18^th International Conference on Nursing & Healthcare December 05-07, 2016
(10Plenary Forums - 1Event)
Dallas, Texas, USA

Karen Oehme, J.D. is the director of the Institute for Family Violence Studies and a Distinguished University Scholar at Florida State University, USA. She is an attorney and researcher specializing in trainings for professionals on issues related to intimate partner violence and child welfare. Her work includes a National Prevention Toolkit for Medical Professionals. (dvmedtraining.csw.fsu.edu). She also works with law enforcement agencies and child welfare agencies on prevention strategies.

Domestic violence, health care

Michael Frass has completed his M.D. at the age of 24 years from Medical University of Vienna. He is specialist for Internal Medicine and Internal Intensive Care Medicine. Dr. Frass is the Director of the Outpatients Unit “Homeopathy in malignant disease” at the Medical University of Vienna. He has published almost 200 papers in reputed journals and has invented the Combitube as an emergency airway.

The use of complementary and alternative medicine has increased over the past decade. The aim of this study was to evaluate whether homeopathy influenced global health status and subjective wellbeing when used as an adjunct to conventional cancer therapy. In this pragmatic randomized controlled trial, 410 patients, who were treated by standard anti-neoplastic therapy, were randomized to receive or not receive classical homeopathic adjunctive therapy in addition to standard therapy. The study took place at the Medical University of Vienna, Department of Medicine I, Clinical Division of Oncology. The main outcome measures were global health status and subjective wellbeing as assessed by the patients. At each of three visits (one baseline, two follow-up visits), patients filled in two different questionnaires. 373 patients yielded at least one of three measurements. The improvement of global health status between visits 1 and 3 was significantly stronger in the homeopathy group by 7.7 (95% CI 2.3 to 13.0, p=0.005) when compared with the control group. A significant group difference was also observed with respect to subjective wellbeing by 14.7 (95% CI 8.5 to 21.0, p<0.001) in favor of the homeopathic as compared with the control group. Control patients showed a significant improvement only in subjective wellbeing between their first and third visits. Results suggest that the global health status and subjective wellbeing of cancer patients improve significantly when adjunct classical homeopathic treatment is administered in addition to conventional therapy.

Dr. June Anonson has been actively involved in leadership in various capacities since 2005. She has been recognized for her leadership and exemplary service as a recipient of numerous honours and prestigious awards including the Saskatchewan Registered Nurses’ Association Elizabeth Van Valkenburg Award for Leadership in Nursing Education, the Centennial award for Nursing Leadership in Saskatchewan, along with numerous other awards for outstanding Leadership and Education in nursing. June is currently a Full Professor with the University of Saskatchewan; Director for the Institute for Nursing Scholarship; and Acting Director for the Office of Applied Research and Innovation at Saskatchewan Polytechnic.

Effective and inspired nursing leadership is required in our fast-paced, ever-changing healthcare system. Point of care nurses in practice and education experience challenges and nurse leaders must be equipped with an arsenal of skills, knowledge and abilities to support their teams. Added to these challenges is that of the impending nursing shortage in Canada. The Canadian Nurses Association (2013) reports that the shortage of Canadian registered nurses will be 60,000 by 2022. Currently, the nursing workforce spans four generations, each with its own values, work behaviors, relationship styles, and motivation (Dols, Landrum, & Wieck, 2010). Harnessing the positive attributes of each generation and supporting them effectively, nurse leaders need to adapt themselves and/or the environment and understand the different needs and preferences of the generations (Dols, Landrum, & Wieck, 2010; Stanley, 2010). It has been demonstrated that leadership can be taught and effectively implemented into practice (Curtis, Sheerin, & de Vries, 2011). This presentation will provide an opportunity to look at nursing leadership in the past, what it looks like today, and where we want to take it for the future. This will support the mentoring of student and novice nurses, our nurse leaders of the future. In this interactive presentation, dialogue will occur with participants, sharing their ideas and suggestions for nurse leadership in Canada for the future. Along with participants attending this presentation, nurse leaders and student nurses (Graduate and Undergraduate) from across Canada will provide input into their perceptions of nursing leadership.

Dr. Hughes received a B.S. in nursing from Boston University, a M.H.S. in health policy with a minor in biomedical ethics from Johns Hopkins University, and her PhD. in Health Policy and Health Services Research from Johns Hopkins University. Dr. Hughes is a fellow in the American Academy of Nursing. She is an associate professor at Marquette University. She has published more than 60 articles and book chapters in reputed journals and books. She has and continues to serve on several national nursing and health committees and boards.

Midnight census is commonly used to determine registered nurse staffing. Unit-level workload increases with patient churn, the movement of patients in and out of the nursing unit. Failure to account for patient churn (i.e., the inflow and outflow of patient admissions, discharges and transfers) in staffing allocation impacts nurse workload and may result in adverse patient outcomes. An analysis was conducted to compares the staffing implications of three measures of nurse staffing requirements: midnight census, turnover adjustment based on length of stay, and volume of admissions, discharges and transfers. This analysis was done using unit-level data from a nationwide sample of 32 hospitals, where nursing units were grouped into three unit-type categories: intensive care, intermediate care, and medical surgical. Key findings indicated that the Midnight census alone did not account adequately for registered nurse workload intensity associated with patient churn. On average, units were staffed with a mixture of registered nurses and other nursing staff not always to budgeted levels. Adjusting for patient churn increases nurse staffing across all units and shifts. Based on this analysis, the use of patient admission, discharges and transfers to adjusted the midnight census may be useful in adjusting RN staffing on a shift basis to account for patient churn. Nurse managers and leader should understand the implications to nurse workload of various methods of calculating registered nurse staff requirements.

Julie Hall is the Executive Director with responsibility for high secure provision at Rampton Hospital; medium secure units at Arnold Lodge in Leicester and Wathwood Hospital in Rotherham, the Low Secure and Community Forensic Directorate and Offender Health in the East Midlands and Yorkshire. Julie began her career as a Registered Mental Nurse, and has since worked as a clinician, senior manager and director within mental health services in the East Midlands. Between these appointments Julie spent time as a full time lecturer in Nursing at the University of Nottingham, before returning to the NHS. Julie’s role prior to taking up this position is of Director of Nursing and Operations at Lincolnshire Partnership NHS Foundation Trust. Julie has made a number of professional contributions and gained accolades including holding the title of Queen’s Nurse, being a Senior Fellow of the Institute of Mental Health and Visiting Fellow at the University of Lincoln, and appointment to the East Midlands’ Clinical Senate. Julie is professionally known particularly for her research into the use of care pathways in mental health, service redesign, quality improvement and governance.

Nursing & Healthcare

Dr. MacDonald completed a Master’s degree in Nursing at the University of Toronto, Canada and a PhD at the University of Manchester in the UK. Currently she is a Professor in the Faculty of Nursing at the University of New Brunswick (Canada). Dr. MacDonald’s doctoral work examined respite for parents who were caring for children who required complex care. This paper comes from that work. Dr. MacDonald has three children of her own.

In this grounded theory study 40 English speaking women from a rural province of Canada were interviewed to learn about their experiences of returning to work after a depression. Women described getting back in the game as being difficult and challenging as they had not completely recovered by the time they returned to work. However, they felt compelled to return to work in order to keep their jobs, in order to resume health and social benefits, and to reinstate their wages. A number of themes emerged from the interview data. These included the presence of stigma, the active pursuit of silence, and battling adversity. Each of these core themes serves to describe the women’s experiences of returning to work. The women described wearing a mask or “putting on a face” to combat the stigma associated with their illness. In this presentation the three themes will be discussed along with a thorough description of wearing a mask. Strategies that employers can employ to ease the transition back to work will be discussed.

Toby Bressler is the Director of Nursing for Professional Practice at Maimonides Medical Center, Brooklyn, NY where she is focused on the patient, family and employee experience and supports the advancement of evidence-based practice through research, education and the application of scholarship. Toby earned her BSN, Magna Cum Laude from SUNY Downstate, Master’s degree at NYU, receiving an award for exemplary leadership and academic achievement, and her PhD from Molloy College of Nursing. Her research interests include interprofessional education, promotion of pediatric palliative care and quality of life of patients and families. Dr. Bressler is Chair of the American Nurses Association Education Committee and is also serving a 2 year term as a Jonas Policy Scholar with the American Academy of Nursing. She has published and presented extensively both nationally and internationally and has received awards for exemplary leadership, academic excellence and community service.

Description: Mentoring and leadership has been described in the literature as human-becoming incarnating meaning and committing to our protégé with enthusiasm and to use impelling, gentle urging. Mentoring is an enduring human relationship that is essential for both personal and professional growth for anyone (Latham et al, 2008). Studies have found that dedicated mentors engaged in supporting and enhancing the work environment for RNs. The partnership enhanced mutual respect between frontline RNs and managers, and administration and improved the mentoring and supportive culture. The evidence correlates mentoring with the promotion of talent, achievement, leadership, knowledge, and skill development in nursing. Every nurse requires the invested interest and involvement of others to fully develop talent, to imagine our future possibilities and contribute to healthcare. The overall aim of this presentation is to educate colleagues about mentorship and how it relates to nursing practice, nurses in all areas of practice can benefit from a skillful mentor in a setting where their involvement might not be intuitive. 1. Define the broad concepts relating to mentorship and nursing leadership 2. Recognize the role of the mentor in helping navigate professional practice issues and work-life encounters 3. Describe the role of mentor in the mentor-mentee relationship 4. Identify characteristics of a community of mentorship This presentation of the role of the mentor in nursing practice with an emphasis on leadership at the point of care. All nurses are leaders, in clinical practice, education, research or administration. Nurses are leaders and as such we have an opportunity to mentor others on their journey. This presentation will describe how nurses as leaders and mentors can advance practice and the profession.

Dr. Wagner is an Assistant Professor of Nursing, University of Regina. She is a member of the SCBScN Evaluation Committee, University of Regina Research Committee and University of Regina Executive of Council. Her multidisciplinary PhD research focuses on spirit at work, workplace empowerment and resonant leadership for nurses, occupational therapists and physical therapists. She is presently investigating factors that lead to healthy workplaces for registered nurses. In addition she is investigating Horizontal Violence, which can be a significiant negative outcome within an unhealthy work environment. Although she utilizes mixed methods research within her studies, she has a special interest in structural equation modeling.

Nursing Management Clinical Nursing Advanced Nursing

Dr. Wolf is an Associate Professor of Nursing and an independent Healthcare Informatics Consultant. Dr. Wolf has over 35 years of experience within the healthcare arena. Her area of expertise focuses on integrating technology into a healthcare setting focusing on change management, process redesign and more recently the use of social media in supporting clinicians health 2.0 needs. Dr. Wolf has worked closely with various IT vendors and health systems in exploring and integrating new technologies. In 2013 she published her first book titled “Social media for nurses: Educating practitioners and patients in a networked world”.

Healthcare informatics, patient centered care

Kari Ingstad has completed her PhD at the age of 38 years from Norwegian University of Science and Technology (NTNU), and postdoctoral studies from Nord University. She is director of Research in the Faculty of health Sciences, Nord University. She has published more than 20 journal papers, book chapters, and conference papers. She has edited one book on Gender, Work and Employment.

Extended work shifts of 12 hours or more have become a common scheduling strategy for nurses in several countries, though this is not the case in Norway. There, many managers, nurses, and union representatives have expressed concerns about whether nurses can function effectively while working long shifts. This study thus aimed to examine how long shifts influence nursing outcomes such as stress, continuity, and responsibility in Norwegian nursing homes. Data were collected during indepth interviews with 16 nurses employed at four different nursing homes who have worked 12–14-hour shifts. Results suggest that long shifts actually reduce stress and increase both work continuity and accountability, though these positive impacts of long shifts occur primarily when all departmental staff work long shifts. Furthermore, fewer shift changes mean more time spent with patients and better communication. Keywords: job satisfaction, nursing home, shift length, work performance

Linda L. Vila, J.D., is a graduate of Brooklyn Law School and Hunter College of the City University of New York. She is a full-time faculty member at Long Island University, Post, where she has also served as Associate Dean of the College of Management and Chair of the Department of Health Care & Public Administration. Professor Vila has extensive professional experience as a member of executive leadership at several New York City health care systems. Her research interests include health care administration, risk management, Magnet organizations, and health care law.

An exploratory study using focus group methodology and qualitative content analysis was conducted to examine physician perceptions of Magnet nurses and Magnet designation. This study is significant because it is the first of its kind to give physicians a voice regarding Magnet. Findings from the research suggest that Magnet nurses are highly regarded by physicians. They possess the knowledge, skills and values needed to deliver superior care to patients and they promote a culture of excellence, not just in nursing but across all disciplines. Physicians benefit from working with Magnet nurses, especially nursing leadership, because the nurses are vigilant about communication, cooperation and consideration. Physicians also benefit from the Magnet designation as it cloaks the organization in an aura of distinction and connotes added value for patients and staff. Key themes emerged related to Magnet nurse characteristics, relationships with physicians, nursing leadership, shared governance and Magnet as a marketing tool. “Magnet marginalization” emerged as a new theory. Knowledge of how physicians regard Magnet nurses and Magnet recognition can be used to inform organizations considering Magnet designation, to attract a high caliber of medical staff to Magnet institutions, and to induce affiliations with other organizations.

Guang Zeng is an Associate Professor of Quantitative Research Methodology in the Department of Educational Leadership, Curriculum, and Instruction. She joined Texas A&M University-Corpus Christi after earning her Ph.D. in Policy Research, Evaluation and Measurement in 2007 from the University of Pennsylvania. Zeng is a versatile and innovative young scholar. Her specialties include applied statistics and educational measurement. She was previously awarded the Educational Testing Service (ETS) GRE® Warren W. Willingham Graduate Research Assistantship in Psychometrics. Her research that utilized the Structural Equation Modeling (SEM) was published in Education in 2005. Moreover, her dissertation that employed Multi-Level Individual Growth Curve Modeling, an advanced statistical method, was awarded AERA Dissertation Grant.

Her research interests include child development and early childhood education. Her work on the temperament of infants was presented as new research in the joint annual meeting of the American/Canadian Academy of Child & Adolescent Psychiatry in 2005. Currently, she is studying the mental health problems among young children in the U.S.

Debra A. Simons, PhD, MSN, RN, CNE, CHSE, CCM, is an Associate Professor and Associate Dean for the School of Nursing. She is a certified nurse educator (CNE), a certified simulation health care educator (CHSE) and certified case manager (CCM). Her research includes recommendations to implement a needs assessment tool in order to hone in on the mentoring needs of novice nurse educators. The needs assessment tool focuses on specific areas of development in order to reduce unnecessary utilization of resources at a time when higher education resources are limited. As well as created learning environments where students thrive. Recently she developed an outcomes evaluation instrument inspired by QSEN competencies titled Safety and Quality Nursing Student Self-Efficacy Scale

All students in higher education have to know how to produce scholarly written manuscripts. Students initially do not possess excellent writing skills and may lack confidence (Schunk and Pajares, 2009). Bandura’s (1986) model of triadic reciprocality suggests that self-efficacy is a personal factor that may be affected by one’s own behavior and environment. Excellent learning communities foster critical thinking and creativity. Building a learning community that fosters critical thinking and creativity requires thinking outside of the box and involves alternative learning strategies to promote self-efficacy and improve writing skills. Some students struggle with technical writing skills. While some students struggle with motivation, creativity and time management related to hectic academic schedules. Building learning communities that involve some form of peer pressure and support may provide assistance with technical skills, motivation, creativity, critical thinking and time management which can help improve student writing skills and increase self-efficacy. Strategies such as peer review have been found to provoke reflection as well as broaden student thinking and understanding when they compare their own writing to their peers (Yang, 2010). This type of peer pressure may motivate students to modify their strategies in writing, or reject their peers’ revisions.