A view through a different lens ... strategies for increasing the number of African American nurses.

These strategies emphasize nursing as a viable career option comparable to other careers often selected by African American students. Psychosocial issues as well as academic issues related to recruitment and retention were addressed by concentrating efforts on individuals interested in nursing, and academically prepared for the rigors of a university program. These strategies offer short-term and long-term remedies to the problem of shortage of African American professional nurses. A new paradigm for increasing the number of African American nurses is needed. To be effective, it is time for colleges of nursing to view recruitment and retention of African American individuals into the profession of nursing through a different lens.

Client characteristics and practice patterns of nurse practitioners and physicians.

This study's purpose was to describe the practice patterns of nurse practitioners (NPs) in Tennessee--specifically, the demographic characteristics and health problems of their clients and the therapeutic services they provide. A random sample of NPs practicing 20 or more hours per week in primary care in Tennessee provided data on a total of 680 clients seen during one selected day of care. An instrument adapted from the National Ambulatory Medical Care Survey (NAMCS) allowed comparison of the NP findings with a national survey of office-based physicians in five areas: client demographics, client health status, diagnostic tests ordered, therapeutic interventions provided, and client disposition. Although many similarities were seen, differences included the tendency of NPs to care for more younger and female clients, to perform fewer office surgical procedures, and to provide more health teaching/counseling interventions.

Antidepressant prescribing practices of nurse practitioners.

Depression is considered a highly treatable illness, yet often it is inadequately treated by physicians in primary care settings. The economic and human cost of inadequate treatment is well documented. The purpose of this pilot study was to explore the antidepressant prescribing practices among a convenience sample of nurse practitioners (NPs) and to use the findings to refine the antidepressant therapy questionnaire for further use. A self-administered questionnaire was completed by 26 NPs. Results of the survey revealed that NPs in primary care settings frequently treat a wide variety of common mental health problems and prescribe antidepressant medications for a number of these disorders as well as for nonpsychiatric problems. Factors that influence the NPs' decision-making process in the selection of a particular antidepressant were found to vary among the NPs surveyed. Although 65% of the NPs felt that they were sufficiently informed about the available antidepressants to select the most appropriate drug for their clients, 77% believed they needed additional education on antidepressant medications, and all but one respondent reported willingness to attend continuing educational offerings on antidepressant medications.

Proactive changes in nursing work force development in Tennessee.

Problems to be addressed by the CIC grant have been identified and defined, and a coalition has been formalized to address nursing work force development in Tennessee. The THCN, composed of consumers, nursing educators, policy makers, healthcare providers, and representatives of professional organizations and regulatory boards, is enthusiastically tackling the implementation phase of the project. These members are demonstrating open communication, teamwork, and interdependent decision making. Results are being achieved through persuasion, negotiation, seeking input from others, showing political sensitivity, and a willingness to share rewards and recognition.

Nurse faculty job satisfaction: a national survey.

Faculty dissatisfaction and fewer qualified recruits choosing a career in academia threaten the integrity of the higher education system. Retention of highly qualified nurse faculty affects the reputation of the school of nursing, the faculty commitment to the organization, and the learning environment for students. Through use of a system's framework derived from Neuman and Kast and Rosenzweig, the purpose of this survey was to ascertain the relationship between job satisfaction among nurse faculty and selected demographic variables, organizational characteristics, and role orientation. Approximately 80 per cent of the schools of nursing in the target population of universities offering a doctorate in nursing participated in the study. The overall subject response rate was 60 per cent. Instruments used for data collection included three researcher-developed tools and two standardized instruments to measure job satisfaction (the Job Descriptive Index and the Job in General Scale). Significant correlations (P < .05) emerged between each of the demographic variables and at least one of the criterion measures of job satisfaction. In addition to descriptive statistics and correlation analysis, a stepwise linear regression-correlation analysis showed that salary, degree level of nursing students taught, and length of annual contract were significant indicators of nurse faculty job satisfaction.