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The nursing journals titles needed to support Project 2000 were considered. In order to reflect the structure of nursing literature as a whole, a citation count from the Citation index for 1990 was undertaken. In order to rank journals in each of the 4 branches of Project 2000, an analysis of the citations in a leading journal representing each branch was undertaken. To reflect student usage a survey of photocopier use and citation in student bibliographies was undertaken. In order to reflect what titles the library ought to have, a questionnaire survey of tutors was undertaken. The ranking of titles in the Citation index was tested for correlation with the ranks obtained from student use and tutor recommendation and the correlation between student use and tutor recommendation was drawn. Finally, a scheme for combining the rankings of journal titles obtained by the methods above was devised in order to produce an overall ranking of the principal titles.

This chapter proposes a global agenda to eliminate racism in nursing by targeting reform at nursing education administration internationally. First, the history of racism in nursing is reviewed, along with two models – the diversity model and the cultural competence model – that were applied unsuccessfully to counteract racism in nursing. Second, a description of how racism is entrenched in nursing leadership globally is presented. Third, the recalcitrant structures that serve to maintain institutionalized racism (IR) in the international nursing education system are carefully examined. Specifically, the components and constructs involved in IR in nursing education are delineated, and the way in which these negatively impact both ethnic minority (EM) students and faculty are explained. Based on this, a global agenda to eliminate racism in nursing education internationally is proposed. Eliminating racism in higher education in nursing is a mandatory social responsibility if global healthcare is ever to be equitable. Five actionable recommendations are made to eliminate racism in higher education are summarized as follows: (1) components of nursing programs which are designed to eliminate racism in nursing education should be governed at the country level, (2) to design and implement a system of surveillance of the global nursing community to enable standardized measurement to ensure nursing education programs in all countries are meeting anti-racism benchmark targets, (3) nursing education programs should be established worldwide to provide individual pipeline and mentorship programs to ensure the career success of EM nursing students and faculty, (4) nursing education programs should be conducted to reduce barriers to EM participation in these individual support programs, and (5) nursing education programs are required to teach their nursing faculty skills in developing anti-racist curricula that seeks to eliminate implicit bias.

Background – Reliable and valid hospital nurse staffing measures are a major requirement for health services research. As the use of these measures increases, discussion is growing as to whether current nurse staffing measures adequately meet the needs of health services researchers.

Objective – This study assesses whether the measures, sampling frameworks, and data sources meet the needs of health services research in areas such as staffing assessment; patient, nurse, and financial outcomes; and prediction of staffing.

Methods – We performed a systematic review of articles from 1990 through 2007, which use hospital nurse staffing measures in original research, or which address the validity, reliability, and availability of the measures. Taxonomies of measures, sampling frameworks, and sources were developed. Articles were analyzed to assess what measures, sampling strategies, and sources of data were used and to ascertain whether the measures, samples, and sources meet the needs of researchers.

Results – The review identified 107 articles that use hospital nurse staffing measures for original research. Multiple types of measures, some of which are used more often than others and some of which are more valid than others, exist in each of the following categories: staffing counts, staffing/patient load ratios, and skill mix. Sampling frameworks range from hospital units to all hospitals nationally, with all hospitals in a state being the most common. Data sources range from small-scale surveys to national databases. The American Hospital Association Annual Survey is the most frequently used data source, but there are limitations with its nurse staffing measures. Arguably, the multiplicity of measures and differences in sampling and data sources are due, in part, to data availability. The limitations noted by other researchers and by this review indicate that staffing measures need improvements in conceptualization, content, scope, and availability.

Discussion – Recommendations are made for improvements to research and administrative practice and to data.

This study aims to investigate the relationship between a nursing group’s organizational socialization (OS) and the organizational learning (OL) subprocesses of information acquisition, information distribution, information interpretation, information integration and organizational memory.

A cross-sectional study, with an anonymous self-report questionnaire, was conducted at two university hospitals in Japan. OL was measured using the scale for OL subprocesses, while OS was measured using the scale for learning about the external environment. The questionnaire was administered from August to October 2018. Among the 1,077 nurses recruited from 34 wards, data from 466 nurses from 24 wards were analyzed. To verify the influence of the group’s OS on each OL subprocess, two-level hierarchical linear modeling with fixed effects was performed. Individual nurses’ OS was analyzed using centering within clusters and the group’s OS was analyzed using each ward’s average OS score by performing grand mean centering.

Nursing groups’ OS was positively and significantly associated with information interpretation and information integration, but not with information acquisition, information distribution and organizational memory.

This study expands OS and OL research by focusing on the relationship between the degree of OS of an entire group and the OL subprocess. When the degree of homophily of value, rule, knowledge and behavior of the entire group increases, the information understanding and the formation of new explicit knowledge may also increase in the group.

The purpose of this paper is to develop a knowledge elicitation strategy to elicit and compile home energy retrofit knowledge that can be incorporated into the development of an intelligent decision support system to help increase the uptake of home energy retrofits. Major problems accounting for low adoption rates despite well-established benefits are: lack of information or information in unsuitable and usable format for decision making by homeowners. Despite the important role of expert knowledge in developing such systems, its elicitation has been fraught with challenges.

Using extensive literature review and a Delphi-dominated data collection technique, the relevant knowledge of 19 industry experts, selected based on previously developed determinants of expert knowledge and suitable for decision making was elicited and compiled. Boolean logic was used to model and represent such knowledge for use as an intelligent decision support system.

A combination of comprehensive knowledge elicitor training, Delphi technique, semi-structured interview, and job shadowing is a good elicitation strategy. It encourages experts to describe their knowledge in a natural way, relate to specific problems, and reduces bias. Relevant and consensus-based expert knowledge can be incorporated into the development of an intelligent decision support system.

The consensus-based and relevant expert knowledge can assist homeowners with decision making and industry practitioners and academia with corroboration and enhancement of existing knowledge. The strategy contributes to solving the knowledge elicitation challenge.

No previous study regarding a knowledge elicitation strategy for developing an intelligent decision support system for the energy retrofit industry exists.

The study purpose was to assess the evidence on the effects of hospital restructuring that included layoffs, on nurses who remained employed, using a systematic review of the research literature to contribute to policy formation. Papers addressing research, hospital restructuring resulting in layoffs, effects on nurses, and a stated relationship between the independent and dependent variables were included. Data were extracted and the quality of each study was assessed. The final group of included studies had 22 empirical papers. The main effects were significant decreases in job satisfaction, professional efficacy, ability to provide quality care, physical and emotional health, and increases in turnover, and disruption to healthcare team relationships. Nurses with fewer years of experience or who experienced multiple episodes of restructuring experienced greater effects. Other findings remain inconclusive. Further research is required to determine if these effects are temporal or can be mitigated by individual or organizational strategies.

Although extensive research exists regarding job satisfaction, many previous studies used a more restrictive, quantitative methodology. The purpose of this qualitative study is to capture the perceptions of hospital nurses within generational cohorts regarding their work satisfaction.

A preliminary qualitative, phenomenological study design explored hospital nurses’ work satisfaction within generational cohorts – Baby Boomers (1946-1964), Generation X (1965-1980) and Millennials (1981-2000). A South Florida hospital provided the venue for the research. In all, 15 full-time staff nurses, segmented into generational cohorts, participated in personal interviews to determine themes related to seven established factors of work satisfaction: pay, autonomy, task requirements, administration, doctor–nurse relationship, interaction and professional status.

An analysis of the transcribed interviews confirmed the importance of the seven factors of job satisfaction. Similarities and differences between the generational cohorts related to a combination of stages of life and generational attributes.

The results of any qualitative research relate only to the specific venue studied and are not generalizable. However, the information gleaned from this study is transferable and other organizations are encouraged to conduct their own research and compare the results.

This study is unique, as the seven factors from an extensively used and highly respected quantitative research instrument were applied as the basis for this qualitative inquiry into generational cohort job satisfaction in a hospital setting.

Developing nursing leadership has become a key policy priority to achieve universal health coverage. This study aims to explore the current status, developing trends and research frontiers in the field of nursing leadership.

In total, 1,137 articles and reviews on nursing leadership from 1985 to 2022 were retrieved from the Web of Science Core Collection database. Trends of publications, journals, countries/regions, institutions, documents and keywords were visualized and analyzed using Microsoft Excel and CiteSpace software.

Nursing leadership research showed an overall increase in number despite slight fluctuations in annual publications. The USA was the leading country in nursing leadership research, and the University of Alberta was the most productive institution. The Journal of Nursing Management was the most widely published journal that focused on nursing leadership, followed by the Journal of Nursing Administration. Keyword analysis showed that the main research hotspots of nursing leadership are improvement, practice and impact of nursing leadership.

This article summarizes the current state and frontiers of nursing leadership for researchers, managers and policy makers, as well as follow-up, development and implementation of nursing leadership. More research is needed that focuses on the improvement, practice and impact of nursing leadership, which are cyclical, complementary and mutually reinforcing. Longitudinal and intervention studies of nursing leadership, especially on patient prognosis, are also particularly needed.

The purpose of this paper is to explore how actors take on and ascribe the role of accountor and constituent in the process of giving and demanding of reasons for organisational conduct.

The on-going interactions in supervision meetings between the supplier of outsourced elderly care in Sweden and a local government administration were examined through a longitudinal study.

The paper proposes the concept of role attribution to characterise a strategy for handling complexity in public sector accountability processes. This complements previous research, which has described three main strategies for handling competing accountability demands: decoupling, structural differentiation and compromising. Role attribution was found to involve the supplier and purchaser of public services pursuing a specific resolution to an accountability demand by positioning themselves as jointly aligned with certain prospective constituents in the environment. Thus, while inter-organisational relationships can be a source of complexity for accountors, as already documented in prior research, the findings of this paper show ways in which the dynamic and situation-specific accountor and constituent roles can serve as a resource. The two organisations moved back and forth between cooperating to handle accountability demands from actors in the environment and assuming different accountor and constituent roles within their relationship.

The paper discusses the need to move beyond the taken-for-granted roles of accountor and constituent in analysing outsourced public service relationships. Specifically, the findings suggest that researchers interested in public sector accountability processes would benefit from designing their studies in ways that makes it possible to observe and theorise dynamic and situation-specific accountor and constituent roles.

The studied supervision meetings served as an arena where on-going accountability issues played out and were mediated through role attribution. Seemingly, there are possibilities to complement formal role descriptions and contracts with systematic processes for addressing on-going operational accountability issues within and beyond individual, formalised accountor–constituent relationships. From a societal perspective, it might be relevant to mandate more systematic procedural structures to support on-going accountability processes, for example, the creation and maintenance of interactive inter-organisational forums which can serve as a mechanism for systematic, yet situation-specific, handling of operational and strategic issues. At an organisational level, this paper shows a need that such forums merit on-going managerial attention and conscious staffing to secure both competence and stability.

The authors find a dynamic and situation-specific attribution of accountor and constituent roles, in contrast to prior research’s routine consideration of these roles as being predetermined by existing relationships of hierarchy and influence.