Ion and organic transport in Graphene oxide membranes: Model development to difficult water remediation applications.

The role of steric hindrance and charge interactions in governing ionic transport through reduced graphene oxide (rGO) and commercial (DOW-Filmtec NF270) membranes was elucidated by a comprehensive study of experimental and established mathematical analysis based on Nernst-Planck equation. A charge-dominated salt exclusion mechanism was observed for the rGO membranes, which exhibited retention from low (7%) to moderate (70%) extent depending on the nature of ions (5 mM). Swelling of GO (1.2 nm interlayer distance) in water beyond the hydrated diameter of ions was attributed as a primary cause for lowering steric hindrance effects. The influence of parameters affecting charge interactions, such as pH and ionic strength, on the extent of salt rejection was modelled. The potential impact of the membrane's charge density, GO loading and interlayer spacing on salt retention was quantified by performing sensitivity analyses. For a high TDS produced water sample, the rGO membranes partially retained divalent cations (Ca:13%) and exhibited high dissolved oil rejection. The membranes were found to be suitable for the treatment of high TDS water with the goal of selectively removing organic impurities, and thus minimizing the impact of osmotic pressure effect. Performance of the membranes was also investigated for retention of water remediation related organic anions, using perfluoro octanoic (PFOA) acid as a model compound. rGO membranes exhibited a charge-dominated exclusion mechanism for retention (90%) of PFOA (1 ppm).

Building academic capacity through statewide partnerships.

In 2008, Texas was challenged by the Center to Champion Nursing in America, an initiative of the Robert Wood Johnson Foundation and AARP, to join a nationwide campaign for action to increase nursing education capacity. This article describes how one state created academic partnerships to achieve capacity building and strengthened relationships and commitments to invest in nursing education. Three year outcomes include a) the creation of a statewide team to address nursing education capacity, b) progress toward doubling the number of nursing graduates from the state's schools of nursing, c) strengthening and emphasizing retention efforts across the state, d) regionalization, including implementation of a $1 million grant and e) transitioning the statewide team to a broader focus and commitment to the Initiative on the Future of Nursing via the formation of a Regional Action Coalition.

Creating tomorrow's leaders today: the Emerging Nurse Leaders Program of the Texas Nurses Association.

The Texas Nurses Association initiated an Emerging Nurse Leaders Program as an approach to engaging new nurses in the leadership of the professional association. This article explains the program's origin, the commitment of the Texas Nurses Association to this process, the implementation of the plan, and the discussions that launched a new way of connecting leaders across generations. Further, it is an approach that any professional organization can use to encourage the involvement of new leaders.

Creating a positive work environment: implementation of the nurse-friendly hospital criteria.

The nursing shortage is negatively affecting the quality, effectiveness, and timeliness of patient care, which warrants a transformation of the nursing work environment. The Nurse-Friendly (NF) Hospital Project assisted 30 rural or small hospitals implement 12 NF criteria into hospital policies to create a positive work environment. The NF criteria represent organizational attributes necessary for ensuring quality patient care, positive work environment, professional development, and nurse satisfaction. The authors discuss nurses' perception of presence of NF criteria before and after they were incorporated at each hospital and the implementation outcomes.

Nurse-Friendly Hospital Project: enhancing nurse retention and quality of care.

The present shortage of nurses in the United States is expected to continue. Nurse shortage, the nature of the work environment, and employers' expectations and attitudes, among other factors, influence both nurse retention and quality of patient care. The Nurse-Friendly Hospital Project was designed to improve nurses' work environment in rural and small hospitals in Texas. Findings demonstrate improvements in nurse retention, nurse staffing, and quality of care.

Public policy on competency: how will nursing address this complex issue?

The evolving contexts in which nursing care is provided and the complexity of clients being served are raising new questions about the nature of nursing practice, the ways in which nurses can best be prepared for such practice settings, and how current staff can continually update their knowledge, skills, and abilities to provide competent care. It is imperative that the profession be forward looking as it reassesses the implications of assuring the public of a competent nursing work force. The mandate to prepare nurses differently to practice competently in future health care systems also suggests a different system for competency assessment. This article provides an overview of international, national, and state perspectives and approaches in addressing the issue of assuring competency from a public policy perspective, including one state's experience to date.

Common denominators: shared governance and work place advocacy - strategies for nurses to gain control over their practice.

It is important to the future of health care that we identify strategies that provide support for nurses as they take on the challenges of the new century. Shared governance has long been stressed as an effective strategy for enhancing autonomy and providing avenues for nurses to gain control over their practice. A newer strategy, defined at the local, state, and/or national level, is work place advocacy. This strategy builds upon many of the principles contained in shared governance. This article identifies common denominators found in both shared governance and work place advocacy.