Browsing by Subject "Nurses"

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    2016 RN Workforce Fact Sheet
    (Indiana University, 2017-05-25) Bowen Center for Health Workforce Research & Policy
    Registered nurses (RNs) are the largest professional group within the health workforce. These professionals are a vital part of the health system, including health care delivery and public health. Demand for nurses is on the rise. The Indiana Department of Workforce Development projects a 17.7% increase in the need for RNs by 2022. Understanding the supply, distribution, and characteristics of the RN workforce is crucial to informing health workforce policy discussions. This fact sheet provides a snapshot of data that pertain to relevant policy issues in the RN workforce at the State and Federal levels and is intended to serve as a resource to inform these important policy discussions.
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    African-American Hospitals and Health Care in Early Twentieth Century Indianapolis, Indiana, 1894-1917
    (2016-05) Erickson, Norma B.; Labode, Modupe Gloria; Schneider, William H.; Barrows, Robert G.
    At the end of the nineteenth century, the African-American population of Indianapolis increased, triggering a need for health care for the new emigrants from the South. Within the black population, some individuals pursued medical degrees to become physicians. At the same time, advances in medical treatment—especially surgical operations—shifted the most common site of care from patients’ homes to hospitals. Professionally trained nurses, mostly white, began to replace family members or untrained African-American nurses who previously delivered care to Black patients. Barriers of racial segregation kept both the Black doctors and Black nurses from practicing in the municipal City Hospital in Indianapolis. To remedy this problem, the city's African-American leaders undertook establishing healthcare institutions with nurse training schools during the first few years of the twentieth century. This thesis argues that the healthcare institution-building that occurred in the early twentieth century offered opportunities for the practice of self-help in the Black community. The institutions also created a bridge for Black-white relations because the Black hospitals attracted the support of prominent white leaders. Good health and health care for the sick or injured were necessary to achieve racial uplift, and healthcare consumption became an indicator of social status and economic success. Racially segregated institutions afforded doctors and nurses a chance to increase their expertise and prove they were capable of functioning in the public hospital system. After a decade of working in separate institutions, the Black community prepared to push for full access to the city's tax-supported City Hospital as a civil right.
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    Baby Health Conference of the Infant and Child Hygene Division of the Indiana State Board of Health.
    (Indiana State Board of Health, 1922-08)
    Image of a young child standing on a scale at a Baby Health Conference.
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    Barriers and Facilitators to Nurse Management of Hypertension: A Qualitative Analysis from Western Kenya
    (International Society on Hypertension in Blacks, 2016-07-21) Vedanthan, Rajesh; Tuikong, Nelly; Kofler, Claire; Blank, Evan; Naanyu, Violet; Kimaiyo, Sylvester; Inui, Thomas S.; Horowitz, Carol R.; Fuster, Valentin; Kimaiyo, Jemima H.; Department of Medicine, IU School of Medicine
    BACKGROUND: Hypertension is the leading global risk for mortality. Poor treatment and control of hypertension in low- and middle-income countries is due to several reasons, including insufficient human resources. Nurse management of hypertension is a novel approach to address the human resource challenge. However, specific barriers and facilitators to this strategy are not known. OBJECTIVE: To evaluate barriers and facilitators to nurse management of hypertensive patients in rural western Kenya, using a qualitative research approach. METHODS: Six key informant interviews (five men, one woman) and seven focus group discussions (24 men, 33 women) were conducted among physicians, clinical officers, nurses, support staff, patients, and community leaders. Content analysis was performed using Atlas.ti 7.0, using deductive and inductive codes that were then grouped into themes representing barriers and facilitators. Ranking of barriers and facilitators was performed using triangulation of density of participant responses from the focus group discussions and key informant interviews, as well as investigator assessments using a two-round Delphi exercise. RESULTS: We identified a total of 23 barriers and nine facilitators to nurse management of hypertension, spanning the following categories of factors: health systems, environmental, nurse-specific, patient-specific, emotional, and community. The Delphi results were generally consistent with the findings from the content analysis. CONCLUSION: Nurse management of hypertension is a potentially feasible strategy to address the human resource challenge of hypertension control in low-resource settings. However, successful implementation will be contingent upon addressing barriers such as access to medications, quality of care, training of nurses, health education, and stigma.
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    Data Report: 2015 Indiana Nursing Licensure Survey
    (2016-06) Vaughn, S., Gano, L., Maxey, H.
    The mission of the Bowen Center for Health Workforce Research and Policy is to improve population health by contributing to informed health workforce policy through data management, community engagement, and original research. The Bowen Center has a rich history of collecting, analyzing, and disseminating health workforce data and research for the State of Indiana. These health workforce data are important to informing health workforce policy and planning efforts throughout Indiana. The nursing workforce represents the largest segment of the health workforce and works in a variety of settings to fulfill direct patient care, coordination of care, administrative and research roles.1 In fact, in 2015 Indiana had nearly 104,000 registered nurses (RNs) renew their professional license. Furthermore, as the number of medical students choosing to specialize in primary care decreases, the number of advanced practice nurses (APNs) has more than doubled over the past 20 years.2 Understanding the supply and distribution of the RN and APN workforce is critical to understand their capacity to meet healthcare needs and improve population health. The data presented in this report provides a snapshot of key demographic and practice characteristics for the RN workforce.
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    Empowering telemetry technicians and enhancing communication to improve in-hospital cardiac arrest survival
    (BMJ, 2023) McCoy, Cody; Keshvani, Neil; Warsi, Maryam; Brown, L. Steven; Girod, Carlos; Chu, Eugene S.; Hegde, Anita A.; Medicine, School of Medicine
    Delays in treatment of in-hospital cardiac arrests (IHCAs) are associated with worsened survival. We sought to assess the impact of a bundled intervention on IHCA survival in patients on centralised telemetry. A retrospective quality improvement study was performed of a bundled intervention which incorporated (1) a telemetry hotline for telemetry technicians to reach nursing staff; (2) empowerment of telemetry technicians to directly activate the IHCA response team and (3) a standardised escalation system for automated critical alerts within the nursing mobile phone system. In the 4-year study period, there were 75 IHCAs, including 20 preintervention and 55 postintervention. Cox proportional hazard regression predicts postintervention individuals have a 74% reduced the risk of death (HR 0.26, 95% CI 0.08 to 0.84) during a code and a 55% reduced risk of death (HR 0.45, 95% CI 0.23 to 0.89) prior to hospital discharge. Overall code survival improved from 60.0% to 83.6% (p=0.031) with an improvement in ventricular tachycardia/ventricular fibrillation (VT/VF) code survival from 50.0% to 100.0% (p=0.035). There was no difference in non-telemetry code survival preintervention and postintervention (71.4% vs 71.3%, p=0.999). The bundled intervention, including improved communication between telemetry technicians and nurses as well as empowerment of telemetry technicians to directly activate the IHCA response team, may improve IHCA survival, specifically for VT/VF arrests.
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    Factors that Facilitate and Inhibit Engagement of Registered Nurses: An Analysis and Evaluation of Magnet versus Non-Magnet Designated Hospitals
    (2012-03-16) Wonder, Amy C.; Fisher, Mary L., Ph.D.; Pesut, Daniel J.; Ebright, Patricia; Halstead, Judith A.
    Work engagement of registered nurses (RNs) has gained attention in health care, as an organizational process that is requisite to promoting optimal patient outcomes. Improving patient outcomes has caused a movement to examine what can be done to bridge the disparity between good and excellent care. Standards that enhance RN engagement to promote professional care are seen as vital to excellence. Magnet designation, awarded by the American Nurses Credentialing Center, signifies an organization meets such standards. Therefore, the purpose of this study was to evaluate whether a correlation exists between RN engagement and the organizational structures common to Magnet designation. This study also evaluated the influence of social and institutional demographics on the relationship between engagement and Magnet designation. The variables in this study included: age (generation), gender, nursing degree, years of RN experience, years of unit longevity, shift, hours scheduled and worked per week, percentage of time in direct patient care, nursing unit, and shared governance council participation. Finally, this study evaluated the influence of RN perception related to organizational support for work on the relationship between engagement and Magnet designation. A total of 370 RNs in Magnet (n = 220) and non-Magnet (n = 150) designated hospitals completed a 17-item engagement survey and a 15-item demographic survey. Major findings of the study indicated no significant difference in RN engagement between nurses who work at Magnet versus non-Magnet designated hospitals. Within the Magnet sample, significant relationships were found between engagement and shift, years of RN experience in any clinical setting, and RN perceptions related to organizational support for work. Scatter plots for nursing experience showed positive slopes for total engagement, vigor, dedication, and absorption. Post-hoc results for RN perception related to organizational support for work identified the significant areas of engagement were total engagement, vigor, and absorption. No significant post-hoc results were noted for the variable of shift. Through significant and non-significant findings, several insights were gained about engagement. As a result of this study, leadership can better assess the needs of the RN workforce to provide what RNs perceive to be important to professional practice and RN engagement.
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    Factors That Influence the Recruitment and Retention of Nurses in Public Health Agencies
    (Sage, 2017-09) Yeager, Valerie A.; Wisniewski, Janna M.; Health Policy and Management, School of Public Health
    OBJECTIVE: Given challenges to recruiting nurses to public health and the growth in national policies focused on population health, it is crucial that public health agencies develop strategies to sustain this important group of employees. The objective of this study was to examine factors that influence nurses' decisions to work in public health agencies. METHODS: This cross-sectional study examined perspectives of nurses who worked in state and local public health departments and responded to the 2010 Council on Linkages Between Academia and Public Health Practice's survey of public health workers. We calculated the mean rating of each recruitment and retention factor for nurses and non-nurses separately and compared differences by using t tests. We then used multivariate regression analysis to examine differences in ratings by role (ie, nurse or non-nurse). RESULTS: After controlling for personal and organizational characteristics, the influence of 5 recruitment factors was significantly stronger among nurses than among non-nurses: flexibility of work schedule ( P < .001), autonomy/employee empowerment ( P < .001), ability to innovate ( P = .002), specific duties and responsibilities ( P = .005), and identifying with the mission of the organization ( P = .02). The influence of 5 retention factors was stronger among nurses than among non-nurses : autonomy/employee empowerment ( P < .001), flexibility of work schedule ( P < .001), specific duties and responsibilities ( P < .001), opportunities for training/continuing education ( P = .03), and ability to innovate ( P = .008). CONCLUSIONS: Some factors that influence nurses to begin and remain working in local governmental public health agencies, such as flexible schedules and employee autonomy, are factors that governmental public health agencies can design into positions and highlight when recruiting from health care organizations, private industry, and academia.
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    Margaret Martin
    (Riley Children's Health, 2024) Schreiner, Richard L.; Stroup, Karen Bruner; Cox, Marilyn