ABSTRACT
Nurses occupy a central position in today's increasingly collaborative health care teams that place a premium on quality patient care. In this study we examined critical team processes and identified specific nurse-team communication practices that were perceived by team members to enhance patient outcomes. Fifty patient-care team members were interviewed to uncover forms of nurse communication perceived to improve team performance. Using a grounded theory approach and constant comparative analysis, study findings reveal two critical processes nurses contribute to as the most central and consistent members of the health care team: ensuring quality decisions and promoting a synergistic team. Moreover, the findings reveal 15 specific nurse-team communication practices that comprise these processes, and thereby are theorized to improve patient outcomes.
Subject(s)
Communication , Hospital Administration , Nurses , Patient Care Team/organization & administration , Quality of Health Care/organization & administration , Clinical Nursing Research/methods , Decision Making , Female , Group Processes , Hospital Bed Capacity, 300 to 499 , Humans , Interdisciplinary Communication , Male , Treatment OutcomeABSTRACT
Enhanced team communication may strengthen nurses' attachment to their organizations and teams and improve nurse retention. This study examines the relationships among nurse-team communication, identification (organizational and team), and intent to leave. Hospital nurses (N = 201) completed surveys measuring 3 nurse-team communication processes: promoting team synergy, ensuring quality decisions, and individualizing communication. Hierarchical regression analyses revealed that promoting team synergy was a significant predictor of intent to leave, whereas ensuring quality decisions and individualizing communication did not account for significant additional variance in intent to leave. Separate analyses showed that the relationship between promoting team synergy and intent to leave was partially mediated by team identification or by organizational identification. Further analyses were conducted on the 7 communication practices for promoting team synergy. Mentoring emerged as the only significant predictor of intent to leave; however, its relationship to intent to leave was fully mediated by organizational identification or partially mediated by team identification. Pragmatic suggestions are offered to improve nurse identification and reduce turnover.
Subject(s)
Communication , Job Satisfaction , Nursing Staff, Hospital/psychology , Patient Care Team/organization & administration , Personnel Turnover , Decision Making, Organizational , Health Services Research , Hospital Bed Capacity, 300 to 499 , Humans , Institutional Practice/organization & administration , Intention , Midwestern United States , Nursing Staff, Hospital/organization & administration , Organizational Culture , Physician-Nurse Relations , Power, Psychological , Social IdentificationABSTRACT
This study explored how nurses communicate professionalism in interactions with members of their health care teams. Extant research show that effective team communication is a vital aspect of a positive nursing practice environment, a setting that has been linked to enhanced patient outcomes. Although communication principles are emphasized in nursing education as an important component of professional nursing practice, actual nurse interaction skills in team-based health care delivery remain understudied. Qualitative analysis of interview transcripts with 50 participants at a large tertiary hospital revealed four communicative skill sets exemplified by nursing professionals: collaboration, credibility, compassion, and coordination. Study findings highlight specific communicative behaviors associated with each skill set that exemplify nurse professionalism to members of health care teams. Theoretical and pragmatic conclusions are drawn regarding the communicative responsibilities of professional nurses in health care teams. Specific interaction techniques that nurses could use in nurse-team communication are then offered for use in baccalaureate curriculum and organizational in-service education.
Subject(s)
Communication , Cooperative Behavior , Empathy , Interprofessional Relations , Nurse's Role/psychology , Professional Competence/standards , Attitude of Health Personnel , Continuity of Patient Care/organization & administration , Curriculum , Education, Nursing, Baccalaureate , Focus Groups , Humans , Information Dissemination , Medical Staff, Hospital/psychology , Midwestern United States , Nurse Clinicians/psychology , Nursing Assistants/psychology , Nursing Methodology Research , Nursing Staff, Hospital/psychology , Patient Care Planning/organization & administration , Patient Care Team/organization & administration , Problem Solving , Qualitative Research , Surveys and QuestionnairesABSTRACT
Recruiting and retaining qualified nursing staff is of growing importance to today's hospital and nurse leaders. Findings from a survey completed by 190 RNs at a major teaching hospital revealed that nursing roles, professional autonomy, and supportive communication were differentially related to the nurses' organizational and professional identification. Professional autonomy was by far the strongest predictor of nurse identification, followed by manager and co-worker support. Co-worker support and traditional nursing roles predicted nurse professional identification, but neither traditional nor collaborative roles predicted nurses' identification with their organization. Communication strategies intended to help executives retain qualified nursing staff are presented.
