Multicentre implementation of a nursing competency framework at a provincial scale: A qualitative description of facilitators and barriers.

Rationale: Nurses are responsible for engaging in continuing professional development throughout their careers. This implies that they use tools such as competency frameworks to assess their level of development, identify their learning needs, and plan actions to achieve their learning goals. Although multiple competency frameworks and guidelines for their development have been proposed, the literature on their implementation in clinical settings is sparser.

Optimizing nurses' enacted scope of practice to its full potential as an integrated strategy for the continuous improvement of clinical performance: A multicentre descriptive analysis.

Aim: This study aims at better understanding the relationships between nurses' enacted scope of practice, work environment and work satisfaction, missed care, and organizational indicators of performance.

Background: The enacted scope of practice model describes the determinants and consequences of the actual enactment of the nursing scope of practice.

Method: A correlational design was used to investigate nurses' enacted scope of practice in five Canadian healthcare centres.

Methadone Access for Opioid Use Disorder During the COVID-19 Pandemic Within the United States and Canada.

Importance: Methadone access may be uniquely vulnerable to disruption during COVID-19, and even short delays in access are associated with decreased medication initiation and increased illicit opioid use and overdose death. Relative to Canada, US methadone provision is more restricted and limited to specialized opioid treatment programs.

Objective: To compare timely access to methadone initiation in the US and Canada during COVID-19.

Sources of Stress and Coping Strategies Among Undergraduate Nursing Students Across All Years.

Background: Undergraduate nursing students experience high levels of stress during their programs. The literature on their stress is extensive, however, what is less well-known are the specific sources of stresses for students in different years of study.

Purpose: The aim of this study is to understand nursing students' sources of stress and coping strategies in each year of study.

Interpersonal aggression and burnout: the mediating role of psychological climate.

Using the theoretical perspectives offered by stressor-stress-strain framework and fairness theory, the authors propose that psychological climate will mediate the positive relationship between interpersonal aggression and employee burnout. Data from a survey of 1893 hospital employees suggested that psychological climate partially mediated the relationship between interpersonal aggression and two of the three dimensions of burnout, emotional exhaustion and depersonalization. The theoretical and practical implications of these findings and directions for future research are discussed.

Psychosocial work environment and prediction of quality of care indicators in one Canadian health center.

Background: Few studies link organizational variables and outcomes to quality indicators. This approach would expose operant mechanisms by which work environment characteristics and organizational outcomes affect clinical effectiveness, safety, and quality indicators.

Question: What are the predominant psychosocial variables in the explanation of organizational outcomes and quality indicators (in this case, medication errors and length of stay)? The primary objective of this study was to link the fields of evidence-based practice to the field of decision making, by providing an effective model of intervention to improve safety and quality.

Turnover intention among new nurses: a generational perspective.

With the current nursing shortage, it is crucial to understand the aspects of the nursing work environment that are related to turnover in new generation nurses. The Practice Environment Scale of the Nursing Work Index was administered to new nurses in Quebec from different generations to determine what domains of the work environment were related to turnover intention. Results can help nurses in leadership and development positions target interventions to retain new graduates.

Retaining nurses and other hospital workers: an intergenerational perspective of the work climate.

Purpose: This article describes and compares work climate perceptions and intentions to quit among three generations of hospital workers and nurses.

Background: Never before in history has the workplace comprised such a span of generations. The current workforce includes three main generations: Baby Boomers (born between 1946 and 1963), Generation X (born between 1964 and 1980), and Generation Y (born between 1981 and 2000).

"Collective climate" in hospital settings: a tool to better target work climate improvement strategies.

Work climate continuous improvement programs are implemented to create and maintain healthy workplaces. This article presents evidence-based supports for the use of "collective climates" as a tool to better target improvement strategies, taking into account that work climate is not only a key for attraction and retention issues but also for performance and quality issues. Our study in 3 different Canadian hospitals shed light on 6 typical configurations that involve specific organizational development strategies.

Measurement and management of work climate: cross-validation of the CRISO Psychological Climate Questionnaire.

This paper presents research results that offer answers to the "why," "what" and "how" of work climate measurement. It also submits to the scientific community a confirmatory cross-validation procedure applied to a new measurement tool, consistent with the works of Jones and James's (1979) and of Parker et al. (2003) on psychological climate.