ABSTRACT
The purpose of this study was to investigate the process of HIV medication administration at a county correctional facility. Anecdotal data suggested serious barriers to the process. Professional and licensed practical nursing staff practicing at a New Jersey county correctional facility participated in focus group interviews designed to discuss the process of medication administration and potential barriers to that process. Analysis of data revealed five contextual themes: uniqueness of the county correctional facility setting, barriers perceived by nursing staff, inmates' perceptions of HIV infection, internal systems' barriers, and the role of systems external to the correctional facility.
Subject(s)
Anti-HIV Agents/administration & dosage , Attitude of Health Personnel , HIV Infections/drug therapy , HIV Infections/nursing , Health Services Accessibility/standards , Medication Systems/organization & administration , Nursing Staff/organization & administration , Nursing Staff/psychology , Prisons , Focus Groups , Humans , Job Description , Surveys and QuestionnairesABSTRACT
This article describes a research study that explored whether registered professional nurses, when exposed to an experimental educational intervention that consisted of a simulated patient environment with staged microbiological concepts relating to reservoirs of infection and BOSS surveillance data reports, retain the concepts of microbiology and can apply these concepts in clinical practice. The design of this research project was quasi-experimental with triangulation of a qualitative dimension as all experimental group participants were interviewed at the completion of this study. Implications concerning nursing curricula and inservice education programs in health care facilities are discussed.
Subject(s)
Infection Control/methods , Microbiology/education , Nursing Staff, Hospital/education , Analysis of Variance , Computer Simulation , Data Collection , Education, Nursing, Continuing/methods , Evaluation Studies as Topic , Hospitals, Community , Infection Control/standards , New Jersey , Nursing Staff, Hospital/statistics & numerical data , Population Surveillance , Research DesignABSTRACT
Joint appointments are not a new phenomenon. Such positions were implemented during the past two decades in an attempt to bridge the gap that exists between service and education. The uniqueness of the joint appointment position that was described in this article is the following: this particular appointment was between a community hospital and a community college; this joint appointee's primary job was as a clinical staff nurse at the hospital; different methods of salary administration were explored, with two levels of salary being developed; the joint appointee maintains salary and benefits from the hospital; and this joint appointee will function as a clinical preceptor to newly employed graduate nurses at the hospital during summer months. The literature has documented that the success of such appointments is dependent on the cooperation and the commitment of both parties. The concepts of joint appointments must also be supported fiscally, and individuals selected for such appointments must have expertise in carrying out dual roles. Experience with this joint appointment indicates continued collaboration. It is clear that a permanent bridge has been built between the two organizations.
Subject(s)
Faculty, Nursing/organization & administration , Hospitals, Community/organization & administration , Job Description , Nurse Clinicians/organization & administration , Schools, Nursing/organization & administration , Hospital Bed Capacity, 100 to 299 , Humans , New Jersey , Organizational Affiliation , Personnel Staffing and Scheduling/organization & administration , Personnel Staffing and Scheduling/trendsABSTRACT
In evaluating the progress made during one year, it is clear that the position of assessment nurse has been an extremely valuable, effective role. The staff nurses' perception is that they not only understand the importance of the nursing process more thoroughly, but they also view the role of nursing administration as that of trying to help the registered professional nurse at the bedside. It is key in today's health care climate that the nursing administrator be visible. One method to assure visibility is for staff to actually see a role model serving as an extension of the nurse administrator. If nurse administrators truly value the importance of the nursing process, then they need to ensure that this message is being communicated throughout the entire nursing service organization. Such an innovative position can function as a liaison between nursing management and the staff. There is no better method of communicating this than having someone who visibly echoes the values of the nurse administrator. It also should be noted here that Shore Memorial Hospital's Nursing Division received a perfect Joint Commission survey evaluation in April 1990. The Nursing Division attributes this to the efforts made regarding implementation of the nursing process, and the forward thinking of a systems change with implementation of a computerized nursing information system that incorporates the nursing process with everyday documentation. Nurse administrators must effect change and demonstrate leadership within their respective organizations. Organizational change can be slow and difficult at times; however, the end result is worth the effort. It is important that the values of the nurse administrator be disseminated throughout the organization.(ABSTRACT TRUNCATED AT 250 WORDS)
