Journal Articles

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Articles. Typically the realization of research papers reporting original research findings published in a journal issue. (URI: http://purl.org/coar/resource_type/c_6501) Item types include:

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Now showing 1 - 11 of 11

A theory-based primary health care intervention for women who have left abusive partners.
(2011) Ford-Gilboe, Marilyn; Merritt-Gray, Marilyn; Varcoe, Colleen; Wuest, Judith
Although intimate partner violence is a significant global health problem, few tested interventions have been designed to improve women's health and quality of life, particularly beyond the crisis of leaving. The Intervention for Health Enhancement After Leaving is a comprehensive, trauma informed, primary health care intervention, which builds on the grounded theory Strengthening Capacity to Limit Intrusion and other research findings. Delivered by a nurse and a domestic violence advocate working collaboratively with women through 6 components (safeguarding, managing basics, managing symptoms, cautious connecting, renewing self, and regenerating family), this promising intervention is in the early phases of testing.
An Umbrella Review of Clinical Practice Guidelines for the Management of Patients with Hip Fractures and a Synthesis of Recommendations for the Pre-Operative Period
(WIley, 2018) Filiatreault, Sarah; Hodgins, Marilyn; Witherspoon, Richelle
Cumulative Lifetime Violence Severity and Chronic Pain in a Community Sample of Canadian Men
(Oxford University Press, 2021) Wuest, Judith; O’Donnell, Sue; Scott-Storey, Kelly; Malcolm, Jeannie; Vincent, Charlene, D.; Taylor, Petrea
Objective: To create a descriptive profile of chronic pain severity in men with lifetime cumulative violence histories as target and/or perpetrator and investigate how chronic pain severity is associated with, and predicted by lifetime cumulative violence severity and known determinants of chronic pain. Methods: Analysis of variance and binary logistic regression using data collected in an online survey with a community convenience sample of 653 men who reported experiences of lifetime violence. Results: Prevalence of high intensity/high disability pain in men with lifetime violence was 35.8%. Total Cumulative Lifetime Violence Severity (CLVS)-44 scores were significantly associated with high intensity/high disability chronic pain measured by the Chronic Pain Grade Scale (OR = 8.40). In a model with 10 CLVS-44 subscales scores, only psychological workplace violence as target (aOR = 1.44) and lifetime family physical violence as target (aOR = 1.42) significantly predicted chronic pain severity. In a multivariate model, chronic pain severity was predicted by CLVS-44 total score (aOR = 2.69), age (aOR = 1.02), injury with temporary impairment (aOR = 1.99), number of chronic conditions (aOR = 1.37) and depressive symptoms ((aOR = 1.03). Conclusion: The association between lifetime cumulative violence severity and chronic pain severity in men is important new information suggesting the need for trauma- and violence-informed approaches to assessment and intervention with men. This is the first analysis using CLVS-44 subscales to understand which configurations of lifetime cumulative violence may be most predictive of chronic pain severity; further investigation is needed to confirm these findings. Keywords: cumulative lifetime violence severity, chronic pain severity, psychological workplace violence, gender, perpetration, victimization
Feasibility of the Diabetes and Technology for Increased Activity (DaTA) Study: A Pilot Intervention in High-Risk Rural Adults
(Human Kinetics Journals, 2014) Read, Emily
Background: Rural Canadians are at increased risk of metabolic syndrome. Physical inactivity is a primary target for preventing and reversing metabolic syndrome. Adherence to lifestyle interventions may be enhanced using cell phones and self-monitoring technologies. This study investigated the feasibility of a physical activity and self-monitoring intervention targeting high-risk adults in rural Ontario. Methods: Rural adults (n = 25, M=57.0 ± 8.7 years) with ≥2 criteria for metabolic syndrome participated in an 8-week stage-matched physical activity and self-monitoring intervention. Participants monitored blood glucose, blood pressure, weight, and physical activity using self-monitoring devices and BlackberryTM Smart phones. VO2max, stage of change, waist circumference, weight, blood lipids, and HbA1c were measured at weeks 1, 4, and 8. Results: Adherence to self-monitoring was >94%. Participants’ experiences and perceptions of the technology were positive. Mean stage of change increased 1 stage, physical activity increased 26%, and predicted VO2max increased 17% (p<0.05). Significant changes in weight, waist circumference, diastolic blood pressure, LDL cholesterol, and total cholesterol were found. Conclusions: This stage-matched technology intervention for increased physical activity was feasible and effective. Keywords: Metabolic syndrome, physical activity, cardiovascular health, technology, ruralhealth
How do authentic, empowering leaders influence new graduate nurses’ burnout development, job satisfaction, and quality of care? Examining the role of short-staffing and work-life interference
(Wiley, 2017) Boamah, Sheila A.; Read, Emily A.; Laschinger, Heather K. Spence
Aim: To test a hypothesized model linking new graduate nurses’ perceptions of their manager’s authentic leadership behaviours to structural empowerment, short-staffing, and work-life interference, and subsequent burnout, job satisfaction, and patient care quality. Background: Authentic leadership and structural empowerment have been shown to reduce early career burnout among nurses. Short-staffing and work-life interference are also linked to burnout and may help explain the impact of positive, empowering leadership on burnout, which in turn influences job satisfaction and patient care quality. Design: A time-lagged study of Canadian new graduate nurses was conducted. Methods: At Time 1, surveys were sent to 3,743 nurses (November 2012 to March 2013) and 1,020 were returned (27.3% response rate). At Time 2 (May to July 2014), 406 nurses who responded at Time 1 completed surveys (39.8% response rate). Descriptive analysis was conducted in SPSS. Structural equation modeling in Mplus was used to test the hypothesized model. Results: The hypothesized model was supported. Authentic leadership had a significant positive effect on structural empowerment, which in turn, decreased both short-staffing and work-life interference. Short-staffing and work-life imbalance subsequently resulted in nurse burnout, lower job satisfaction, and lower patient care quality one year later. Conclusion: The findings suggest that short-staffing and work-life interference are important factors influencing new graduate nurse burnout. Developing nurse managers’ authentic leadership behaviours and working with them to create and sustain empowering work environments may help reduce burnout, increase nurse job satisfaction and improve patient care quality.
New nurses’ perceptions of professional practice behaviours, quality of care, job satisfaction and career retention
(Wiley, 2016) Laschinger, Heather K. Spence; Zhu, Junhong; Read, Emily
Aim: To test a model examining the effects of structural empowerment and support for professional practice on new graduate nurses’ perceived professional practice behaviours, perceptions of care quality, and subsequent job satisfaction and career turnover intention. Background: The Nursing Worklife Model describes the relationship between environmental factors that support nursing practice and nurse and patient outcomes. The influence of support for professional practice on new nurses’ perceptions of professional nursing behaviours within this model has yet to be tested. Method: Structural equation modeling in Amos software was used to analyze data from a national survey of new graduate nurses across Canada (n = 393). Findings: The model fit the data reasonably well: χ² (124) = 360.054, χ/df=2.904, CFI=. 913, IFI=. 914, RMSEA=.070. The results supported our hypothesized model. The professional practice behaviours, as an individual contributor, mediated the relationship between organizational empowerment, support for professional practice and quality of care, which in turn negatively associated with career turnover intention among new nurses. All paths in the model were significant. Conclusion: The results suggest that job satisfaction and career retention of new nurses are related to their perceptions of work environment factors that support their professional practice behaviours and high quality care. Implications for nursing managers: To diminish nurse job dissatisfaction and intention of career turnover, and to enable them to deliver high quality patient care, nurse managers need to encourage individual professional behaviours, and employ organizational empowerment strategies to support nurses’ professional practice. Keywords: empowerment, nursing, professional practice behaviours, patient care quality, job satisfaction, career turnover
The effects of authentic leadership and occupational coping self-efficacy on new graduate nurses’ burnout and mental health: A cross-sectional study
(Elsevier, 2015) Laschinger, Heather K. Spence; Borgogni, Laura; Consiglio, Chiara; Read, Emily
Background – New nurse burnout has personal and organizational costs. The combined effect of authentic leadership, person-job fit within areas of worklife, and occupational coping self-efficacy on new nurses’ burnout and emotional wellbeing has not been investigated. Objectives - This study tested a model linking authentic leadership, areas of worklife, occupational coping self-efficacy, burnout, and mental health among new graduate nurses. We also tested the validity of the concept of interpersonal strain at work as a facet of burnout. Design – A cross-sectional national survey of Canadian new graduate nurses was conducted. Participants – Registered nurses working in direct patient care in acute care settings with less than 3 years of experience were selected from provincial registry databases of 10 Canadian provinces. A total of 1009 of 3743 surveyed new graduate nurses were included in the final sample (useable response rate 27%). Methods - Participants received a mail survey package that included a letter of information, study questionnaire, and a $2 coffee voucher. To optimize response rates non-responders received a reminder letter four weeks after the initial mailing, followed by a second survey package four weeks after that. Ethics approval was obtained from the university ethics board prior to starting the study. Descriptive statistics and scale reliabilities were analyzed. Structural equation modeling with maximum likelihood estimation was used to test the fit between the data and the hypothesized model and to assess the factor structure of the expanded burnout measure. Results - The hypothesized model was an acceptable fit for the data (χ2 (164) = 1221.38; χ2 ratio =7.447; CFI =.921; IFI =.921; RMSEA =.08). All hypothesized paths were significant. Authentic leadership had a positive effect on areas of worklife, which in turn had a positive effect on occupational coping self-efficacy, resulting in lower burnout, which was associated with poor mental health. Conclusions - Authentic leaders may play an important role in creating positive working conditions and strengthening new nurses’ confidence that help them cope with job demands, thereby protecting them from developing burnout and poor mental health. Leadership training to develop supervisors’ authentic leadership skills may promote the development of person-job fit, thereby increasing occupational self-efficacy and new nurses’ wellbeing. Keywords: authentic leadership, areas of worklife, new graduate nurses, occupational coping self-efficacy, burnout, mental health
The influence of authentic leadership and empowerment on nurses’ relational social capital, mental health, and job satisfaction over the first year of practice
(Wiley, 2015) Read, Emily A.; Laschinger, Heather K.S.
Aims: To examine a theoretical model testing the effects of authentic leadership, structural empowerment, and relational social capital on the mental health and job satisfaction of new graduate nurses over the first year of practice. Background: Relational social capital is an important interpersonal organizational resource that may foster new graduate nurses’ workplace wellbeing and promote retention. Evidence shows that authentic leadership and structural empowerment are key aspects of the work environment that support new graduate nurses, however the mediating role of relational social capital has yet to be explored. Design: A longitudinal survey design was used to test the hypothesized model. Methods: One hundred ninety-one new graduate nurses in Ontario with <2 years of experience completed mail surveys in Jan-March 2010 and 1 year later in 2011. Path analysis using structural equation modeling was used to test the theoretical model. Results: Participants were mostly female, working full-time in medicine/surgery or critical care. All measures demonstrated acceptable reliability and validity. Path analysis results supported our hypothesized model; structural empowerment mediated the relationship between authentic leadership and nurses’ relational social capital, which in turn had a negative effect on mental health symptoms and a positive effect on job satisfaction. All indirect paths in the model were significant. Conclusion: By creating structurally empowering work environments, authentic leaders foster relational social capital among new graduate nurses leading to positive health and retention outcomes
The process, outcomes, and challenges of feasibility studies conducted in partnership with stakeholders: A health intervention for women survivors of intimate partner violence
(2015) Wuest, Judith; Merritt-Grey, Marilyn; Dubé, Norma; Hodgins, Marilyn J.; Malcolm, Jeannie; Majerovich, Jo Ann; Scott-Storey, Kelly; Ford-Gilboe, Marilyn; Varcoe, Colleen
Feasibility studies play a crucial role in determining whether complex, community-based interventions should be subject to efficacy testing. Reports of such studies often focus on efficacy potential but less often examine other elements of feasibility, such as acceptance by clients and professionals, practicality, and system integration, which are critical to decisions for proceeding with controlled efficacy testing. Although stakeholder partnership in feasibility studies is widely suggested to facilitate the research process, strengthen relevance, and increase knowledge transfer, little is written about how this occurs or its consequences and outcomes. We began to address these gaps in knowledge in a feasibility study of a health intervention for women survivors of intimate partner violence (IPV) conducted in partnership with policy, community and practitioner stakeholders. We employed a mixed-method design, combining a single-group, pre-post intervention study with 52 survivors of IPV, of whom 42 completed data collection, with chart review data and interviews of 18 purposefully sampled participants and all 9 interventionists. We assessed intervention feasibility in terms of acceptability, demand, practicality, implementation, adaptation, integration, and efficacy potential. Our findings demonstrate the scope of knowledge attainable when diverse elements of feasibility are considered, as well as the benefits and challenges of partnership. The implications of diverse perspectives on knowledge transfer are discussed. Our findings show the importance of examining elements of feasibility for complex community-based health interventions as a basis for determining whether controlled intervention efficacy testing is justified and for refining both the intervention and the research design.
Transition experiences of new graduate nurses from accelerated and traditional nursing programs
(Elsevier, 2017) Read, Emily; Laschinger, Heather K.S.
Background: With increasing numbers of new graduate nurses from accelerated nursing programs entering the workforce, it is important to understand their transition experiences, as they may differ from those of traditional graduates. Objectives: The aim of this study was to describe and compare the intrapersonal resources, transition experiences, and retention outcomes of these two groups. Design: A descriptive cross-sectional comparison study was conducted. Participants: A random sample of 3655 registered nurses with < 3 years of nursing experience were invited to participate from across Canada; 1020 responded (27.9%). The final sample included 230 nurses from accelerated programs and 768 from four-year programs (total n = 998). Methods: Following ethics approval, participants were mailed a questionnaire to their home address. One month later non-responders were sent a reminder letter, followed by a second questionnaire one month later (January to March, 2013). Descriptive statistics were conducted using SPSS. Group differences were assessed using independent samples t-tests for continuous variables and χ2 tests for categorical variables. Results: Overall, there were few significant differences between new graduate nurses from accelerated and traditional programs. Nurses in both groups had high levels of intrapersonal resources, positive transition experiences, were satisfied with their jobs and their choice of nursing as a career, and their intentions to leave were low. Conclusions: All new graduate nurses need to have a strong educational preparation and transition support, regardless of their age and previous work and career experiences.
Workplace social capital in nursing: an evolutionary concept analysis
(Wiley, 2014) Read, Emily A.
Aim: To report an analysis of the concept of nurses’ workplace social capital. Background: Workplace social capital is an emerging concept in nursing with potential to illuminate the value of social relationships at work. A common definition is needed. Design: Concept analysis Data sources: The Cumulative Index to Nursing and Allied Health Literature, PubMed, PsychINFO, and ProQuest Nursing. Review methods: Databases were systematically searched using the keywords: workplace social capital, employee social capital, work environment, social capital, and nursing published between January 1937 and November 2012 in English that described or studied social capital of nurses at work were included. A total of 668 resources were found. After removing 241 duplicates, literature was screened in two phases: 1) titles and abstracts were reviewed (n = 427), and 2) remaining data sources were retrieved and read (n = 70). Eight sources were included in the final analysis. Results: Attributes of nurses’ workplace social capital included networks of social relationships at work, shared assets, and shared ways of knowing and being. Antecedents were communication, trust, and positive leadership practices. Nurses’ workplace social capital was associated with positive consequences for nurses, their patients, and healthcare organizations. Conclusion: Nurses’ workplace social capital is defined as nurses’ shared assets and ways of being and knowing that are evident in and available through nurses’ networks of social relationships at work. Future studies should examine and test relationships between antecedents and consequences of nurses’ workplace social capital in order to better understand this important aspect of healthy professional practice environments.

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