Objective: A survey of hospital-based nurse executives was conducted to determine the extent, approaches, and outcomes of nurse navigator (NN) programs.
Background: Nurse navigators are distinct from other recognized healthcare roles. Navigators most commonly focus on a single health condition with the goal of improving the provision of specified health services for an individual patient.
Methods: An 11-question Internet-based survey was e-mailed to 580 nurse executives in Texas.
Results: Of the respondents, only 24% implemented any type of NN program. Most of the respondents with navigators rated these programs as successful. Most of the NN programs served cancer patients. Sixty percent implemented noncancer NN programs, with most reporting quality improvement as the main outcome measure for patients with conditions such as diabetes, cardiovascular disease, and high-risk obstetrics.
Conclusions: Opportunities exist in demonstrating the value of NN roles. To increase support for the role, nurse executives should develop the programs to meet the clinical, marketing, and financial objectives of the organization and targeted patient populations.
Download full-text PDF |
Source |
---|---|
http://dx.doi.org/10.1097/01.NNA.0000434510.74373.40 | DOI Listing |
Nurse Educ Pract
January 2025
University of Newcastle, School of Nursing & Midwifery, College of Health Medicine and Wellbeing, Richardson Wing, Callaghan, NSW 2308, Australia; Western Sydney University, School of Nursing and Midwifery, Liverpool NSW 2170, Australia; South Western Sydney Local Health District, Liverpool, NSW 2170, Australia. Electronic address:
Aim: This integrative review explores the transition to practice experiences of graduate nurses working in either acute or non-acute paediatric settings across different countries.
Background: Graduate nurses frequently experience feelings of inadequacy, uncertainty, increased accountability, and workload pressures during their transition, particularly in paediatric settings. However, research specifically examining their experiences in paediatric healthcare is limited, with most studies focusing on broader nursing contexts.
Nurs Leadersh (Tor Ont)
June 2025
Clinical Practice Leader Corporate Interprofessional Practice Lakeridge Health Durham Region, ON.
The integration of artificial intelligence (AI) into healthcare represents a paradigm shift with the potential to enhance patient care and streamline clinical operations. This commentary explores the Canadian perspective on key organizational considerations for nurse executives, emphasizing the critical role they play in fostering the establishment of AI governance structures and advancing the front-line adoption of AI in nursing practice. The discussion delves into five domains of consideration, analyzing recent developments and implications for nursing executives.
View Article and Find Full Text PDFNurs Open
January 2025
Huaihe Hospital of Henan University, Kaifeng City, Henan Province, China.
Aim: To explore the influence of emotional intelligence and organisational commitment (OC) on clinical nurses' turnover intention (TI) and to provide intervention strategies to reduce the turnover rate of nursing staff and maintain the stability of the nursing team.
Design: A cross-sectional descriptive study was conducted with nurses (n = 452) in a tertiary hospital in Kaifeng City, Henan Province, China.
Methods: The project was conducted in July 2023.
J Nurs Adm
February 2025
Author Affiliation: Director of Nursing, Inpatient, Perinatal, and Emergency Services, Mount Auburn Hospital, Cambridge, Massachusetts.
Objective: The aim of this study was to investigate the correlation between nurse leaders' transformational leadership and clinical nurses' structural empowerment in non-Magnet® hospitals, and the differences in this correlation by Magnet status.
Background: Nurse leaders' transformational leadership has been positively correlated to increased structural empowerment in clinical nurses, primarily in Magnet-designated hospitals and those pursuing Magnet designation.
Methods: A descriptive correlational study design was used to investigate the study aim.
J Nurs Adm
February 2025
Author Affiliation: Director of Policy and Professional Development (Dr Pate) and Director of Nursing Excellence (Dr Rankin), Atrium Health Carolinas Medical Center, Charlotte, North Carolina.
Although hospitals successfully achieving Magnet® designation demonstrate a multitude of positive outcomes, initial certification and maintenance require support from a highly engaged team. Two healthcare facilities used a team of master's-prepared nurses including the clinical nurse specialist, clinical nurse leader, and nursing professional development practitioner to strengthen a culture of nursing excellence, resulting in a successful redesignation cycle and the need for nurse executives to evaluate supportive nursing roles in acute care settings.
View Article and Find Full Text PDFEnter search terms and have AI summaries delivered each week - change queries or unsubscribe any time!