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OBJECTIVE:This study describes the relationship between emotional intelligence (EI) and transformational leadership (TL) in nurse managers (NMs). BACKGROUND:Effective NM leadership is important as they have direct influence over RN performance and patient outcomes. Research has demonstrated that a TL style generates greater commitment from followers than other leadership styles. EI is 1 potential characteristic of TL. METHODS:A descriptive exploratory research study was conducted to correlate EI and TL practices of NMs. RESULTS:EI was significantly positively correlated with TL and outcome measures of extra-effort, effectiveness, and satisfaction and significantly negatively correlated with laissez-faire leadership. A positive relationship was found between TL and NMs with advanced education and administrative certification. CONCLUSION:Nursing administrators should consider EI characteristics when hiring NMs and lead efforts to advance education to align with organization needs for business and strategic essentials necessary for NM effectiveness.

Background/Objectives: Human dignity is an inalienable value central to human rights and ethics. Professional dignity is pivotal to fostering self-esteem, job satisfaction, and high-quality care in nursing. Despite its importance, no validated tool currently exists to measure nurses’ professional dignity in English-speaking contexts. This study aimed to develop and psychometrically test the Nurses’ Professional Dignity Scale (NPDS). Methods: The tool’s development was guided by a theoretical model from a meta-synthesis. A consensus meeting with five nurse researchers identified three core dimensions for the NPDS: Respect, Professional Value, and Appreciation. Nineteen items were initially generated and refined through face and content validity assessments (all item-level content validity indices [I-CVIs] ≥ 0.80; scale-level content validity index/Ave [S-CVI/Ave] = 0.92). Psychometric testing was conducted with 227 nurses across clinical settings in the United States using confirmatory factor analysis (CFA) to validate a three-factor model. Results: The CFA confirmed the three-factor model with acceptable fit indices (CFI = 0.938, TLI = 0.923, RMSEA = 0.069), resulting in the retention of 15 items. The scale demonstrated excellent reliability, with composite reliability coefficients of 0.92 for Respect, 0.82 for Professional Value, 0.93 for Appreciation, and 0.91 for the overall scale. Conclusions: The NPDS is a valid and reliable measure of nurses’ professional dignity, aligning with theoretical frameworks. It captures both status-dignity and condition-dignity aspects, encompassing respect, professional competence, and societal appreciation, offering a multidimensional structure for assessing individual domains and overall scores. The NPDS contributes to advancing nursing research and practice by addressing workplace dignity, enhancing job satisfaction, and fostering supportive organizational environments that recognize nurses’ professional worth. Future studies are recommended to validate the scale in diverse populations and explore its stability over time through longitudinal research. This study highlights the importance of preserving nurses’ dignity in improving professional identity, workplace environments, and patient care outcomes.

New York-Presbyterian Hospital, one of the nation's most comprehensive academic healthcare delivery systems, uses the evidence-based practice PEACE model to prepare all its nurses and position them as essential to improving patient and family-centered care. Not surprisingly, the healthcare network has continuously delivered high quality care and improved patient outcomes. Now, nurses everywhere can replicate this highly successful model. In The PEACE Model Evidence-Based Practice Guide for Clinical Nurses, authors Reynaldo R. Rivera and Joyce J. Fitzpatrick provide a road map to model implementation. Readers will learn to formulate and address clinical questions and disseminate findings, ultimately helping nurses integrate evidence at the bedside and through quality research. After reading this book, you will be able to: Apply the components of evidence-based practice (EBP) in your day- to-day nursing practice Differentiate between EBP, research, and quality improvement Discuss the PEACE model process, from problem identification to dissemination of findings Identify resources to support nurses in EBP, quality improvement, and research

Lack of work engagement in emergency nurses has been linked to increased job turnover, burnout, and lack of job satisfaction. Shared governance is a vehicle that can be used by emergency nursing leaders to increase work engagement among emergency nurses. Research is lacking about the relationship between perceptions of shared governance and work engagement in emergency nurses. In this study we examined the relationship between ED nurses’ perceptions of shared governance and work engagement. A descriptive correlation design was used with a convenience sample of 43 emergency nurses recruited through the ENA Web site. Participants completed a demographic questionnaire, the Index of Professional Nursing Governance Tool, and the Utrecht Work Engagement Scale. The mean total work engagement score indicated average engagement (M = 4.4, standard deviation = 1.2). A significant positive relationship was found between shared governance and work engagement, indicating that as perceptions of shared governance increase, work engagement increases (r (41) = 0.62, P < .001). The study provides beginning evidence on the relationship of shared governance and work engagement in emergency nurses. Understanding the relationship between perceptions of shared governance and work engagement in emergency nurses may assist emergency nursing leaders in developing and testing interventions to enhance it.

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Sepsis is an emerging life-threatening entity and a worldwide epidemic. Nurses are in key positions to identify patients with sepsis, mobilize the medical team, and implement interventions. A study of self-assessed nurse competence was conducted to determine the influence of a specially designed sepsis education program on nurses’ perceived ability to identify early, intervene, and care for patients with sepsis. The program was a multimodal design incorporating online interactive didactic presentations, video vignettes, pre- and postknowledge tests, and high-fidelity medical simulation scenarios. A sample of 82 critical care and emergency department nurses in a 1-year critical care nurse training program was used for this study. Pretest and posttest module knowledge scores and self-assessed competence data were collected and analyzed. No improvement in the overall self-assessed competence scores was found; however, self-perceived frequency of use of competence behaviors improved. Participants felt more competent on three sepsis-targeted statements, and posttest knowledge scores showed significant improvement. 2015;46(4):179–186. J Contin Educ Nurs. 2015;46(4):179–186.

In the classroom, we present classic patient stories to illustrate the complexity of the human experience of health and illness.What is new for me and, perhaps, will also be new for you is the synthesis of information about how we can best use stories in a formal structure of teaching, studying, and practicing narrative nursing.The works of Smith and Liehr (2005) and Wang and Geale (2015) provide guidance for theory and research methodology, with stories foundational to the process of advancing our scholarship.

Purpose : To determine the (a) levels of acculturation and job satisfaction, (b) relationship between acculturation and job satisfaction, and (c) effects of select sociodemographic variables in predicting job satisfaction among Filipino RNs educated in the Philippines who are working in the US. Design : Descriptive correlational. A convenience sample of Filipino RNs (N=96) present during the PNAA Eastern Regional Conference in Baltimore, MD was conducted. Methods : A survey was conducted using A Short Acculturation Scale for Filipino Americans (ASASFA) to measure acculturation, Part B of the Index of Work Satisfaction Scale (IWS) to assess job satisfaction, and a participant demographic questionnaire. Data were analyzed using A Pearson correlation coefficient and multiple regression analysis. Findings : Participants had a moderate level of job satisfaction that was positively correlated to a level of acculturation that was closer to American than to Filipino culture. Furthermore, age, length of U.S. residency, and acculturation significantly predicted perception of job satisfaction among this group of Filipino RNs. Conclusions : Job satisfaction among Filipino nurses is related to acculturation and select sociodemographic variables. Further research to determine how best to improve acculturation may lead to improved retention rates of Filipino nurses in countries to which they have migrated.

OBJECTIVEThe purposes of the study were to describe levels of innovativeness in nurse executives, clinical directors, and nurse managers in acute care settings in the United States and to compare innovativeness between the groups. BACKGROUNDNurse leaders must navigate the complex ever-changing landscape of healthcare. New strategies are necessary for managing resources and improving patient outcomes. METHODSA survey was posted in the American Organization of Nurse Executives newsletter using the Scales for Measurement of Innovativeness to measure innovativeness. The sample included 137 nurse leaders in executive and management positions in acute care settings. RESULTSThe largest percentage of nurse leaders across all leadership roles fell into the innovativeness category of early majority. Of the total sample, only 2 individuals were categorized as innovators, and only 15 as early adopters. Fifty-one individuals were early majority; 49 were in the late majority; and 20 individuals were at the lowest category of innovativeness, that of laggards. Both nurse executives and clinical directors had significantly higher levels of innovativeness compared with nurse managers. Graduate-level education and certification were not associated with higher levels of innovativeness. CONCLUSIONSUnderstanding the levels and components of innovativeness may assist nurse leaders to affect change in themselves and their organizations.