Kimberly Glassman


Kimberly Glassman Headshot

Kimberly S Glassman


Clinical Professor
Senior Associate Dean, Academic Affairs

1 212 992 5948

433 First Avenue
New York, NY 10010
United States

Kimberly S Glassman's additional information

Kimberly Glassman, PhD, RN, NEA-BC, FAONL, FAAN is a clinical professor at NYU Rory Meyers College of Nursing. Her research interests include integrative health, the nurses’ role in fostering health promotion, clinical program evaluation, and new graduate nurse transitions to practice. She is a reviewer for several journals, including Applied Nursing Research, Nursing Economics, and Qualitative Health Research. She also serves on the advisory board for EBSCO Health, the NICHE program, and the Pacific College of Oriental Medicine’s RN to BSN program. She served as the first Lerner Director for Health Promotion at NYU Langone Health. She co-authored the book Data Makes the Difference: The Smart Nurse’s Handbook for Using Data to Improve Care published by the American Nurses Association. 

Glassman is the former president of the New York Organization of Nurse Executives and Leaders and was the representative of the Nursing Alliance for Quality Care to the National Quality Forum Measures Application Partnership (MAP) Hospital Workgroup that advises performance metrics to CMS (2016–2018).  

Prior to joining the faculty at NYU Meyers, Glassman held various clinical and leadership positions at NYU Langone Health, where she served as the senior vice president of patient care services and chief nursing officer for ten years.

Glassman was honored in 2019 as an inaugural fellow for the American Organization of Nurse Leaders. She is an alum of the Robert Wood Johnson Nurse Executive Fellow Program,  a Fellow in the New York Academy of Medicine, and a Fellow in the American Academy of Nursing.

Glassman received her PhD in 2007 and MA in 1987 from New York University College of Nursing and her BSN from Hunter College. She completed a Johnson & Johnson Wharton Fellowship in Management for Nurse Executives at the University of Pennsylvania.

PhD - New York University College of Nursing (2007)
MA - New York University College of Nursing (1987)
BS - Hunter College of the City University of New York (1984)
Diploma - Massachusetts General Hospital School of Nursing (1976)

Nursing education
Nursing administration
Health Policy


The Impact of the Early COVID-19 Pandemic on Registered Nurses’ Intent to Stay in Nursing

Yu, G., Kovner, C. T., Glassman, K., Devanter, N. V., Ridge, L. J., & Raveis, V. H. (2023). Policy, Politics, and Nursing Practice, 24(3), 168-177. 10.1177/15271544231160694
The COVID-19 pandemic has been difficult for registered nurses. Media reports, most of them anecdotal, have reported upticks in nurse resignations, and plans to resign and/or leave nursing due to COVID-19. This article reports findings from an online anonymous 95-item survey completed by about 1,600 nurses from a New York City metropolitan area health system's (HS) four hospitals and ambulatory care centers about their COVID-19 experience in the spring of 2020, their intent to stay at the HS, and their intent to stay working as a nurse. Conducted early in the pandemic, this survey addresses a major gap in the literature, as there was no timely evaluation of nurses’ intent to leave during the “Great Attrition” wave or to stay during the “Great Attraction” trend. Among those nurses completing the survey, 85.7% reported that they planned to work as a nurse one year later and 77.9% reported that they planned to work at the HS one year later. Those nurses who obtained a master’s or doctoral degree as their first professional degree in nursing, or had a high level of mastery, were less likely to report an intent to stay at the HS. Those with no children, those who thought the HS was more supportive, and those who thought that registered nurse–medical doctor relations were higher were more likely to intend to stay at the HS. Those nurses who reported worse communication with their nurse manager were less likely to report an intent to stay in nursing. Those who reported lower stress, who were unmarried and had no children were more likely to intend to work as nurses. Our findings on nurses’ intent to leave their organization and their intent to leave nursing are much lower than reports in the popular press. Our data were collected early in the pandemic and it may not reflect the accumulated stress nurses experienced from witnessing the death of so many patients.

A comparative study of PhD and DNP nurses in an integrated health care system

Rosenfeld, P., Glassman, K., Vetter, M. J., & Smith, B. (2022). Nursing Outlook, 70(1), 145-153. 10.1016/j.outlook.2021.07.010
Background: A vast literature exists on doctorally-prepared RNs in academia, but little is known about those in practice settings. Purpose: The purpose of this study was to explore demographic, educational, and employment characteristics, as well as practice patterns and professional accomplishments of doctorally-prepared RNs in one practice setting. Methods: Survey of approximately 100 doctorally-prepared RNs in an integrated health system were surveyed. Discussion: Doctors of Nursing Practice (DNPs) outnumber PhDs three to one in the institution. Several statistically significant differences exist between them: DNPs are younger and most likely hold advanced practice nursing positions; PhDs are 10 years older and more likely hold administrative or leadership positions. Little evidence exists that neither nurses nor administrators understand the skills and knowledge that doctorally-prepared RNs bring to the organization. This is particularly true for DNPs who predominantly hold clinical positions also held by master's-prepared RNs. Conclusion: Advocates for continued growth of DNPs in academia and practice should partner more closely to clarify the skills and talents that doctorally-prepared nurses bring to clinical settings.

The psychosocial impact on frontline nurses of caring for patients with COVID-19 during the first wave of the pandemic in New York City

Kovner, C., Raveis, V. H., Van Devanter, N., Yu, G., Glassman, K., & Ridge, L. J. (2021). Nursing Outlook, 69(5), 744-754. 10.1016/j.outlook.2021.03.019
Background: Infectious disease pandemics, such as COVID-19, have dramatically increased in the last several decades. Purpose: To investigate the personal and contextual factors associated with the psychological functioning of nurses responding to COVID in the New York City area. Method: Cross sectional data collected via a 95-item internet-based survey sent to an email list of the 7,219 nurses employed at four hospitals. Findings: 2,495 nurses responded (RR 35%). The more that nurses cared for COVID patients as well as experienced home-work conflict and work-home conflict the higher the nurses' depression and anxiety. When asked what has helped the nurses to carry out their care of patients the most common responses were support from and to co-workers, training in proper PPE, and support from family/friends. Discussion: Understanding the potential triggers and vulnerability factors can inform the development of institutional resources that would help minimize their impact, reducing the risk of psychological morbidity.

Psychosocial resilience: Challenges and facilitators for nurses from four New York City hospitals responding to the first wave of COVID-19, spring 2020: Qualitative findings from a mixed-methods study

Devanter, N. V., Raveis, V. H., Kovner, C., Glassman, K., Yu, G., & Ridge, L. J. (2021). Journal of Emergency Management, 19(9), 147-158. 10.5055/jem.0619
Frontline workers are at great risk of significant mental health challenges as a result of responding to large-scale disasters. We conducted a mixed-methods study to identify the challenges experienced and the resources nurses drew upon during this first phase of the COVID-19 pandemic in the spring of 2020 in New York City (NYC). The qualitative data presented here are on 591 nurse participants in the qualitative arm of the study. Responses to qualitative questions were reviewed by one of the investigators to identify emerging themes. Two qualitative researchers used both deductive (guided by the Resilience Theory) and inductive approaches to analysis. Challenges identi fied by nurses included concerns about well-being and health risk; mental health symptoms such as depres sion, anxiety, and difficulty sleeping; fears about the ability to care for patients with severe life-threatening symptoms; and home-work challenges such as risk to family and friends; and lack of availability of institutional resources, particularly, personal protec tive equipment (PPE). Facilitators of resilience were institutional resources and support available; social support from coworkers, friends, and family; and positive professional identity. Recommendations for promoting resilience in future disaster/pandemic responses included clarification of disaster-related professional responsibilities, integration of disaster preparedness into professional education, and engage ment of nurses/frontline workers in preparation plan ning for disasters.

Using a Mentorship Approach to Address the Underrepresentation of Ethnic Minorities in Senior Nursing Leadership

Brown-Deveaux, D., Jean-Louis, K., Glassman, K., & Kunisch, J. (2021). Journal of Nursing Administration, 51(3), 149-155. 10.1097/NNA.0000000000000986
Healthcare organizations must be intentional and purposeful in creating diversity programs. A nursing leader mentorship program for racial and ethnic minority nurse managers was introduced at a large academic medical center to meet this need. The program design was based on the successful Leadership Institute for Black Nurses, first conducted at a university school of nursing. The participants in the 4-month program were 16 nurse managers from 2 city hospitals and their mentors.

Evaluating the NICHE program in an Academic Medical Center: Uncovering the missing link between training and effective practice change in the care of older adults

Rosenfeld, P., & Glassman, K. S. (2019). Applied Nursing Research, 49, 13-18. 10.1016/j.apnr.2019.07.003
Purpose: This paper recounts the history and experiences of one academic medical center that sought to improve the care of elderly patients by adopting and adapting the Geriatric Resource Nurse (GRN) model recommended by the Nurses Improving the Care of Healthsystem Elderly (NICHE) program. A formal evaluation examined the perceptions, opinions and attitudes of non-GRN nursing peers, Nurse Managers (NMs) and members of the Inter-Professional Advisory Board (IAB) regarding GRN practices and the institution's NICHE program. Design: A qualitative research design with purposive sampling was utilized. Methods: Semi-structured interviews and focus groups conducted in the fall/winter 2017 were analyzed using standard content analysis methods of isolating and grouping contextual themes without a predefined framework. Findings: The institution's GRN training program, a hybrid of the national NICHE program and organization-developed components, has strong support among NMs, members of the IAB and other RNs. However, there exist many misconceptions, erroneous information and misunderstandings about the program and the roles and expectations of GRNs that have hindered the likelihood of producing desired outcomes. Conclusions: Training GRNs was insufficient in disseminating and implementing evidenced-based geriatric practices in this hospital. Future work in this area would benefit from integrating concepts and methods from dissemination and implementation science when developing, launching, and sustaining NICHE programs. Clinical relevance: Integrating principles and models of dissemination and implementation science can increase consistent use of evidence based practices and the likelihood of improved geriatric patient outcomes in NICHE hospitals.

A Purposeful Approach to Articulate and Enhance Nursing Influence Across Policy, Research, Education, Practice, Theory, Media, and Industry

Adams, J. M., Glassman, K., McCausland, M., Pappas, S., & Manges, K. (2019). Journal of Nursing Administration, 49(9), 397-399. 10.1097/NNA.0000000000000774

Assessing the perceptions and attitudes among geriatric resource nurses: Evaluating the NICHE program at a large academic medical center

Rosenfeld, P., Kwok, G., & Glassman, K. (2018). Gerontology and Geriatrics Education, 39(3), 268-282. 10.1080/02701960.2018.1428577
The national Nurses Improving Care for Healthsystem Elders (NICHE) program and the geriatric resource nurse (GRN) model promote training a geriatric nursing workforce to serve in hospitals and elsewhere. Literature exists on the NICHE program but this is the first to study the opinions, attitudes, and perceptions of GRNs in practice. Our organization’s hybrid GRN model, first adopted in 1999, combines materials from national NICHE program with homegrown resources and has GRNs practicing in a wide range of clinical specialties. This descriptive study, using survey design and administrative data, examined GRNs trained prior to 2017 to assess their (i) demographic, employment, and other characteristics; (ii) satisfaction with components of training program; (iii) ability to apply new knowledge and skills in practice; (iv) perceived support from leadership; and (v) perceived barriers encountered. Program outcomes, such as completion rates and workplace satisfaction, as well as areas for improvement and recommendation for future research, are also discussed.

Nurse manager learning agility and observed leadership ability: A case study

Glassman, K. S., & Withall, J. (2018). Nursing Economics, 36(2), 74-82.
Successful nurse leaders produce the best outcomes. Identifying potential nurse leaders in existing nursing management teams becomes a critical task for the future growth and development of the organization. Learning agility (LA) is a concept that has been used to predict potential for leadership in several fields, but has not been explored in a nursing population. This pilot study and organization case example provide a baseline for how LA can be used in nursing to identify areas for development, performance improvement, and predict success in a leadership role. LA can be used as a vehicle for talent management or as a conceptual grounding for leadership development programs.

Participating in a Multisite Study Exploring Operational Failures Encountered by Frontline Nurses: Lessons Learned

Melnyk, H., Rosenfeld, P., & Glassman, K. S. (2018). Journal of Nursing Administration, 48(4), 203-208. 10.1097/NNA.0000000000000600
This article describes our experience participating in a multisite collaborative study involving frontline nurses and operational failures (OFs). We encountered a range of challenges conducting the study as proposed by the study's coordinating center (CC), which hindered our ability to meet our goals and objectives. We identified 3 general areas in which our expectations and actual experience diverged: 1) research resources, design, and methods; 2) CC communications and deliverables; and 3) influencing organizational change. Nurse executives considering collaborative research or assessing methods to engage clinical nurses in organizational improvements will benefit from our experience.