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Objective:The three-step model of ″new nurse, professional group nurse, and clinical nurse specialist″ combines the clinical professional nursing group to promote the development of clinical nurse research capabilities and the construction of nursing research teams.Methods:A three-step model of ″new nurse, professional group nurse, and clinical nurse specialist″ was established by combining the individual development of nurses and team collaboration. Taking the clinical professional nursing group as the entry point, clinical work of the clinical professional nursing group, quality control of clinical professional nursing groups, quality control circle activities, nurse career development, and nursing research team building were integrated to implement the three-step model, thereby driving the development of clinical nurses′ research capacity and nursing research team construction. The methods of the three-step model combined with clinical professional nursing groups to promote the development of clinical nurse research capabilities and the construction of nursing research teams were implemented. The following were the eleven specific management measures: Improving the structure and echelon construction of clinical professional nursing groups, developing research plans and goals from four dimensions (departments, clinical professional nursing groups, individual nurses, and new nurses), carrying out nursing research training to clinical professional nursing groups that emphasizes both theriotical methods and practical operations, organizing nursing research projects by clinical professional nursing groups, promoting the innovation of work towards digitization and informatization, promoting clinical professional nursing groups to conduct interventional studies, launching quality control circle projects by clinical professional nursing groups, participating in and hosting nursing rounds by clinical professional nursing groups, improving the clinical technical problem by The clinical professional nursing groups, encouraging collaboration and communication between clinical professional nursing groups and physicians, facilitating the cross-integration and development of clinical professional nursing groups.Results:The three-step model has promoted the growth of nurses from the route of ″new nurse, professional group nurse, and clinical nurse specialist″, built a nursing research team and talent echelon based on the breakthrough of clinical professional nursing groups, and solved clinical practical problems and produced scientific research results.Conclusions:Implementing the three-step model combined with clinical professional nursing groups to promote the development of clinical nurse research capabilities and the construction of nursing research teams can promote the collaborative development of clinical nursing research and clinical nursing work.
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Nutrition support nurse specialists play an important role in clinical management of patients with malnutrition and swallowing disorders. Here is the case report where nutrition support nurses were engaged in the whole course management of an elderly patient with severe malnutrition and swallowing disorder, including the early assessment, the multidisciplinary team intervention, and rehabilitation. With this case as well as related literature, the practice of the early intervention, dynamic whole course management, and the role of nutrition support nurses were discussed.
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Objective:To explore the method and effect of training program of clinical teaching ability enhancement for geriatric clinical nurse specialists based on Cone of Learning.Methods:A one-week clinical teaching ability enhancement training program based on Cone of Learning for geriatric clinical nurse specialists was designed and provided for a total of 70 trainees in three sessions, which mainly covered 8 items, including the design and management of training program for clinical nurse, case-based teaching method, clinical application of Workshop method, the implementation and evaluation of nursing teaching rounds, and the making of multi-media courseware. The comprehensive effect evaluation was carried out through the examination of trainees' trial teaching, the self-evaluation of teaching ability, the degree of teaching satisfaction and the feedback of teaching practice in all trainees. SPSS 22.0 was used for t-test. Results:Twenty trainees were rated as excellent with (87.32±3.26) points, and 35 rated as good with (81.75±5.19) points; the self-evaluation of integrative teaching ability scored (1.54±0.66) points before the training and (3.69±0.52) points after the training. The ability was enhanced compared with that before the training ( P < 0.001). The degree of satisfaction of the training program was 97.43% (341/350). After returning to the unit, 64.29% (45/70) of geriatric clinical nurse specialists completed the assignments. Conclusion:The training program for geriatric clinical nurse specialists can effectively improve their clinical teaching ability and is worthy of further promotion and application.
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Objective:To develop a cultural competency assessment scale for geriatric clinical nurse specialists and test its reliability and validity.Methods:Through literature research, qualitative interviews, expert correspondence, and pretesting, the cultural competency assessment scale for geriatric clinical nurse specialists was developed. A total of 140 geriatric nurses from 8 tertiary hospitals in Beijing, Guizhou, Harbin, Shandong and Shaanxi from July to September 2021 were selected for the survey.Results:The final cultural competency assessment scale for geriatric clinical nurse specialists consisted of 4 dimensions of cultural knowledge, cultural awareness, cultural skills, and cultural interaction behaviors, with 31 entries, Cronbach α coefficient of 0.953 for the scale, Cronbach α coefficient of 0.875-0.974 for the 4 dimensions, and retest reliability of 0.925. I-CVI was 0.857-1.000, and the average S-CVI was 0.974. The cumulative contribution of the four common factors was 72.51%. Conclusions:The reliability and validity of the cultural competency assessment scale for geriatric clinical nurse specialists are good and can be used to evaluate the cultural competency of geriatric clinical nurse specialists.
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Objetivo: Describir las competencias clínicas y la carga laboral del profesional de enfermería en las unidades de cuidado intensivo adulto de algunas instituciones prestadoras de servicios de Salud. Materiales y métodos: estudio observacional de corte transversal. Se estudiaron seis unidades de cuidado intensivo adulto y se trabajó con 40 profesionales de enfermería. Se diseñó y validó un instrumento mediante ronda de expertos en docencia e investigación, para evaluar las competencias clínicas de profesionales de enfermería. La carga laboral fue evaluada mediante el instrumento validado y adaptado al español, Nursing Activities Score. Resultados: las competencias clínicas que los profesionales de enfermería realizan en menores porcentajes son: apoyo a familiares por al menos una hora 2,7%; comunicación con familiares 2,7%; centrando su atención en administración de medicación, excluidos fármacos vaso activos 89,2%; tareas administrativas rutinarias y de organización con dedicación de 2 horas en el turno, investigación, actualización de protocolos, tramitación de ingresos y altas. El promedio del Nursing Activities Score, auto diligenciado fue de 68 puntos y en el observacional de 53. La diferencia entre los promedios no fue estadísticamente significativa p 0.078, lo que indica mayores niveles de sobrecarga percibidos por los profesionales, en escala de cien puntos. Conclusión: la evaluación de las competencias clínicas y la carga laboral del profesional de enfermería que labora en las Unidades de Cuidado Intensivo, favorecen la toma de decisiones y las prácticas de la disciplina, en beneficio de la calidad del cuidado de enfermería en unidades especializadas.
Objective: Describe the nursing competency and nursing workload of the nursing professional in the adult intensive care units from some Institutional Health Service Providers. Materials and Methods: Observational study of cross-sectional data. Six adult intensive care units were studied and worked with 40 nursing professionals. An instrument was designed and validated by expert teachers and researchers, to evaluate the nursing competency of the nursing professionals; the work overload was evaluated through an instrument that was validated and adapted to Spanish, Nursing Activities Score. Results: The clinical competences of nursing professionals made in lower percentages are family support for at least one hour (2.7%), communication with the family (2.7%), focusing their attention to medication administration, excluding vasoactive drugs (89.2%), dedicated administrative and organization daily tasks for 2 hours during the shift, research, updating protocols, processing admission and release of patients. The Nursing Activities Scores instrument, which was self-filled had an average of 68 points, and the observational instrument had an average of 53 points. The difference between the averages was not statistically significant p=0.078, indicating higher levels of work overload perceived by the professionals, with a scale of 100 points. Conclusion: The evaluation of nursing competency and workload of the nursing professional who work at the Intensive Care Unit, favor decision-taking and practices of the discipline in benefit of the nursing care quality given at the specialized Intensive Care Units.
Objetivo: Descrever as competências clínicas e carga ocupacional do enfermeiro nas Unidades de Terapia Intensiva (UTI) de adultos de algumas instituições de serviços de saúde. Materiais e métodos: Estudo observacional de corte transversal. Estudaram-se seis UTI de adultos, trabalhou-se com 40 enfermeiros. Formulou-se e validou-se um questionário por expertos em docência e pesquisa para avaliar as competências clínicas de enfermeiros; a carga de trabalho avaliou-se pelo instrumento adaptado ao espanhol, Nursing Activities Score. Resultados: As competências clínicas que os enfermeiros realizam em menos proporção são: apoio familiar pelo menos por uma hora (2,7%), comunicação com os familiares (2,7%) sendo o eixo do seu trabalho a administração de medicação, excluindo os fármacos vasoativos (89,2), tarefas administrativas rotineiras e de organização com duração de duas horas no plantão, pesquisa atualização de protocolos e gestão do ingresso e a alta hospitalar. A média do Nursing Activities Score, auto preenchido foi de 68 pontos e do observacional de 53 pontos, sem diferenças estatísticas entre ambas aferições (p=0.078), indicando maiores níveis de sobrecarga de trabalho percebidos na escala de cem pontos. Conclusão: A avaliação das competências clínicas e a carga ocupacional do enfermeiro que trabalha nas UTI de adulto, favorecem a toma de decisões e as práticas da disciplina beneficiando a qualidade do cuidado de enfermagem em unidades especializadas.
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Workload , Clinical Competence , Critical Care , Nurse CliniciansABSTRACT
Objective@#To explore the role function of infusion nurse specialists suitable for China′s national conditions by using Delphi method.@*Methods@#Totally 24 experts were consulted for two rounds, According to the consultation results, the role function of infusion nurse specialists were formulated.@*Results@#After two rounds expert consultation, six primary indexes and fifty-two secondary indexes for the role function of infusion nurse specialists have been developed. The average coefficient of authority, coefficient of determination, coefficient of familiarity of experts were 0.83, 0.93, 0.73 respectively.@*Conclusion@#the consensus has achieved between experts about the indexes of role function, the result of study has high credibility, it could provide reference information for relevant department to set the role function of infusion nurse specialists.
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Objective@#To understand the experience and needs of elderly specialist nurses during the period of specialist training, and to provide reference and basis for the establishment of a more perfect training plan for elderly specialist nurses.@*Methods@#A one-to-one in-depth interview was conducted among 5 students in the third training course of the Beijing Nursing Society with the method of phenomenological research. Colaizzi undefineds seven-step data method of phenomenology was used to analyze the results.@*Results@#Five topics were abstracted from the experience of training aged specialist nurses, including stress, safety awareness, harvest and growth, professional pride, teaching teachersundefined views and suggestions on scientific research.@*Conclusions@#The curriculum setup of elderly specialist nurses needs to be optimized. It is necessary to strengthen the training of scientific research, optimize the teachersundefined strength and perfect the training means, and the managers should formulate the specialty and standardization of the elderly nursing as soon as possible. To provide the necessary support for the training of elderly specialist nurses.
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Objective To understand the experience and needs of elderly specialist nurses during the period of specialist training, and to provide reference and basis for the establishment of a more perfect training plan for elderly specialist nurses. Methods A one-to-one in-depth interview was conducted among 5 students in the third training course of the Beijing Nursing Society with the method of phenomenological research. Colaizzi undefineds seven-step data method of phenomenology was used to analyze the results. Results Five topics were abstracted from the experience of training aged specialist nurses, including stress, safety awareness, harvest and growth, professional pride, teaching teachersundefined views and suggestions on scientific research. Conclusions The curriculum setup of elderly specialist nurses needs to be optimized. It is necessary to strengthen the training of scientific research, optimize the teachersundefined strength and perfect the training means, and the managers should formulate the specialty and standardization of the elderly nursing as soon as possible. To provide the necessary support for the training of elderly specialist nurses.
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Objective To explore the role function of infusion nurse specialists suitable for China′s national conditions by using Delphi method. Methods Totally 24 experts were consulted for two rounds, According to the consultation results, the role function of infusion nurse specialists were formulated. Results After two rounds expert consultation, six primary indexes and fifty-two secondary indexes for the role function of infusion nurse specialists have been developed. The average coefficient of authority, coefficient of determination, coefficient of familiarity of experts were 0.83, 0.93, 0.73 respectively. Conclusion the consensus has achieved between experts about the indexes of role function, the result of study has high credibility, it could provide reference information for relevant department to set the role function of infusion nurse specialists.
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Objective To analyze job information of clinical nurse specialist (CNS) in comprehensive children′s hospital,andclarify CNS′s qualification requirements. Methods Using working log and questionnaires to conduct a survey on 39 nurses and doctors in children′s hospital. Results Qualified CNS position asks for academic requirements for the undergraduate or above;pediatric work experiences for more than 5 years, pediatric specialist work experiences for more than 3 years, and also 3-6 months ICU work experience; competency of clinical practice skills, interpersonal skills, analysis and evaluation of decision-making. Direct clinical nursing is the core of CNS daily work content. Conclusions Job descriptions should be established to meet the pediatric CNS job characteristics,to ensure the CNS personnel selects.
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Objective To explore the effect of competency based education (CBE) in the nursing training of GNS (gerontological nurse specialist).Method The CBE was used in the nursing training of GNS and the differences in knowledge and nursing skills,ability in nursing training,and aiblity in organization and scienticific research.Result After the training,the GSN was above 80 in knowledge and skills,ability in nursing training,ability in organization and scientific research and self-assessment better than that before training (P＜0.05).Conclusion The CBE for the nursing training can upgrade the abilities in the GSN in the aspects of knowledge and skills,nursing training,organization and scientific research so that they become more competent in the gerontological nursing.
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Objective To explore the training model of nurse specialists in geriatric and study its practical effect. Methods Forty-two nurse specialist participating in the training courses in geriatrics were enrolled in the study. The training was divided into 2 stages: the first one was for 1 month theoretical study together with 2 months clinical practice; the second was for 9 months clinical research on a specific topic. The examinations were done both at the two stages. They were interviewed on their views on theoretical study and internship at the end of first stage. Results The degree of satisfaction with the theoretical course was 91.6%, and the satisfaction degree of internship was 92.9%. The average scores at the end of the final examination and graduation examination were more than 85 points. Toally they were funded with 4 muncipal scientific research programs and 3 municipal patents, and published 9 academic papers. Conclusions The standardized training model is accessible for the nursing because of the training content and form. This model is feasible and effective, and it is worth applying and popularizing in the training of nurse specialist in the future.
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Objective To evaluate the nutrition intervention on advanced colorectal cancer chemotherapy patients quality of life. Methods 70 colorectal cancer patients (NRS 2002 score was more than or equal to 3 points) with chemotherapy from January 1st, 2013 to June 31th, 2014 were collected. The patients were randomly divided into intervention group (35 patients) and the control group (35 patients). The intervention group received personalized recipe which was developed by a team containing nurse specialist, chief psychiatrist, family members and patients themselves. The control group was treated with a normal diet guidance. The two groups of patients when they were treated after the second days of the first admission (before intervention), the end of the 6th courses of chemotherapy and the 12th courses of chemotherapy were evaluated by the European Organization For Research and Treatment Quality of Life Questionnaire-C30 (EORTC QLQ-C30). Nutritional indicators and the total life condition of the two groups at different time were compared. Results There were 5 cases off in the intervention group and the control group respectively. After the 12th courses of chemotherapy, the intervention group serum albumin (ALB) and the mean serum prealbumin (PAB) were improved 4.10 and 74.14; and the control group were-0.09 and-0.08, there were significant differences between the two groups (t=3.202, 3.623, P<0.05).The total quality of life of the intervention group was 25.87 points while the control group was 35.13 points, there was significant difference between the two groups (t=3.321, P<0.05). The intervention group got the total health status was (72.28 ± 20.97) points after the intervention, and before the intervention was (56.67 ± 14.08) points. Meanwhile the total health status was statistically significant (t=7.01, P<0.05). Conclusions There is a significant nutritional improvement in colorectal cancer patients with chemotherapy after nutritional therapy leading by nurse specialist, which is worthy of application.
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Objective To formulate job evaluation index system for clinical nurse specialist in comprehensive children′s hospital. Methods A total of 19 experts were consulted by two-round Delphi method to ensure the item of index system, the order and weight of each index was determined by hierarchy analysis. Results The evaluation index system included 5 level-1 dimensions, 13 level-2 dimensions and 30 level-3 items. The authority of the expert advisory coefficient was 0.84, determine coefficient was 0.91, familiarity cofficient was 0.77. The coordination coefficient of one, two, three indexes were 0.44, 0.52, 0.51, with statistical significance (P < 0. 05). Conclusions The job evaluation index system is reliable and valid, which can provide basis on job management.
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Objective To compare the difference of training field of nurse specialist between America and China, and offer proposals to the development of Chinese nurse specialist. Methods Network information resources and citespace were used to conclude and compare training field of nurse specialist. Results The nurse specialist training in America has a mature system meanwhile it is not yet mature in China. Conclusions Reference to the mature development experience of America, combining the actual situation of China, suitable strategy should be developed for the Chinese nurse specialist training.
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Objective To understand the needs and suggestions of respiratory medicine specialist nurses training, in order to provide some basis for the establishment of training mode of respiratory medicine specialist nurses. Method Using objective sampling method, we interviewed 12 students of different seni-ority , qualifications , title in the first session of training of nurse specialist in department of respiratory medicine of Chongqing, using qualitative research methods to analyze the data of the interview. Result Respondents had unified opinion on the curriculum setting, conditions of the training base, the requirements of core competence of junior nurses in department of respiration, but there existed differences about the length of service of the students . And the length of service of the teachers needed further discussion . Conclusion The opinions of the respondents collected provide reference for the establishment of training mode of nurse specialist in department of respiratory medicine. However, the students' opinions on the estab-lishment of the training standards are not uniform, which is worth further discussion.
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Objective To conduct in‐depth job analysis and needs assessment on advanced midwifery practitioner (AMP) set up at a tertiary hospital .Methods The appraisal structure was designed by the needs assessment framework .Information on AMP′s job needs was collected via in‐depth interviews ,field notes and midwives′diaries .Colaizzi analysis method was used to sort out and analyze all the data .Results Seven themes through AMP′s job needs assessment were presented in the form of6W1H ,including :(1) who was AMP ;(2) whom did AMP serve;(3) what was AMP′s job content ;(4) what scope did AMP work in ;(5) how was the AMP′s practice model ;(6) where was the practical site;(7) why was the job post launched .Conclusions AMP practice at current stage is in its embryonic form of exploration but with huge potential demand ,which still needs to be improved using the needs assessment framework so that a scientific and standard job description can be formed to guide the AMP clinical practice .
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Este trabajo busca mostrar cómo se ha construido el proceso de formación de las enfermeras especialistas de la Universidad Peruana Cayetano Heredia, pionera en los procesos de especialización en el Perú, así como los aportes que los Programas de especialización han sido utilizadospara la mejora de los cuidados que se brindan en las instituciones de salud, en beneficio de los usuarios, la comunidad y también para las mismas profesionales. Para la elaboración del artículo se ha utilizado fuentes estadísticas de la universidad así como del programa de especialización en enfermería y el material bibliográfico resultante de la investigación científica publicada en los últimos veinte años,con relación al tema,y cuyo análisis del contenido se empleó para el tratamiento de los datos encontrados. Destacan como datos relevantes, que la especialización es necesaria para la formación y el desarrollo de las competencias para actuar en un mercado laboral cada vez más exigente y competitivo; las egresadas reconocen al programa por su contribución tanto al desarrollo de las competencias requeridas como especialistas, así como al mejoramiento de su posición laboral. Los retos y recomendaciones analizan la situación del mercado laboral, la formación y el contexto global, permitiendo presentar sugerencias para hacer un programa todavía y especialistas más eficientes para su continuo desarrollo profesional.
This article seeks to show how he has built the formation of RNs at the Universidad Peruana Cayetano Heredia, a pioneer in the process of specialization in Peru, as well as the contributions that specialization brings training services, the user the community and to the same professional. We used statistical sources university and the program and bibliographic material resulting from scientific research published in the last twenty years, regarding the issue, and whose content analysis was used for the treatment of the data found. Stand out as relevant data, that specialization is necessary for the formation and development of the power to act in an increasingly demanding and competitive labor market; the program graduates recognized for their contribution both to the development of specialist skills required as well as the improvement of their working position. The challenges and recommendations discussed the situation in the labor market, training and global context, allowing forward suggestions for a program even more efficient and continuous professional development for specialists.
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Specialties, Nursing , PeruABSTRACT
Objective To explore the training mode and practical effects of nurse training on oncology nursing. Methods One hundred students were chosen by examination and inspection and then trained in the full-time centralized training mode. In the program, the theory courses focused on the characteristics of specific nursing. Multi-mode teaching was adopted in the clinical practice. Thelearn andteach evaluation was implemented throughout the whole process. Results All of the students were trained in our training base with the pass rate of 98.0%. The rate of satisfaction with teaching and management quality reached 100.0%. Conclusion The scientific and standard training can improve the knowledge and skills of the oncology nursing specialists.
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PURPOSE: Clinical competence among nurses is an essential requirement for the provision of safe and effective patient care. This study aims to classify types of professional quality of life experienced by Korean nurses, and examine the relationship between demographic and professional characteristics and clinical competence among nurses experiencing each type. METHODS: A total of 335 nurses completed questionnaires assessing professional quality of life, clinical competence, and demographic and professional characteristics. Following identification of the underlying factors of professional quality of life, we classified participants into three clusters. RESULTS: There were significant differences in age, marital status, religion, educational status, and position between clusters. Results also revealed that nurses with high compassion satisfaction and low compassion fatigue (burnout, secondary traumatic stress) tended to have higher clinical competence. CONCLUSIONS: This study demonstrated that it is possible to directly examine the relationship between professional quality of life level and clinical competence among nurses. Thus, interventions to increase nurses' compassion satisfaction and relieve compassion fatigue are needed, as professional quality of life may affect clinical competence.