Perceptions of an Obstetric Clinical Rotation by Nursing Students Who Are Men.

BACKGROUND: Maternity nursing is perceived as an unwelcoming specialty to many nursing students who are men. The purpose of this qualitative study was to describe the experiences of nursing students who are men at a Southeastern university before, during, and after their obstetric clinical rotations. METHODS: Students were interviewed individually. The sessions were recorded and transcribed. The transcripts were analyzed individually and collectively by a three-person study team using existential phenomenology. RESULTS: Seven nursing students who are men participated. Four major themes were discovered: preconceptions, welcoming, perceived rejection (of and by participants), and maternity unit culture. Students' perceptions appeared to be grounded in their level of comfort with maternity nursing. CONCLUSIONS: This study adds to the scant amount of information available about experiences of nursing students who are men during their clinical maternity nursing rotation and may help to explain why some men may feel unwelcome in women's health nursing.

The American Association of Occupational Health Nurses: Seventy-Five Years of Education, Practice, and Research.

For the past 75 years, the American Association of Industrial Nurses, and later the American Association of Occupational Health Nurses, has advocated for occupational and environmental health nurses by supporting quality undergraduate and graduate education in the specialty and certification through the American Board of Occupational Health Nurses, Inc., and providing funding for and dissemination of occupational health nursing research as well as by developing occupational health nursing practice standards, competencies, and code of ethics.

Occupational health nursing in the United States.

This article is a summary of information about occupational health nurses and occupational health nursing in the United States. The article provides demographic, education, credentialing, role, and other data based on secondary analysis of occupational health nurses' responses to the 2008 National Sample Survey of Registered Nurses. Current issues affecting the U.S. work force and businesses are addressed and high-risk business and industrial sectors are noted. Occupational health nurse practice opportunities are highlighted and practice areas where occupational health nursing research is currently focused are discussed. The article also examines the challenges facing the next generation of occupational health nurses.

You're a published author!

Once a nurse author writes a quality manuscript, the article is submitted to an appropriate journal, reviewed by the editor, and sent to review panel members with expertise consistent with the topic of the article or the methodology of research articles. After review, panel members recommend the article be published, accepted for publication after revision, revised without promise of publication, or rejected. Nurse authors have options as to how they handle the recommendation. To successfully publish in a peer-reviewed journal, nurse authors should communicate with the editor and realize that the editor and author have the same goals.

It starts with an idea!

Writing for publication is a responsibility of all a profession's members; however, nurses may not have had the opportunity to learn the process of writing and publishing manuscripts in professional journals. The process of writing for publication begins with an idea that is focused on and slanted toward a particular audience. Nurse authors must then create space in their fast-paced day for writing in an environment that supports their concentration and creativity. Several strategies can be used, including reading well-written manuscripts, to assist nurses in writing quality manuscripts that are likely to be published.

Building the occupational health team: keys to successful interdisciplinary collaboration.

Teamwork among occupational health and safety professionals, management, and employees is vital to solving today's complex problems cost-effectively. No single discipline can meet all the needs of workers and the workplace. However, teamwork can be time-consuming and difficult if attention is not given to the role of the team leader, the necessary skills of team members, and the importance of a supportive environment. Bringing team members together regularly to foster positive relationships and infuse them with the philosophy of strength in diversity is essential for teams to be sustained and work to be accomplished. By working in tandem, occupational health and safety professionals can become the model team in business and industry delivering on their promise of a safe and healthy workplace for America's work force.

Managing asthma in the workplace: an overview for occupational health nurses.

Occupational health nurses are the ideal members of the workplace team to initiate disease management programs for chronic illnesses; asthma is just one disease for which occupational health nurses can make a difference. Employees win by improving their health and quality of life, having better control of a chronic health condition, simply feeling better, and using time off for vacation rather than sick days. Employers win by having healthier employees who are absent less often and more productive at work, and who cost the company less for their health care. Occupational health nurses are the key link in this cost saving, productivity enhancing chain. Being proactive in this disease management role clearly establishes occupational health nurses' value in their organization.

Hepatitis C: an update for occupational health nurses.

Hepatitis C is no longer an emerging dilemma. It is a significant public health problem with life altering complications. Occupational health nurses have the responsibility to their employees to be up to date on the latest treatment modalities so they can accurately advise their clients should an exposure occur. Occupational health nursing practice needs to focus on employee education related to Occupational Safety and Health Administration's Blood Borne Pathogens Standard and the latest in safety devices through regular yearly in-services.

Roadmap to HIPAA: keeping occupational health nurses on track.

So what does HIPAA require most covered entities to do? At this point, the Privacy Rule compliance date has already passed for all covered entities except small health plans. Most of the requirements under the Privacy Rule dictate the development of appropriate policies and procedures, a notice of privacy practices and other forms, implementation of measures to secure the privacy of PHI, contracting with Business Associates, and training of all involved. For covered entities, testing of the electronic standard transactions to exchange data between participating parties should have begun by April 16, 2003. Although full implementation of the electronic transactions should have taken place by October 16, 2003, the government has allowed covered entities that are still actively working toward compliance to operate under contingency plans. It remains unclear when the use of such plans will be disallowed. After standards are published for claim attachments and first report of injury, these electronic standard transactions will be incorporated by the designated compliance date. Appropriate use of national identifiers will be implemented after final rules and standards are published. For the occupational health nurse who is not a covered entity, the most critical implementation factor is a HIPAA compliant authorization form so the occupational health nurse can continue to obtain necessary PHI. This is essential when attempting to obtain medical information, even for workers' compensation or disability case management. Although these plans are not considered health plans under HIPAA and, therefore, would not require the designation of covered entity, the occupational health nurse frequently needs to obtain PHI to manage these cases. Most providers in the health care community will be covered entities under HIPAA and will not be able to release PHI without a signed HIPAA compliant authorization form. In addition, providers will want a HIPAA compliant authorization form signed when requesting health information from the occupational health nurse. The HIPAA's privacy regulations are considered "the floor" or minimum standard for the protection of PHI. As such, it is likely that these privacy regulations will become the "industry standard" to which all health care professionals will be held. Even though the occupational health nurse may not be a covered entity, implementing appropriate HIPAA procedures is recommended. Knowing that most of HIPAA's privacy rule contains requirements already in place and in practice for most occupational health nurses can take some of the worry out of this complex regulation. Additionally, the nurse interacts with the health care system in a variety of roles. As a health care consumer, occupational health nurses can assert their own patient rights when interacting with covered entities. As the trusted advisor and consultant to many employees, the occupational health nurse can play a vital role in educating employees about HIPAA and assisting employees with navigating an ever-complex health care system. As a health care professional, the occupational health nurse continues to protect and safeguard all PHI while respecting employees' rights and delivering quality care. Staying knowledgeable and up-to-date on the HIPAA regulations as they continue to evolve and change allows occupational health nurses to stay on the right course while mapping their way toward regulatory compliance (see Sidebar for recommended resources).

Identification and management of vascular risk: beyond low density lipoprotein cholesterol.

Vascular disease is basically an inherited metabolic disease. Eighty percent of individuals who develop disease have the same blood cholesterol levels as individuals who do not develop disease. With vascular disease pervasive throughout the world and current assessment techniques insufficient to identify those at risk, use of a multifactorial approach to vascular assessment is prudent. Assays are currently available that enable health care providers to determine risk beyond those traditionally used. These "novel" risk factors appear to be additive (Brown, 2001; Rader, 2000a, 2002; Superko, 1995), and when combined with traditional factors, LDL can be adjusted to prevent disease. In individuals with established disease, these factors can be instrumental in identifying an appropriate treatment protocol for halting the progression of disease. To date, the health care establishment as a whole has done a poor job of identifying and thoroughly treating cardiovascular risk. Even when risks were identified, often treatment protocols have not been aggressive enough to reach targeted goals (Hoerger, 1998; Jacobson, 2000; NHANES III, 2000). The unique role of the occupational health nurse offers an opportunity to follow a client during long periods of time. This is useful in establishing trust and getting to know the specific problems of each individual. The occupational health nurse, therefore, stands at the threshold of change for the client, easing and assisting the client to reach individual goals. This group of nurses can play a significant role in forging prevention and stamping out the number one killer of the American population.

Scleroderma: living with unpredictability.

Every individual with scleroderma is unique. Symptoms vary in severity, duration, and effect on the individual. Many with scleroderma live an unpredictable life, as they struggle to understand the condition and to manage the unpredictable symptoms. Because of rarity of the condition, many nurses know little about scleroderma, its symptoms, and how to manage them. Nurses should equip themselves with information about rare conditions and not shy away from asking individuals about their condition and how best to help them. It is essential for occupational health nurses to appreciate the individuality of the condition and discuss workers' unique symptoms and care needs with them. Equipped with knowledge, caring for clients with scleroderma can be a rewarding experience for both the nurses and the client. In the work setting, the occupational health nurse can provide leadership to assist the individual with scleroderma to live as productive a life as possible. Nurses in all settings, hospital, community, and work, can do much to assist individuals with the management of chronic conditions such as scleroderma.

Triaging: common complaints in the workplace.

Occupational health nurses regularly encounter clients with benign, common complaints. However, the mundane nature should not detract from the need for careful evaluation and guidance. Obtaining a comprehensive history and making key assessments help guide the occupational health nurse to properly manage the client's complaint.

Preparing for smallpox: occupational health nursing update.

Smallpox has plagued humans for thousands of years. Although smallpox has been eliminated as an active disease in humans, there is a threat that terrorist organizations or nations could use smallpox as a weapon against the population of the United States. The U.S. government has recognized this threat and has asked the CDC to prepare for such a possibility. A plan to identify, treat, and vaccinate the population in any area of the country where an outbreak of smallpox might occur has been developed and is being implemented. The CDC plan calls for rapid response by local, state, and federal response teams. Preparation of these teams is currently underway. Parts of the CDC plan, including educating and screening individuals who may be part of the response teams, vaccinating personnel, and following up with the vaccinated personnel, are activities consistent with the occupational health nurse's role.

Implementing a job hazard analysis program.

Analyzing the workplace for hazards and controlling the hazards identified to reduce risk is a proactive approach to workplace safety and the primary prevention of occupational illnesses and injuries. A JHA is a simple, time tested, and effective tool to assist in this analysis. Job hazard analysis methods may enhance and complement many current business initiatives. When programs can be integrated to contribute to leadership mandates, there are opportunities for increased support and resources. Involving other departments and disciplines with complementary programs also reduces duplication of effort. Prioritizing jobs to be analyzed based on risk assessment results in a manageable approach for beginning a program. A team process involving employees, supervisors, and key safety participants is most effective. Successful programs encourage each team member to observe or videotape key jobs, list the job steps, and involve the team in developing hazard reduction solutions and safe job procedures. When effectually used, JHAs have been proven to improve communication and participation, while enhancing worker safety.