Mental Health-Related Barriers and Facilitators to PhD Program Retention among Underrepresented Racial and Ethnic Minoritized (UREM) Nursing Students: A Qualitative Inquiry.

Mental health concerns among doctorate (PhD) nursing students may impact program retention, especially among underrepresented racial-/ethnic-minoritized (UREM) students. Understanding mental health concerns among UREM PhD students is necessary to develop retention strategies. We conducted a qualitative secondary data analysis of a descriptive study with focus groups and individual semi-structured interviews. Participants identified as actively enrolled UREM in PhD nursing programs. Conventional content analysis was utilized. Mental health informed retention through the following themes: PhD program pressure and expectations, help-seeking barriers, personal motivations to succeed, and it takes a village: fostering peer support. Implications for nursing faculty are discussed.

Barriers and facilitators to recruitment and retention of underrepresented racial and ethnic minoritized students to PhD programs in nursing: A qualitative descriptive study.

BACKGROUND: There is a global shortage of Doctor of Philosophy (PhD)-trained nurses, which is amplified among underrepresented racial and ethnic groups who are minoritized. PURPOSE: This study explores barriers and facilitators to recruiting under-represented racial-ethnic group who are minoritized (UREM) PhD nursing students, defined as African American, Black, American Indian, Alaskan Native, or Hispanic/Latinx. METHODS: Using a qualitative descriptive design, interviews of 23 UREM PhD nursing students were analyzed with conventional content analysis. DISCUSSION: Barriers to recruitment and retention included identifying students interested in a PhD, organizational culture of programs, student mental health, and lack of social support. Facilitators for recruitment and retention included less discrimination and microaggressions experienced by students, faculty from groups who are minoritized representation, and strong family support. These findings had implications for recruitment and retention and PhD programs in nursing can focus on the above key areas to better recuit and retain UREM students. CONCLUSION: Allocating funding to culturally tailored mental health resources, student scholarships, and increasing UREM members of faculty within PhD programs.

Nurses' attitudes towards their jobs in outpatient human immunodeficiency virus facilities in Namibia: A qualitative descriptive study.

AIM: The aims were to (1) describe nurses' attitudes towards their jobs, (2) identify factors that contribute to nurses' job attitudes and (3) examine how nurses' job attitudes affect their ability to perform their jobs. BACKGROUND: Nurses' job attitudes affect their ability to do their jobs well. METHODS: This was a qualitative descriptive study of 18 semi-structured interviews with nurses who work in rural health facilities. Interviews were analysed using content analysis. RESULTS: Factors that influenced job attitudes included support from co-workers, workload, access to material resources, access to information, patient rapport and nurses' personal resilience. Nurses reported that positive attitudes helped them to do their jobs well and negative attitudes diminished their ability to do their jobs well. CONCLUSIONS: This study's findings support investment in factors to promote positive nurse attitudes and job performance such as a healthy work environment and self-efficacy. IMPLICATIONS FOR NURSING MANAGEMENT: Nurse managers can improve nurses' attitudes by advocating for tangible supports for staff such as appropriate staffing ratios, sufficient equipment, necessary training and work environments that allow safe patient interactions.

Outpatient nurse staffing relationship with organizational, nurse and patient outcomes: A scoping review.

Background: Nurses are an integral part of outpatient healthcare settings and are needed to provide effective patient care. Ample research and reviews have been done on nurse staffing in inpatient settings relationship with a variety of organizational, nurse and patient outcomes, however there is no review of outpatient nurse staffing relationship with organizational, nurse and patient outcomes. Objectives: The purpose of this paper is to present a scoping review that evaluates the state of the literature on relationships among nurse staffing and organizational, nurse and patient outcomes in the outpatient setting. Methods: The review used PRISMA guidelines for scoping reviews. The search focused on nurse staffing and organizational outcome in outpatient settings and synonyms for those terms. PubMed, Ebscohost CINAHL, and Ebscohost Global Health were searched. Articles were included if they measured nurse staffing relationship with any organizational, nurse and patient outcome in an outpatient setting. Extraction was completed in a matrix first then charted into synthesis tables. Results: Thirty-seven studies were included in the review. Nurse staffing was measured in the literature by perceived staffing adequacy, types of healthcare workers staffed, full-time equivalents, nurse vacancies, proportion of nurses to total staff, agency or float nurse use, presence of nurse on the healthcare team and nurse to patient ratios. Nurse staffing of a variety of measures was associated with better patient outcomes, lower costs, and lower nurse turnover. Only one study of the 37 included did not show a positive outcome of better nurse staffing, which showed that increased nurse staffing was associated with less patient engagement in psychotherapy. Conclusions: Outpatient care setting stakeholders and policy makers should consider improving nurse staffing, as stronger nurse staffing is associated with better patient outcomes lower costs and less nurse turnover. In addition, better staffing helps improve nurses' attitudes towards their job and increase job satisfaction. Most of the studies included in this review only focused on the staffing measure of perceived staffing adequacy. While perceived staffing adequacy is a useful measure of nurse staffing able to capture nurses' perception, it should not be used in isolation and more researchers should focus on gaps in outpatient nurse staffing with more objective measures such as fulltime equivalents. Tweetable abstract: A 37 article scoping review on nurse staffing in outpatient care found that stronger staffing was linked with better patient outcomes, lower costs, and less turnover.

Colorectal cancer screening in the COVID-19 era.

Colorectal cancer (CRC) is the third most diagnosed form of cancer and second most deadly cancer worldwide. Introduction of better screening has improved both incidence and mortality. However, as the coronavirus disease 2019 (COVID-19) pandemic began, healthcare resources were shunted away from cancer screening services resulting in a sharp decrease in CRC screening and a backlog of patients awaiting screening tests. This may have significant effects on CRC cancer mortality, as delayed screening may lead to advanced cancer at diagnosis. Strategies to overcome COVID-19 related disruption include utilizing stool-based cancer tests, developing screening protocols based on individual risk factors, expanding telehealth, and increasing open access colonoscopies. In this review, we will summarize the effects of COVID-19 on CRC screening, the potential long-outcomes, and ways to adapt CRC screening during this global pandemic.