Christine T Kovner

Faculty

Christine T Kovner headshot

Christine T Kovner

FAAN PhD RN

Professor Emerita

1 212 998 5312

433 First Ave
New York, NY 10010
United States

Christine Tassone Kovner, PhD, RN, FAAN, is the Mathy Mezey Professor of Geriatric Nursing at NYU Rory Meyers College of Nursing and a senior faculty associate at the Hartford Institute for Geriatric Nursing. She is also a professor of medicine at the NYU Grossman School of Medicine, an affiliated faculty at NYU College of Global Public Health, and Editor-in-Chief of Policy, Politics & Nursing Practice. She is a highly-respected nurse educator and researcher with more than 150 published articles. Kovner maintains an active research program involving studies on quality improvement, RN working conditions, and nursing care costs. For five years she was the principal investigator for the TL1 Pre- and Post-Doctoral Program of NYU's NIH funded Clinical and Translational Science Institute. Kovner was the principal investigator of a grant from the Robert Wood Johnson Foundation studying the career trajectories of newly licensed registered nurses over the first ten years of their careers. As a clinical nurse, she was proud to provide COVID vaccinations. 

Among her many honors, in 2019 Prof. Kovner received the Excellence in Policy Award from Nursing Outlook for “Diversity and education of the nursing workforce 2006-2016,” the IRGNI Research Mentorship Award from Academy Health (2018), the Eastern Nursing Research Society Distinguished Contributions to Nursing Research Award (2018), the Golden Pen Award from the Journal for Healthcare Quality (2007), and the Lavinia Dock Distinguished Service Award from the New York Counties Registered Nurses Association.

PhD - New York University
MSN - University of Pennsylvania
BS - Columbia University School of Nursing
Post-doctoral Fellowship - Robert Wagner School of Public Service, NYU

Nursing workforce
Community/population health

American Academy of Nursing Fellow
AcademyHealth
Council for the Advancement of Nursing Science
Sigma Theta Tau
International Association of Clinical Research Nurses

IRGNI Research Mentorship Award, Academy Health (2018)
Distinguished Contributions to Nursing Research Award (2018)
Treasurer, CGFNS International, Inc. (2016)
Distinguished Alumna Award, New York University, College of Nursing (2012)
Nursing Outlook Excellence in Policy Award for “State Mandatory Overtime Regulations and Newly Licensed Nurses’ Mandatory and Voluntary Overtime and Total Work Hours.” (2012)
Vernice Ferguson Faculty Scholar Award, New York University, College of Nursing (2010)
Golden Pen Award for “Exploring the Utility of Automated Drug Alerts in Home Healthcare,” Journal for Healthcare Quality (2007)
Health Policy and Legislation Award, New York University, College of Nursing (2006)
Honorary Recognition Award, New York Counties Registered Nurses Association (1999)
Best of Image Award in Health Policy Scholarship, for “Nurse Staffing Levels and Adverse Events Following Surgery in U. S. Hospitals," Journal of Nursing (1999)
Alumni Award for Distinguished Career in Nursing, Columbia University-Presbyterian Hospital Alumni Association (1996)
Distinguished Nurse Researcher, Foundation of the New York State Nurses Association (1994)
Lavinia Dock Distinguished Service Award, New York Counties Registered Nurses Association (1992)
Martha E. Rogers Scholarship Award, Upsilon Chapter, Sigma Theta Tau (1983)

A multi-state assessment of employer-sponsored quality improvement education for early-career registered nurses

Djukic, M., Kovner, C. T., Brewer, C. S., Fatehi, F. K., & Seltzer, J. R. (2013). Journal of Continuing Education in Nursing, 44(1), 12-19. 10.3928/00220124-20121115-68
Abstract
Abstract
Background: Increasing participation of registered nurses (RNs) in quality improvement (QI) is a promising strategy to close the health care quality chasm. For RNs to participate effectively in hospital QI, they must have adequate QI knowledge and skills. Methods: This descriptive study assessed employersponsored QI education and RNs' preparedness across a wide range of QI steps and processes. RNs from 15 U.S. states who were employed in hospitals and were initially licensed to practice in 2007 to 2008 were surveyed. Results: Fewer than one third of respondents reported being very prepared across all measured QI topics. More than half reported receiving zero hours of training in these same topics in the last year. Lack of educational offerings on the topic was the top reason respondents gave for not obtaining QI training. Conclusion: The QI education offered by employers to RNs could be substantially improved. Nurse educators play a critical role in making these improvements.

Positive work environments of early-career registered nurses and the correlation with physician verbal abuse

Brewer, C. S., Kovner, C. T., Obeidat, R. F., & Budin, W. C. (2013). Nursing Outlook, 61(6), 408-416. 10.1016/j.outlook.2013.01.004
Abstract
Abstract
Background: Verbal abuse in the workplace is experienced by registered nurses (RNs) worldwide; physicians are one of the main sources of verbal abuse. Purpose: To examine the relationship between levels of physician verbal abuse of early-career RNs and demographics, work attributes, and perceived work environment. Method: Fourth wave of a mailed national panel survey of early career RNs begun in2006. Discussion: RNs' perception of verbal abuse by physicians was significantly associated with poor workgroup cohesion, lower supervisory and mentor support, greater quantitative workload, organizational constraints, and nurse-colleague verbal abuse, as well as RNs' lower job satisfaction, organizational commitment, and intent to stay. Conclusion: RNs working in unfavorable work environments experience more physician abuse and have less favorable work attitudes. Causality is unclear: do poor working conditions create an environment in which physicians are more likely to be abusive, or does verbal abuse by physicians create an unfavorable work environment?

Sustainable nursing human resources systems

Squires, A., Kovner, C., & Kurth, A. (2013). In M. Delucca & A. Soucat (Eds.), Transforming the global health workforce (1–, pp. 159-177). New York University, College of Nursing.

The technical underpinnings and extended what-if analyses of the decision support systems programmed for the IOM 80/20 Nursing Initiative

Kovner, C., C-H., L., Lusk, E., Katigbak, C., & Selander, N. M. (2013). Journal of Knowledge Management Economics and Information Technology, 3(3), 1-27.

Verbal abuse from nurse colleagues and work environment of early career registered nurses

Budin, W. C., Brewer, C. S., Chao, Y. Y., & Kovner, C. (2013). Journal of Nursing Scholarship, 45(3), 308-316. 10.1111/jnu.12033
Abstract
Abstract
Purpose: This study examined relationships between verbal abuse from nurse colleagues and demographic characteristics, work attributes, and work attitudes of early career registered nurses (RNs). Design and Methods: Data are from the fourth wave of a national panel survey of early career RNs begun in 2006. The final analytic sample included 1,407 RNs. Descriptive statistics were used to describe the sample, analysis of variance to compare means, and chi square to compare categorical variables. Findings: RNs reporting higher levels of verbal abuse from nurse colleagues were more likely to be unmarried, work in a hospital setting, or work in a non-magnet hospital. They also had lower job satisfaction, and less organizational commitment, autonomy, and intent to stay. Lastly, they perceived their work environments unfavorably. Conclusions: Data support the hypothesis that early career RNs are vulnerable to the effects of verbal abuse from nurse colleagues. Although more verbal abuse is seen in environments with unfavorable working conditions, and RNs working in such environments tend to have less favorable work attitudes, one cannot assume causality. It is unclear if poor working conditions create an environment where verbal abuse is tolerated or if verbal abuse creates an unfavorable work environment. Clinical Relevance: There is a need to develop and test evidence-based interventions to deal with the problems inherent with verbal abuse from nurse colleagues.

Work environment factors other than staffing associated with nurses' ratings of patient care quality

Djukic, M., Kovner, C. T., Brewer, C. S., Fatehi, F. K., & Cline, D. D. (2013). Health Care Management Review, 38(2), 105-114. 10.1097/HMR.0b013e3182388cc3
Abstract
Abstract
BACKGROUND:: The impact of registered nurse (RN) staffing on patient care quality has been extensively studied. Identifying additional modifiable work environment factors linked to patient care quality is critical as the projected shortage of approximately 250,000 RNs over the next 15 years will limit institutions' ability to rely on RN staffing alone to ensure high-quality care. PURPOSE:: We examined the association between RNs' ratings of patient care quality and several novel work environment factors adjusting for the effects of two staffing variables: reported patient-to-RN ratios and ratings of staffing adequacy. METHODOLOGY:: We used a cross-sectional, correlational design and a mailed survey to collect data in 2009 from a national sample of RNs (n = 1,439) in the United States. A multivariate logistic regression was used to analyze the data. FINDINGS:: Workgroup cohesion, nurse-physician relations, procedural justice, organizational constraints, and physical work environment were associated with RNs' ratings of quality, adjusting for staffing. Furthermore, employment in a Magnet hospital and job satisfaction were positively related to ratings of quality, whereas supervisory support was not. PRACTICE IMPLICATIONS:: Our evidence demonstrates the importance of considering RN work environment factors other than staffing when planning improvements in patient care quality. Health care managers can use the results of our study to strategically allocate resources toward work environment factors that have the potential to improve quality of care.

'Affordable' death in the United States: An action plan based on lessons learned from the Nursing Economic$ special issue

Kovner, C. T., Lusk, E., & Selander, N. M. (2012). Nursing Economics, 30(3), 179-184.
Abstract
Abstract
An eight-point action plan is proposed for lowering costs associated with end-of-life health care in the United States, as well as improving the quality of life experienced by patients and their families. This action plan was derived from an analysis of the six articles presented in this special issue of Nursing Ecanomic$. The two major features of this action plan are: (a) expansion of hospice and palliative care, as well as (b) increased use of advance directives. Additionally, as pre-conditions for the effective operation of this action plan, the political, cultural, and legislative contexts that merit attention are discussed. Finally, arguments as to the desirability, feasibility, and sustainability of this action plan are offered.

Charting the Course for Nurses' Achievement of Higher Education Levels

Kovner, C. T., Brewer, C., Katigbak, C., Djukic, M., & Fatehi, F. (2012). Journal of Professional Nursing, 28(6), 333-343. 10.1016/j.profnurs.2012.04.021
Abstract
Abstract
To improve patient outcomes and meet the challenges of the U.S. health care system, the Institute of Medicine recommends higher educational attainment for the nursing workforce. Characteristics of registered nurses (RNs) who pursue additional education are poorly understood, and this information is critical to planning long-term strategies for U.S. nursing education.To identify factors predicting enrollment and completion of an additional degree among those with an associate or bachelor's as their pre-RN licensure degree, we performed logistic regression analysis on data from an ongoing nationally representative panel study following the career trajectories of newly licensed RNs. For associate degree RNs, predictors of obtaining a bachelor's degree are the following: being Black, living in a rural area, nonnursing work experience, higher positive affectivity, higher work motivation, working in the intensive care unit, and working the day shift. For bachelor's RNs, predictors of completing a master's degree are the following: being Black, nonnursing work experience, holding more than one job, working the day shift, working voluntary overtime, lower intent to stay at current employer, and higher work motivation. Mobilizing the nurse workforce toward higher education requires integrated efforts from policy makers, philanthropists, employers, and educators to mitigate the barriers to continuing education.

Epilogue

Kovner, C., & Lusk, E. (2012). Nursing Economics, 30(3), 187.

Introduction: How can we afford to die?

Kovner, C. T., & Lusk, E. (2012). Nursing Economics, 30(3), 125-126.