertation was to explore the relationship between nurse workload measurements: productivity, acuity level and nursing degree levels and nurse medication errors. It was hypothesized that understaffing resulted in increased nursing medication errors. The study site provided an ideal situation to conduct the research as the same proprietary patient classification system had been deployed at four hospitals. The Patient Care Delivery Model informed the variables for the input, throughput and output concepts of the model. The predictor variable was productivity level (nurse staffing) and the outcome variable was nursing medication errors. Covariates were proportion of nurses with baccalaureate degree and higher, and patient acuity derived from the patient classification system. Findings from generalized estimating equations analyses revealed that productivity was not a predictor of nursing medication errors. Nevertheless, productivity may be clinically significant. A higher proportion of BSN and higher degrees was associated with the odds of less medication errors. Medication errors may have been underreported, which may have influenced the findings. A review of the literature was conducted to examine research related to the research and to identify gaps. This review is presented in the final dissertation manuscript. The knowledge gained from this research indicates that although findings were non-significant, patient classification systems should be explored further to measure the effect of productivity on nursing sensitive indicators.

<p><strong>A</strong><strong>BSTRACT</strong></p> <p>In healthcare organizations, the first–line nurse manager role is pivotal. The role links management and employees, and has a direct impact on organizational performance, including quality of care, financial stability, and patient satisfaction (Gallo, 2007). The first-line nurse manager interfaces with a variety of professions including physicians, and is expected to be clinically proficient, and to demonstrate non-nursing knowledge in areas such as labour relations, information technology, financial and business management (Gould, Kelly & Maidwell, 2001). When retirement projections are applied to the first-line nurse manager population, Canada will face a serious nursing management shortage this decade (CNA, 2009). In light of the paucity of research studies pertaining to this subject, an exploratory descriptive qualitative research study was conducted in a large regional health care organization in Central South Ontario to determine the factors that attract and retain Registered Nurses in this role. The findings revealed a discrepancy between the factors that attract and retain Registered Nurses in the first-line nurse manager role, underscored the importance of the mentor role, and confirmed the challenges encountered by first-line nurse managers practicing in the current healthcare environment. Several recommendations are presented at the individual, program, organization and policy levels to inform Registered Nurses who are interested in pursuing a career in nursing management, and to assist healthcare leaders to create environments that attract and support Registered Nurses in this important role.</p> / Master of Science (MSc)

The recent study by Arnetz et al. (2015) concluded that hospital employees underreported incidents of workplace violence mainly because non-victims (witnesses) tended to report incidents far less often than victims. However, this conclusion is not well supported by the data in their study because of unclear definitions of violence, insufficient separation of the participants into the two groups of victims of violence and witnesses of violence, and plausible alternative explanations for the findings, as explained below.

The principal objective of this study was to investigate whether or not nurses' compliance with universal precautions procedures improved after the mandatory Occupational Safety and Health Administration regulations were implemented in 1992. Two random samples of registered nurses and licensed practical nurses registered in Tennessee responded to survey questionnaires measuring universal precautions compliance and practice barriers to compliance in 1991 and 1993 (n = 306). The 1993 sample of nurses reported significantly greater compliance with universal precautions (p < 0.001) than the 1991 sample. The most noteworthy improvement between the 1991 and the 1993 groups was a significant increase in compliance for patients described as HIV/HBV-status unknown and HIV/HBV-negative (p < 0.001). Practice barriers hindering compliance with universal precautions decreased significantly (p < 0.001) in the 1991-1993 time frame. Problematic practice barriers identified in both groups were needle recapping, preference for isolation door signs, and concerns about offending patients and visitors.

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