ABSTRACT
OBJECTIVE: The objective of this study was to describe the changes in behaviors as reported by nursing leaders following participation in a leadership development program (LDP). BACKGROUND: There is a scarcity of research examining changes in leadership behaviors following LDP participation. A growing body of literature links critical behaviors and traits to outcomes among nurse managers and executives. Literature supports that leadership behaviors can be learned in educational programs if the environment is right and if the talent and capacity are present. METHODS: Focus groups and online responses were guided by a structured interview protocol to elicit responses from the participants of the behavioral changes that have occurred in them as a result of their participation in an LDP. RESULTS: Seven themes describing leadership behaviors were identified. These self-reported behaviors were present 5 to 9 months after completion of the LDP.
Subject(s)
Awareness , Interprofessional Relations , Leadership , Nurse Administrators/education , Adult , Female , Focus Groups , Humans , Male , Middle Aged , Nurse Administrators/organization & administration , Nursing Administration Research , Nursing Education Research , Nursing Evaluation Research , Professional CompetenceABSTRACT
OBJECTIVE: The aim of this study was to examine the effect of patient turnover and acuity on worked hours per patient day (WHPPD). BACKGROUND: An examination of staffing plans publically posted by Massachusetts hospitals with more than 300 beds revealed that less than 40% were within 5% of their planned versus actual WHPPD. METHODS: Three years of WHPPD data collected from 14 adult acute care units were correlated with patient turnover and acuity data. A weight factor was retrospectively added to 8 paired units' planned WHPPD where correlations were identified. RESULTS: Twelve units (86%) showed significant correlations between WHPPD and patient turnover. Correlations between patient acuity and WHPPD were significant only at the aggregate level. After weighting WHPPD, the 8 paired units demonstrated a decreased variance between planned and actual WHPPD. CONCLUSION: Using a weight factor added to WHPPD to right size acute care medical-surgical units may be useful for accurate staff planning and budgeting.
