Nursing Administration Quarterly - Current Issue Nursing Administration Quarterly (NAQ) is a peer-reviewed journal that provides nursing administrators with practical, up-to-date information on the effective management of nursing services in all health care settings. Published 4 times per year, each issue focuses on a selected topic providing an in depth look at the many aspects of nursing administration.
- Outsiders Within: The Lived Experience of Being Black and Female When Becoming a Nurse Executivepor Dunkley, Daihnia el enero 1, 2024 a las 12:00 am
Few Black nurses occupy positions of leadership, and even fewer Black female nurses advance to careers as nurse executives. The purpose of this 2018 study was to explore the lived experience of being Black and female when becoming a nurse executive, specifically the nuances of being both a racial and gender minority. Using a hermeneutic phenomenological method, this study explored the experiences of a purposive sample of 10 Black female nurse executives through semistructured telephone interviews. van Manen's approach and Collins' Black feminist thought as the theoretical framework guided data analysis. Three themes emerged: (a) living in a constant state of readiness; (b) embracing the responsibility beyond the job description; and (c) overcoming. Participants testified of the psychological dynamics of Black womanness, and the burdens of the intersectionality of race, gender, and class discrimination, while managing the complexities and rigors of a thriving career. Discussing the results of this research will help leaders in nursing, health care, and related professions to understand further the experiences of Black female nurse executives, which will inform efforts to (a) increase minority representation in positions of nursing leadership and (b) improve health equity.
- Overcoming Career Advancement Barriers to Executive Leadership Roles of Nurses From Racial and Ethnic Minority Backgroundspor Williams, Ena M. el enero 1, 2024 a las 12:00 am
There is underrepresentation of nurses with racial and ethnic minority backgrounds in executive nursing leadership positions as compared with the general population. The management problem is that even when academically prepared, nurses with racial and ethnic minority backgrounds perceive that they face both singular and systemic barriers to promotional opportunities to executive nurse positions. A literature gap exists as to why this phenomenon persists. The purpose of this qualitative narrative inquiry study was to explore the personal stories and lived experiences of executive nurses with racial and ethnic minority backgrounds concerning the barriers they faced and overcame on their pathway to an executive leadership position. The conceptual framework combined the intersectionality of race and internal and external capabilities. Data collected through semistructured interviews underwent a 3-dimensional-space narrative structure and thematic analysis process. Eleven themes in 3 major categories emerged: (a) facing the challenges; (b) overcoming barriers; and (c) where my help came from. The social change implications include new knowledge for multiple stakeholders in supporting and developing nurses from racial and ethnic minority backgrounds to assist them in achieving executive nursing leadership positions, thereby increasing the number of these nurses in executive roles.
- The DNP Graduate and the Potential to Advance Nursing: An Interview With Thought Leader Michael Bleich, PhD, RN, FAAN, by Carol Bradley, MSN, RN, FAONLpor Bradley, Carol; Bleich, Michael el enero 1, 2024 a las 12:00 am
This column is an interview of Michael Bleich PhD, RN, FAAN and focuses on the current state of DNP education. As a thought leader in nursing education, Michael shares his views on the state of DNP nursing education and the opportunity it provides to transform health care through nursing.
- Leveraging Maslow's Hierarchy of Needs to Build Nursing's More Inclusive Futurepor Boston-Leary, Katie; Alexander, G. Rumay; Davis, Stephan el enero 1, 2024 a las 12:00 am
There is growing evidence that nurses have not seen meaningful change because of their employer's diversity, equity, inclusion, and belonging (DEIB) programs. At the same time, efforts are increasing to end DEIB programs and education in academic and work settings. These dynamics present a myriad of challenges negatively impacting any efforts to course correct and progress to build a diverse, inclusive, and pluralistic future. It is critical to urgently address these headwinds and challenges since there is evidence that discriminatory and racist acts germinate in schools of nursing. Almost half (44%) of nurses recently surveyed stated that a culture of racism in nursing schools exists; 60% of Black/African American respondents reported racism/discrimination and nearly 80% believed that more DEIB training was needed. The lack of diversity and inclusion in nursing conflicts squarely with an increasingly diverse and globalized health care consumer base. The overall goal of this article is to leverage a well-embraced framework such as Maslow's Hierarchy of Needs to generate more awareness, understanding, and acceptance of DEIB principles, which directionally sets up a positive future for everyone. Equality, diversity, equity, belonging, mattering, and human flourishing set up a more positive outlook for improved nurse and patient outcomes and for health care overall. With the harms that continue in nursing and society overall, comes emotion and discomfort that must be better understood, distributed, and not quelled. Aligning Maslow's Hierarchy of Needs and DEIB helps leaders recognize the human's needs in everyone and apply Maslow's theory to all therefore increasing inclusiveness.
- Can We Finally Move the Needle on Diversity, Equity, and Inclusion in Nursing?por Carroll, Dawn M.; Harris, Trarina Jerome el enero 1, 2024 a las 12:00 am
Much attention has been given to diversity, equity, and inclusion in health care for more than a decade. This has resulted in slow progression in moving the needle. Minority nurses continue to be unrepresented and express higher levels of dissatisfaction in comparison with their White counterparts. Minority nurses report significantly higher odds of being dissatisfied with their independence at work, advancement opportunities, salary, and tuition benefits. This article provides a context for minority nurse underrepresentation and dissatisfaction and suggests actionable interventions to make nursing more inclusive.