Sean Clarke

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This book explores the various features of work environments that affect nurses' experiences of their work, their interactions with co-workers and patients, and ultimately health care quality and patient outcomes. Using a broad and comprehensive approach, the authors identify the most extensively researched and best-understood concepts in the field and presents a critical and up-to-date review of the evidence regarding causes and effects of work environment features. It then presents evidence regarding organizational interventions aimed at broad ranges of clinical practices and outcomes, such as team-based interventions and management practices to improve practice climate. The ideas, approaches, and evidence are presented by a team of researchers and experienced practitioner/leaders; taken together, they form a state-of-the-science toolkit. Unique features of this book include a systematic presentation of best practices in nursing and healthcare leadership, along with the conceptual grounding and empirical support for these approaches, and extensive demonstrations of how these practices, many of which originated in North America, apply to European contexts.

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A 10-year research program systematically examined organizational features of nurses' workplaces in relation to nurse and patient outcomes. Its major results have been published in peer-reviewed international journals and presented here with replicated analyses and largely new datasets. First, a set of measures of nurse practice environment features and nurse work characteristics such as workload, decision latitude, and social capital along with burnout and work engagement as well as nurses' self-assessed job outcomes and quality of care was developed. These were examined in various populations of nurses such as those working in acute care hospitals and in long-term facilities. Secondly, models to explain associations between these selected variables were developed and tested in samples of acute hospital nurses. Thirdly, multilevel analyses of the associations between these variables confirmed that the phenomenon of organizational influences on work experiences occurred not only at the individual level but also at the team level in various study populations and across healthcare domains. Next, a longitudinal study design was set up to investigate the impact of planned transformations in the hospital organization as well as the implementation of the Productive Ward-Releasing Time to Care program aimed at strengthening practice environments and outcomes in a university hospital. Finally, a phenomenological study was undertaken to examine staff nurse and nurse manager perceptions and experiences of structural empowerment and the extent to which structural empowerment supports high-quality patient care. In addition, an explanatory sequential mixed methods design blended qualitative study results regarding staff nurses' experiences and perceptions of workload with prior quantitative results regarding structural empowerment to explain and interpret the findings of both models.

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Objective: To examine differences in the quality of care provided by primary care nurse practitioners (PCNPs), primary care physicians (PCMDs), or both clinicians. Data Sources: Medicare part A and part B claims during 2012-2013. Study Design: Retrospective cohort design using standard risk-Adjustment methodologies and propensity score weighting assessing 16 claims-based quality measures grouped into 4 domains of primary care: chronic disease management, preventable hospitalizations, adverse outcomes, and cancer screening. Extraction Methods: Continuously enrolled aged, disabled, and dual eligible beneficiaries who received at least 25% of their primary care services from a random sample of PCMDs, PCNPs, or both clinicians. Principal Findings: Beneficiaries attributed to PCNPs had lower hospital admissions, readmissions, inappropriate emergency department use, and low-value imaging for low back pain. Beneficiaries attributed to PCMDs were more likely than those attributed to PCNPs to receive chronic disease management and cancer screenings. Quality of care for beneficiaries jointly attributed to both clinicians generally scored in the middle of the PCNP and PCMD attributed beneficiaries with the exception of cancer screening. Conclusions: The quality of primary care varies by clinician type, with different strengths for PCNPs and PCMDs. These comparative advantages should be considered when determining how to organize primary care to Medicare beneficiaries.

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Purpose: While professional nursing, like other health professions, has a recognized educational base and a legal scope of practice that is remarkably consistent across societies, there are important variations even within the same institution or organization in the extent to which professional nurses engage in the full range of activities for which they are qualified. There has been limited study of enacted (actual) scope of nursing practice (ESOP) or of its impacts on nurse job outcomes, such as job satisfaction. The aim of this study is to measure ESOP, as well as its predictors and impact on job satisfaction, in a specialty university-affiliated tertiary referral center in one of the few remaining jurisdictions outside the United States that continue to educate registered nurses at multiple educational levels. Methods: This was a correlational cross-sectional design using structural equation modeling. Self-administered questionnaires were completed by 301 registered nurses holding permanent positions in specific clinical areas for 6 months or longer in a pediatric hospital in the province of Quebec, Canada. Findings: ESOP or actual scope of practice was low—on average, nurses applied the range of skills within their theoretical scopes of practice only occasionally or “less than frequently” in their daily work (3.21 out of a possible 6 points). ESOP was strongly related to decision latitude (β = 0.319; p =.012), role ambiguity (β = 0.297; p =.011), and role overload (β = 0.201; p =.012). The personal characteristics that exerted the greatest direct influence on ESOP were education level (β = 0.128; p =.015) and growth need strength (β = 0.151; p =.008). Results also showed that ESOP exerts a direct positive influence on nurses’ job satisfaction (β = 0.118; p =.006). Structural equation modeling analyses revealed a good fit of the data to the hypothesized conceptual model (χ²/df ratio index = 1.68, root mean square error of approximation = 0.049, confirmatory fit index = 0.985). Conclusions: Specific aspects of nurses’ jobs are closely related to ESOP. ESOP is limited by certain job and personal characteristics and appears to affect nurses’ job satisfaction. Clinical Relevance: Results suggest that ESOP might be improved by adjusting nursing job characteristics and practice environments and that expanding ESOP increases nurse job satisfaction and may improve other health system outcomes as well.

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