Maja Djukic

Maja Djukic


Assistant Professor

1 212 998 5300

433 First Avenue
Room 646
New York, NY 10010
United States

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Professional overview

Maja Djukic, PhD, RN is an Assistant Professor at Rory Meyers College of Nursing at New York University. She studies workforce determinants of health care quality and teaches quality improvement and evidence-based practice to doctoral students. Her research, published in over 25 data-based, peer-reviewed publications, is funded by the Robert Wood Johnson Foundation, Josiah Macy Jr. Foundation, American Organizational of Nursing Executives, and National Council of State Boards of Nursing Center for Regulatory Excellence. She serves on the editorial board of Health Care Management Review and holds a leadership role at the Academy Health Interdisciplinary Research Group on Nursing Issues.

PhD New York University, 2009
MS in Nursing Education, New York University, 2006
BS in Biology, Northeastern State University, 2003
AS in Nursing, Tulsa Community College, 1999
Honors and awards
Rising Star Research Award, Eastern Nursing Research Society (2013)
Rising Star Award, New York University Alumni Association, 2011 (2011)
Nursing workforce
Professional membership
Academy Health
American Organization of Nurse Executives
American Nurses Association

Improvements in Educational Preparedness for Quality and Safety

Djukic, M., Kovner, C.T., Brewer, C.S., Fatehi, F.K., Bernstein, I., & Aidarus, N. (2015). Journal of Nursing Regulation 4, (15-21). 10.1016/s2155-8256(15)30152-6 Elsevier BV.

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, (12-9; quiz 20-1). 10.3928/00220124-20121115-68

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.

NYU3T: teaching, technology, teamwork: a model for interprofessional education scalability and sustainability.

Djukic, M., Fulmer, T., Adams, J. G., Lee, S., & Triola, M. M. (2012). The Nursing clinics of North America 47, (333-46). 10.1016/j.cnur.2012.05.003

Interprofessional education is a critical precursor to effective teamwork and the collaboration of health care professionals in clinical settings. Numerous barriers have been identified that preclude scalable and sustainable interprofessional education (IPE) efforts. This article describes NYU3T: Teaching, Technology, Teamwork, a model that uses novel technologies such as Web-based learning, virtual patients, and high-fidelity simulation to overcome some of the common barriers and drive implementation of evidence-based teamwork curricula. It outlines the program's curricular components, implementation strategy, evaluation methods, and lessons learned from the first year of delivery and describes implications for future large-scale IPE initiatives.

Original research: New nurses: has the recession increased their commitment to their jobs?

Brewer, C. S., Kovner, C. T., Yingrengreung, S., & Djukic, M. (2012). The American journal of nursing 112, (34-44; quiz 59,45). 10.1097/01.NAJ.0000412637.63022.d4

Current evidence suggests that the economic recession has induced retired RNs to reenter nursing and working nurses to work more hours and delay retirement, thus easing the projected RN shortage. We wondered whether the economic downturn had affected new nurses' work attitudes and behaviors, including those related to turnover.

Predictors of actual turnover in a national sample of newly licensed registered nurses employed in hospitals.

Brewer, C. S., Kovner, C. T., Greene, W., Tukov-Shuser, M., & Djukic, M. (2012). Journal of advanced nursing 68, (521-38). 10.1111/j.1365-2648.2011.05753.x Wiley-Blackwell.

This paper is a report of a study of factors that affect turnover of newly licensed registered nurses in United States hospitals.

Newly Licensed RNs Describe What They Like Best about Being a Nurse.

Djukic, M., Pellico, L. H., Kovner, C. T., & Brewer, C. S. (2011). Nursing research and practice 2011, (968191). 10.1155/2011/968191

About 25% of newly licensed registered nurses (NLRNs) leave their first job within two years, but only 2% leave the nursing profession in this same timeframe. Therefore, the researchers sought to discover what new nurses like best about being a nurse, in hopes of gaining information that might help facilities to reduce turnover rates. Data were collected between January and March 2009 from 1,152 NLRNs licensed in 15 US states. Krippendorff's method was used to analyze survey responses. Five themes emerged: "providing holistic patient care," "having an autonomous and collaborative practice," "using diverse knowledge and skills to impact patient outcomes," "receiving recognition," and "having a job that is secure and stimulating." Strategies are discussed that organizations might employ in helping NLRNs to realize what they best like about their work, which might lead to improved retention rates.

Overlap of registered nurse and physician practice: implications for U.S. health care reform.

Djukic, M., & Kovner, C. T. (2010). Policy, politics & nursing practice 11, (13-22). 10.1177/1527154410365564

This review offers an analysis of practice overlap between physicians and registered nurses (RNs) who are not advanced practice nurses. Additionally, it spotlights opportunities for expanding traditional professional boundaries to establish novel care delivery models. The examples of RN role expansion offer a beginning for discussion regarding how the health professionals' knowledge and skills can be best used in designing an effective and efficient health care system. Although limited data exist on cost effectiveness and workload implications of the novel care delivery models, policy makers can use the findings of this review to begin to inform U.S. health care reform.

Newly licensed RNs' characteristics, work attitudes, and intentions to work.

Kovner, C. T., Brewer, C. S., Fairchild, S., Poornima, S., Kim, H., & Djukic, M. (2007). The American journal of nursing 107, (58-70; quiz 70-1). 10.1097/01.NAJ.0000287512.31006.66

In an effort to better understand turnover rates in hospitals and the effect of new nurses on them, this study sought to describe the characteristics and attitudes toward work of newly licensed RNs, a population important to both the nursing profession and the health care system.

A comparison of second-degree baccalaureate and traditional-baccalaureate new graduate RNs: implications for the workforce.

Brewer, C. S., Kovner, C. T., Poornima, S., Fairchild, S., Kim, H., & Djukic, M. Journal of professional nursing : official journal of the American Association of Colleges of Nursing 25, (5-14). 10.1016/j.profnurs.2007.12.003

The purpose of this study was to describe the differences between traditional-baccalaureate graduates (TBGs) who had a baccalaureate degree in nursing and no other academic degree or diploma and second-degree baccalaureate graduates (SDGs) who had both a baccalaureate degree in nursing and a baccalaureate or higher degree in a field other than nursing. Using a sample of 953 newly licensed registered nurses (NLRNs), we compared SDGs and TBGs on demographic and work characteristics, including attitudes toward work, intent to stay in their current job, and whether they are searching for a job. TBGs worked slightly more hours per week and were more likely to provide direct care. SDGs were more likely to plan to stay indefinitely in their first job and were less uncertain of plans to stay. SDGs experienced higher family-work conflict and lower workgroup cohesion. Full-time SDGs earn over $2,700 more income per year. Potential explanations for the salary difference are the greater human capital that SDGs bring to the job and their older age. Understanding the workforce productivity of these two groups is important for both organizational planning and policy for recruitment and retention.

Charting the course for nurses' achievement of higher education levels.

Kovner, C. T., Brewer, C., Katigbak, C., Djukic, M., & Fatehi, F. Journal of professional nursing : official journal of the American Association of Colleges of Nursing 28, (333-43). 10.1016/j.profnurs.2012.04.021

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.

Early-career registered nurses' participation in hospital quality improvement activities.

Djukic, M., Kovner, C. T., Brewer, C. S., Fatehi, F. K., & Bernstein, I. Journal of nursing care quality 28, (198-207). 10.1097/NCQ.0b013e31827c6c58

We surveyed 2 cohorts of early-career registered nurses from 15 states in the US, 2 years apart, to compare their reported participation in hospital quality improvement (QI) activities. We anticipated differences between the 2 cohorts because of the growth of several initiatives for engaging nurses in QI. There were no differences between the 2 cohorts across 14 measured activities, except for their reported use of appropriate strategies to improve hand-washing compliance to reduce nosocomial infection rates.

Physical work environment: testing an expanded model of job satisfaction in a sample of registered nurses.

Djukic, M., Kovner, C., Budin, W. C., & Norman, R. Nursing research 59, (441-51). 10.1097/NNR.0b013e3181fb2f25

The impact of personal, organizational, and economic factors on nurses' job satisfaction have been studied extensively, but few studies exist in which the effects of physical work environment--including perceptions of architectural, interior design, and ambient features on job satisfaction-are examined.

The nursing career process from application through the first 2 years of employment.

Kovner, C. T., & Djukic, M. Journal of professional nursing : official journal of the American Association of Colleges of Nursing 25, (197-203). 10.1016/j.profnurs.2009.05.002

The purpose of this analysis is to describe the attrition process from application to associate and baccalaureate basic RN programs through the first 2 years of work using estimates from best available nationally representative data. Results of the analysis show that although about 41,000 qualified applicants are not admitted to basic RN programs, most students (76.2%) who enroll in basic RN programs graduate, and most RN graduates who pass the National Council Licensure Examination stay in their first nursing job (73.8%) and nursing (97.9%) for at least 2 years. The results suggest that room for improvement exists for retention across educational and work settings, but the system appears to be most leaky at the point of admitting qualified applicants. Precise data about attrition from educational and employment settings are essential for resolving educational capacity and workforce retention issues, but precise data are difficult to obtain. A solution may be to assign each applicant a unique identifier.

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. Health care management review 38, (105-14). 10.1097/HMR.0b013e3182388cc3

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.