Longitudinal Pain Management Claims in Maryland: Implications.

The study is a longitudinal review of pain management claims filed in the state of Maryland. Adverse outcomes associated with pain-related claims are often severe and include death, brain damage, and back and spinal cord sequelae. There is a lot to be learned from past experiences, identified in closed pain management claims, specifically on how to improve patient education, outcomes, quality, and safety.

Assessment of nursing faculty retirement projections.

Background: Nursing faculty retirement is a critical factor contributing to the nursing faculty shortage.

Purpose: To assess the accuracy of projections on 2016 to 2025 nursing faculty retirements made in a previous study by Fang and Kesten (2017).

Methods: The 2016 to 2022 full-time nursing faculty data collected by American Association of Colleges of Nursing were used to examine the accuracy of the retirement projections for the same years.

Burnout among academic nursing faculty.

Background: Nurse faculty burnout is a growing concern in the United States. There are limited studies exploring the level of burnout in nursing faculty.

Purpose: To assess the prevalence of burnout among nurse faculty in undergraduate and graduate programs and its relationship with specific demographic and organizational variables.

Eight Ways Nurses Can Manage a Burnt-Out Leader.

Health professionals, including nurses, are vulnerable to burnout, which occurs when chronic stress is not managed. COVID-19 led to nurses working in stressful environments, and being required to work mandatory overtime. The result was an increase in burnout.

Comparison of Factors Associated with Physician and Nurse Burnout.

Burnout is a condition resulting from chronic workplace stress that has not been effectively managed, described in 3 dimensions: (a) feelings of energy depletion or exhaustion, (b) increased mental distance from one's job, and (c) reduced professional efficacy. Burnout is a widespread problem reaching concerning levels among health care professionals, with more than 50% of physicians and one-third as many as 80% of nurses reporting symptoms. The National Academy of Medicine (NAM) action collaborative on clinician well-being and resilience has prioritized exploring ways to enhance baseline understanding of clinician well-being and promotion of multidisciplinary solutions to burnout.

Systematic Review of Burnout in US Nurses.

Nurses experience high levels of burnout, and this has become a major factor in recruitment and retention of nurses. Several factors have been associated with burnout, but it is not clear which factors are the most significant predictors. Understanding the most prevalent factors that are associated with burnout will allow for the development and implementation of interventions to ameliorate and/or reduce burnout in the nursing workforce.

Completion and attrition of DNP students of the 2006-2015 matriculating cohorts.

Background: Despite the strong support for DNP education, we have limited knowledge about completion and attrition of DNP students, which are important measures of achievement of DNP programs.

Purpose: To examine completion and attrition of students in DNP programs.

Methods: The data were obtained from AACN's Doctoral Student Roster Survey and Annual Survey of Baccalaureate and Graduate Programs in Nursing.

Impact of the Health Resources and Services Administration's state oral health workforce grant program on dental workforce density and access to oral health care.

Background: The Health Resources and Services Administration's Grants to States to Support Oral Health Workforce Activities, otherwise known as the State Oral Health Workforce Program (SOHWP), help states develop and implement innovations that address the workforce needs of dental Health Professional Shortage Areas in a manner appropriate to the states' individual needs.

Aim: This cross-sectional study explores the broad impact of the SOHWP by comparing measures of dental workforce density and access to oral health care in states with multiple years of funding versus states with few or no years of funding.

Methods: We used data for 2006-2016 SOHWP awardees together with data from the 2016-2017 Area Health Resources Files and the 2016 Behavioral Risk Factor Surveillance System to compare numbers of dentists per 100,000 population and age-adjusted prevalence of annual dental visits among adults for long-term SOHWP-funded states versus states with few or no years of funding.

Practice Environment Scale of the Nursing Work Index: A Reliability Generalization Meta-Analysis.

A healthy work environment is a critical factor in nurse satisfaction, retention, and patient outcomes. The Practice Environment Scale of the Nursing Work Index (PES-NWI) is the most commonly used instrument to measure the nursing practice environment. This study uses meta-analysis to examine the reliability generalization of the PES-NWI.

Trends in racial and ethnic demographics of the nursing workforce: 2000 to 2015.

Background: The case for a more diverse nursing workforce has never been stronger given the rapidly changing demographics of the United States (U.S.) and the underrepresentation of certain racial and ethnic groups in nursing.

Perspectives: Using Results from HRSA's Health Workforce Simulation Model to Examine the Geography of Primary Care.

Objective: Inform health planning and policy discussions by describing Health Resources and Services Administration's (HRSA's) Health Workforce Simulation Model (HWSM) and examining the HWSM's 2025 supply and demand projections for primary care physicians, nurse practitioners (NPs), and physician assistants (PAs).

Data Sources: HRSA's recently published projections for primary care providers derive from an integrated microsimulation model that estimates health workforce supply and demand at national, regional, and state levels.

Principal Findings: Thirty-seven states are projected to have shortages of primary care physicians in 2025, and nine states are projected to have shortages of both primary care physicians and PAs.

Students' experiences with military nurses as faculty.

The United States Army Nurse Corps (ANC) and the University of Maryland School of Nursing (UMDSON) formed a partnership to address the nursing faculty shortage. Six ANC officers served as full-time faculty at the UMDSON for a 2-year period. Given that the student experience is central to the context of learning, the purpose of this study was to describe the experience of the students who interacted with ANC officers.

Meta-analysis of the reliability and validity of the Anticipated Turnover Scale across studies of registered nurses in the United States.

Background: Globally, there are serious human and financial costs associated with registered nurse (RN) turnover. Anticipating turnover before turnover occurs is important to prevent costly and unnecessary turnover. Using a reliable and valid measure of anticipated turnover is essential to credible healthcare research on which nursing policy decisions are based.

The retention of recalled United States Navy nurse reservists.

The purpose of this study was to identify factors that contribute to the retention of United States Navy Nurse Corps reservists called to duty in 2003. Data were collected by questionnaires based on Price and Mueller's causal model of voluntary turnover and were analyzed via descriptive statistics, multiple regression analysis, exploratory factor analysis, and structural equation modeling. The data indicate that the model fits the data well, with job satisfaction having the strongest influence on one's intent to stay in the Reserve.

Job satisfaction and retention of military nurses: a review of the literature.

Job satisfaction is an extremely important concept that influences a nurse's decision to stay in an organization, as well as the cost of turnover and the nursing shortage. The purpose of this review is to identify published research studies that have assessed job satisfaction and retention (intent to stay) in military nurses serving in the Army, Navy, or Air Force. The available literature was searched from 1980 to 2010 and the review resulted in 21 studies.

Registered nurses' job satisfaction in Navy hospitals.

Because of the increasing use of civilian registered nurses to supplement the nursing staff at U.S. Navy hospitals, it is imperative to understand the factors that influence satisfaction in both Navy and civilian nurses in military hospitals.

A meta-analysis of studies of nurses' job satisfaction.

Although several variables have been correlated with nursing job satisfaction, the findings are not uniform across studies. Three commonly noted variables from the nursing literature are: autonomy, job stress, and nurse-physician collaboration. This meta-analysis examined the strength of the relationships between job satisfaction and autonomy, job stress, and nurse-physician collaboration among registered nurses working in staff positions.

Meta-analysis of the reliability and validity of Part B of the Index of Work Satisfaction across studies.

Nurses' job satisfaction is a crucial factor in health care organizations. This study uses meta-analysis for reliability generalization and synthesis of construct validity of Part B of the Index of Work Satisfaction (IWS), a measure of job satisfaction. Meta-analysis was performed including assessments of study quality and descriptive coding of studies.