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The 'kingpin' strategy focuses on dismantling criminal groups by apprehending their leaders. However, existing evidence indicates that removing a criminal leader may lead to a surge in organised crime-related homicides, and to spatial displacement of organised crime violence. This study explores the strategy's impact on other organised crimes, specifically extortion and kidnapping. Analysing Mexican data from 2011 to 2015, we employ a novel matching method for cross-sectional time-series data to assess how leadership removals affect the incidence of extortion and kidnapping, and whether there are any displacement effects. Our results reveal a significant rise in extortions within 6 months of a leadership removal in a municipality, while kidnappings show no significant change. Notably, no spatial displacement effects were observed in neighbouring municipalities post-removal. These findings underscore the unintended consequences of the kingpin strategy, emphasising the need for alternative policies to address organised crime-related violence. [ABSTRACT FROM AUTHOR]

OBJECTIVE: The aim of this study was to investigate the correlation between nurse leaders' transformational leadership and clinical nurses' structural empowerment in non-Magnet® hospitals, and the differences in this correlation by Magnet status. BACKGROUND: Nurse leaders' transformational leadership has been positively correlated to increased structural empowerment in clinical nurses, primarily in Magnet-designated hospitals and those pursuing Magnet designation. METHODS: A descriptive correlational study design was used to investigate the study aim. Clinical nurses from 1 hospital system in the northeast were offered the opportunity to participate. RESULTS: In non-Magnet hospitals, nurse leaders' transformational leadership behaviors were strongly correlated to clinical nurses' structural empowerment (r = 0.831, P <.001). No statistically significant differences were found in this correlation by Magnet status. CONCLUSIONS: Regardless of Magnet status, nurses experienced higher levels of structural empowerment when they perceived their nurse leaders' leadership behaviors as transformational in nature. [ABSTRACT FROM AUTHOR]

OBJECTIVES: This study examined how healthcare organization (HCO) leaders can impact the shortage of academic nurse educators (ANEs). A 2nd aim was to explore how HCOs, nurse leaders, and academic nursing programs can effectively collaborate to address the lack of ANEs. BACKGROUND: The numbers of nursing school admissions and, thus, future nursing graduates are directly affected by the lack of qualified ANEs. METHODS: A consortium of diverse ANEs was formed to research these questions using the nominal group technique. RESULTS: Two central themes emerged from the consortium: support and collaboration. Recommendations are presented including a call for action for leaders of HCOs and academic nursing programs. CONCLUSION: Findings of this research suggest that nurse leaders of HCOs and nursing programs develop solutions guided by these identified themes among other targeted interventions. [ABSTRACT FROM AUTHOR]

Background: Given the increasing trend of disasters, terrorist attacks, pandemics and other crises, crisis leadership is crucial for nurses who lead others and for those working in such situations. There is a need to define and explore the concept of trust as a component of crisis leadership in nursing. This concept analysis aimed to explore the concept of trust in crisis leadership from a nursing perspective. Methods: A hybrid concept analysis was conducted. The method consisted of three phases: (I) a theoretical phase relying on a structured literature search, including 11 scientific publications; (II) a field-work phase, in which qualitative thematic analysis of interviews with 30 nurses who had been deployed and/or had led others during crises, was conducted and (III) a final analytic phase, where the results from these data collections were merged. Results: The analysis suggested that the fundamentals of trust included a perceived intention to do good, the capabilities of both the leader and the team and the perceived predictability of the leader's behaviour. Trust was found to be built on a perceived forward-looking direction, self-trust and the personal attributes of the leader, such as ethical conduct, the ability to predict the development of crises and an intention to take responsibility and be honest. The social attributes of the relationship between the leader and the team included the intention not to leave anyone behind, loyalty and fostering a sense of belonging among team members. The organisational attributes included a clear organisational structure and clarity of mandate. Conclusions: Trust is an essential component of crisis leadership that depends on a leader's perceived intention to do good, predictability of the leader's behaviour and the capabilities of both the leader and the team. The development of trust relies on the personal attributes of the leader, the social relationship between the leader and the team and organisational attributes. Nurses appointed to lead others during a crisis need to understand the fundamentals of trust as part of leadership in highly demanding situations. Thus, it can be argued that being a leader in a crisis situation requires distinct personal and professional attributes and skills compared to those used to meet routine demands. [ABSTRACT FROM AUTHOR]

Introduction: Artificial Intelligence (AI) is increasingly being integrated into healthcare, particularly through predictive analytics that can enhance patient care and operational efficiency. Nursing leaders play a crucial role in the successful adoption of these technologies. Aim: This study aims to assess the readiness of nursing leaders for AI integration and evaluate their perceptions of the benefits of AI-driven predictive analytics in healthcare. Methods: A descriptive cross-sectional study was conducted among 187 nurse leaders across nine private hospitals in Cairo. The sample was selected using a combination of simple random sampling and non-probability convenience sampling methods to ensure a diverse representation of nursing leadership. Data collection took place from March to May 2024, utilizing a structured questionnaire specifically designed to assess nurse leaders' readiness for AI integration and their perceptions of AI-driven predictive analytics The data were analyzed using IBM SPSS Statistics, version 26.0. Exploratory Factor Analysis (EFA) was employed to identify underlying factors related to readiness and perceived benefits. Confirmatory Factor Analysis (CFA) was subsequently performed to validate the factor structure. Multiple linear regression analysis was conducted to identify significant predictors of AI readiness and perceived benefits. Results: The study revealed that over one-third of nurse leaders exhibited high readiness for AI integration. Significant predictors of readiness included age, educational attainment, and employment status. Positive correlations were found between readiness and perceived benefits of AI, particularly in areas such as care planning and decision-making. Conclusion: The findings suggest that nursing leaders are generally prepared to integrate AI into their workflows, especially those with advanced education and experience. However, further training and policy development are necessary to fully realize the benefits of AI in nursing practice. [ABSTRACT FROM AUTHOR]

With public safety receiving widespread attention from society, the question of how to effectively evacuate crowds has become a key issue. Leaders can provide pedestrians with clear and accurate route information and play an important role in daily crowd management and emergency safety evacuation. In this study, an evacuation model with static guidance considering the leader's influence and the pedestrians' decision-making behavior is proposed. The model is validated using experimental data, including evacuation behavior, evacuation time, and the percentage of the cumulative number of evacuees over time, and the simulation results match the experimental results well. Then, the model is applied to investigate the effect of different locations, numbers of static leaders, and different pedestrian distributions on evacuation efficiency in a room with unavailable exits. The results show that a leader located in the center of each potential exit can improve the overall evacuation efficiency, and the farther the guided pedestrian was from the correct exit, the better the overall evacuation performance of pedestrians. The distance parameter of multiple leaders is defined, and an optimal number of leaders exists in each specific scenario due to the overlap of leaders' influencing areas. Furthermore, whether the pedestrians are uniformly or non-uniformly distributed, the evacuation time is shorter when the guided pedestrians are located farther from the correct exit. These findings can provide suggestions for crowd management and the arrangement of leaders in emergency evacuations. [ABSTRACT FROM AUTHOR]

This study explores improvements in psychological resilience among rural left-behind children in China through social services provided by social organisations. Semi-structured interviews were conducted with leaders and social workers from 15 social organisations. The results revealed that left-behind children's academic adaptation improved significantly. However, there were cases of failure to enhance physiological and psychological adaptation. This study provides guidelines for policymakers to formulate targeted support policies, for social organisations to assess their service quality and for service providers to change their role to collaborators, thereby jointly helping rural left-behind children improve their psychological resilience. [ABSTRACT FROM AUTHOR]

Healthcare workers globally grapple with escalating stress and burnout. This article explores the Well-being Coaching Program (WBCP), designed to boost healthcare worker well-being. The WBCP focuses on Self-leadership using the Compassion, Presence, and Recovery framework. Phases I and II assessments indicate promising, sustained enhancements in stress, engagement, burnout, self-leadership, and self-compassion. This study underscores the crucial role of shared responsibility and leadership support in cultivating a resilient healthcare workforce, ultimately benefiting patient care. [ABSTRACT FROM AUTHOR]

Nurses comprise the largest group of health professionals yet are underrepresented in health news media, depriving the public of important perspectives on health and healthcare and undermining the public's perceptions of nurses as experts. The George Washington University School of Nursing's Center for Health Policy and Media Engagement partnered with the American Organization for Nursing Leadership to invite a small group of chief nursing officers to participate in a workshop aimed at building an organization-specific strategy for sharing nurses' expertise with the public through media engagement. Participants completed a preworkshop survey, participated in two 4-hour workshops to explore the factors that contribute to nurses' invisibility as media sources, and developed a strategic plan for ensuring that their healthcare organizations are able to recognize and share their nurses' expertise with media. This article describes the initiative, its outcomes, and the implications for nurse leaders. [ABSTRACT FROM AUTHOR]

The article discusses the investment in nursing leadership to improve strategic planning and execution skills as of January 2025. Topics covered include the leadership curriculum map, the structure and process used for the program, and the nurse executive retreat, four sessions of the leadership development series, and individual coaching. Also noted is the coverage of the cost of investment by the resulting reduction of direct care nurse turnover.

The article discusses a unit-based, structured, interdisciplinary leader rounding team meant to improve the patient experience and help hospitals avoid monetary issues as of January 2025. Topics covered include the problem of nurse communication, and the process of leaders' self-introduction and stating of their visit's purpose to the patient, and their discussion on the patient's perception of nurse communication. Also noted is the theme of patients' lack of information on the plan of care.

Purpose: This study examines the effective implementation of health and welfare technology (HWT) in sparsely populated Nordic regions within healthcare and social care settings. Materials and methods: Through re-analysing 12 semi-structured interviews conducted in 2020 across three successfully implementing Nordic regions, the research utilised inductive thematic analysis with a reflexive approach to uncover key experiences. Results: It identifies five critical success factors: Positive attitudes towards and understanding of digital transformation, Consensus on changing care delivery through HWT, Leadership and organisational readiness for change, Effective feedback mechanisms, and Trust and engagement in the learning process. Highlighting the significance of positive mindsets, leadership, collaboration, and adaptability, the findings underscore the theoretical underpinnings of Weiner's organisational readiness for change and Bronfenbrenner's ecological system theory for planning and understanding HWT implementation. Addressing challenges of adapting to HWT necessitates a comprehensive approach, including tailored training, robust support systems, strategic user engagement, feedback integration, and fostering open communication, ultimately ensuring technology serves the user's needs effectively. Conclusion: In conclusion, successful HWT adoption in these areas hinges on fostering a culture of learning, strong leadership, and collaborative efforts. It suggests further research with a larger cohort to validate these insights, offering vital considerations for organisations navigating digital transformation in healthcare and social services. Implications for Rehabilitation: Encourage a positive attitude towards technological advancements and digital transformation among healthcare and social care organisations to facilitate the successful implementation of health and welfare technology (HWT). Invest in leadership training to equip leaders with the skills needed to effectively guide teams through the adoption of HWT. Foster interdisciplinary collaboration among stakeholders, including healthcare providers, therapists, and technology experts, to seamlessly integrate HWT into the rehabilitation process. Promote staff adaptability to evolving technologies by providing training and support for adapting to new tools and practices in HWT implementation. [ABSTRACT FROM AUTHOR]

Aims: The aim of the study was to develop a comprehensive competency framework for advanced practice nurses in Belgium. Design: A co‐design development process was conducted. Methods: This study consisted of two consecutive stages (November 2020–December 2021): (1) developing a competency framework for advanced practice nurses in Belgium by the research team, based on literature and (2) group discussions or interviews with and written feedback from key stakeholders. 11 group discussions and seven individual interviews were conducted with various stakeholder groups with a total of 117 participants. Results: A comprehensive competency framework containing 31 key competencies and 120 enabling competencies was developed based on the Canadian Medical Education Directions for Specialists Competency Framework. These competencies were grouped into seven roles: clinical expert and therapist, organizer of quality care and leader in innovation, professional and clinical leader, collaborator, researcher, communicator and health promoter. Conclusion: The developed competency framework has resemblance to other international frameworks. This framework emphasized the independent role of the advanced practice nurse and provided guidance in a clear task division and delegation to other professionals. It can provide a solid foundation for delivering high‐quality, patient‐centred care by advanced practice nurses in the years to come. Implications for the profession: This competency framework can guide further development of advanced practice nursing education in Belgium and represents a starting point for future evaluation of its feasibility and usability in education and clinical practice. Advanced practice nurses and healthcare managers can also use the framework as an instrument for personal and professional development, performance appraisal, and further alignment of these function profiles in clinical practice. Finally, this framework can inform and guide policymakers towards legal recognition of advanced practice nursing in Belgium and inspire the development of advanced practice nursing profiles in countries where these profiles are still emerging. Impact: What problem did the study address? The absence of a detailed competency framework for advanced practice nurses complicates legal recognition, role clarification and implementation in practice in Belgium.A rigorously developed competency framework could clarify which competencies to integrate in future advanced practice nursing education, mentorship programs and practice. What were the main findings? The competency framework outlined seven roles for advanced practice nurses: clinical expert and therapist, organizer of quality care and leader in innovation, professional and clinical leader, collaborator, researcher, communicator, and health promoter.Differentiation from other expert nursing profiles and clinical autonomy of advanced practice nurses were pivotal. Where and on whom will the research have impact? The comprehensive competency framework for advanced practice nurses and the collaborative methodology used can inspire other countries where these profiles are still emerging.The competency framework can be used as an instrument for role clarification, performance appraisals, continuous professional development, and professional (e‐)portfolios.The competency framework can guide policymakers when establishing Belgian's legal framework for advanced practice nurses. Reporting method: The authors have adhered to CONFERD‐HP: recommendations for reporting COmpeteNcy FramEwoRk Development in health professions. Patient or public contribution: No patient or public contribution in the design of the study. A patient advisory panel commented on the developed competency framework. [ABSTRACT FROM AUTHOR]

Scholars increasingly emphasize personal biographical characteristics of leaders in explaining patterns of foreign policy behavior. This article extends insights from this agenda to study how (dis)similarities in the background characteristics of leaders at the dyadic level shape international conflict outcomes. Trust and uncertainty are central to explaining conflict via their connections to commitment- and information-related causes of war. Psychological research provides evidence that perceived similarities between individuals and groups can foment trust and cooperation. We hypothesize that leaders who share more similar backgrounds and life experiences form stronger social bonds and are more trusting of one another. As such, leaders who have more in common with one another should be able to better manage diplomatic disputes and avoid conflict. We test this hypothesis using a new measure of dyadic-leader-level similarity created with the Leader Experience and Attribute Descriptions (LEAD) dataset and data on international conflict onset in politically relevant dyads throughout the period 1946–2004. We find that pairs of leaders with more similar backgrounds are significantly less likely to experience militarized interstate disputes at all levels of hostility even after accounting for a variety of observable and unobservable determinants of conflict. The findings contribute to our understanding of the determinants of international conflict and help advance research on linkages between psychological and rationalist approaches to studying conflict. [ABSTRACT FROM AUTHOR]

Caregiver coaching is an evidence-based practice for autistic children that is poorly implemented in community-based early intervention. Previous studies have identified factors that influence implementation of caregiver coaching in early intervention; however, multi-informant (e.g., caregiver, provider, leadership) qualitative research is lacking. As such, the purpose of this study was to simultaneously examine the perspectives of caregivers and early intervention providers and agency leaders for triangulation of perceived barriers and facilitators to caregiver coaching in community-based early intervention. Interviews with 36 providers, 6 agency leaders, and 20 caregivers of autistic children were conducted. We used qualitative thematic analysis to identify barriers and facilitators, which we then mapped onto the Consolidated Framework for Implementation Research post hoc. Several themes emerged, including at the outer setting level (i.e., COVID-19 pandemic), inner setting level (i.e., caregiver views toward telehealth), individual characteristic level (i.e., caregiver attitudes toward coaching, caregivers concerns preventing progress, caregiver expectations regarding services, caregiver stress), and implementation process level (i.e., caregiver and provider collaboration, caregiver and provider relationship, caregivers coordinating services, caregiver involvement, provider flexibility). We offer suggestions for implementation strategies that will increase adoption of caregiver coaching in early intervention for autistic children and their families. Caregiver coaching is an evidence-based practice for young autistic children, but it is not widely used in community-based early intervention services. Previous research has explored why caregiver coaching is not widespread in early intervention, but only from the perspective of early intervention providers. Caregivers, providers, and administrators are all involved in the decision of whether to use caregiver coaching in early intervention. Therefore, it is important to include all perspectives in research regarding this practice. In this study we interviewed 20 caregivers of autistic children, 36 early intervention providers, and 6 administrators from early intervention agencies and asked questions about their perspectives regarding the use of caregiver coaching in early intervention. We did this to figure out what factors help and hinder the use of caregiver coaching in this setting and to see how caregivers, providers, and administrators agreed or disagreed on these factors. All participants agreed that caregivers' attitudes and expectations can influence whether caregiver coaching is used. In addition, all participants agreed that when caregivers and providers collaborate and have a strong working relationship, it can facilitate the use of caregiver coaching in early intervention. Other factors, such as caregiver stress and provider flexibility were also discussed. Based on these findings, we suggest strategies that can be used to possibly increase the use of caregiver coaching in early intervention for autistic children and their families. [ABSTRACT FROM AUTHOR]

Why you should read this article: • To be aware of the challenges experienced by children’s nursing leaders in the context of a complex health and social care system • To learn about a project exploring the challenges, opportunities and experiences faced by children’s nursing leaders in England • To identify existing good practice in the development and progression of children’s nursing leaders. Children and young people’s (CYP) nursing leaders have experienced considerable challenges in the context of a complex health and social care system with rapidly changing organisational structures, including the establishment of integrated care systems in England on 1 July 2022. The CYP nursing lead at NHS England commissioned a review of CYP organisational structures in emerging integrated care systems across England. The review encompassed a vision for CYP services, leadership, governance structures and opportunities for progression. A proforma was used to collate data from CYP trusts, CYP standalone hospitals and children’s wards in district general hospitals. Qualitative interviews were also undertaken with senior children’s nurses. At the same time, the first author of this article interviewed senior children’s nurses as part of a Florence Nightingale Foundation leadership scholarship. The aim was to explore how they navigated their leadership journey and understand what advice they may give to future leaders in CYP nursing. The findings in this article identify ‘what good looks like’ in terms of CYP nursing leadership. Six recommendations for future development and enhancement of CYP nursing leadership are outlined. [ABSTRACT FROM AUTHOR]

Goal: A lack of healthcare worker well-being is a serious threat to patient care quality and safety, as well as to the overall operational performance of hospitals in the US healthcare delivery system. Extreme resilience depletion and compassion fatigue are known to negatively influence individual well-being and have contributed to the rise in turnover in the healthcare workforce. The primary aim of this research was to identify interventions that health system leaders can use to combat resilience depletion and exhaustion among healthcare workers. Methods: Researchers deployed a randomized controlled trial methodology to study the association between the use of regular mindfulness practices, resilience, and compassion satisfaction. After completing an initial screening questionnaire and preassessments, participants were randomized into one of two groups: (1) an experimental group with mindfulness practices as the intervention and (2) a control group. The experimental group participated in structured mindfulness practices during their regular workday on three different days per week for a minimum of 10 minutes per day. At the end of the six-week study period, both groups completed postassessment questionnaires. Results from the pre- and postassessments were analyzed to determine the correlation between mindfulness practices, resilience, and compassion satisfaction. Principal Findings: Data analysis revealed that baseline resilience scores in the experimental group increased by 4 points, with a progressive 92% power. In addition, the experimental group demonstrated a statistically significant improvement in resilience (p mean difference pre-post = .147/.002) and compassion satisfaction (p mean difference pre-post = 3.99/.019). Practical Applications: Readily available, low-cost mindfulness practices may be introduced to hospital staff to build resilience and improve compassion satisfaction. In turn, this may help support hospital efforts to reduce turnover in the healthcare workforce. [ABSTRACT FROM AUTHOR]

Background: The literature review highlights that a motivated leader plays a key role in motivating employees and fostering a health‐promoting work environment. Despite its importance, there is limited knowledge about the motivational forces, from a caring science perspective, that drive nurse leaders to develop a health‐promoting work environment. Aim: This study aims to gain a deeper understanding of the motivational forces driving nurse leaders toward developing a health‐promoting work environment. Method: A qualitative design with a hermeneutic approach inspired by Gadamer was chosen. Data were collected through semistructured interviews with 13 nurse leaders in northern Norway between December 2023 and February 2024. The Standards for Reporting Qualitative Research (SRQR) were followed in reporting the results. Findings: The nurse leader's motivational forces in developing a health‐promoting work environment imbued with an ethos of (1) sense of inner responsibility for promoting the wellbeing of others, (2) sense of trusting relationships in the workplace, (3) sense of mastery through learning and development, and (4) sense of recognition from superiors through being seen, supported, and involved. Conclusion: This study highlights the importance of raising awareness and articulating nurse leaders' underlying motives and values. Doing so transforms abstract concepts into tangible factors that stakeholders can grasp. In particular, this insight provides valuable guidance to politicians and decision‐makers on how to facilitate improved working conditions for nurse leaders, thereby maintaining and enhancing their motivation. Implications for Nursing Leadership: The findings of this study recommend that superior leaders and policymakers should prioritize involving nurse leaders in decision‐making and promoting their autonomy and room for action. In addition, it suggests facilitating further education and training programs for leaders, as well as maintaining leadership networks where nurse leaders can reflect, exchange experiences, and address challenges. [ABSTRACT FROM AUTHOR]

Introduction: Generational diversity in nursing has introduced new challenges, for nurse managers and practice environments, in addressing both the nurses' and clients' needs and organizations' social and health policies. The organizational climate encourages professionals to preserve positive practice environments, which promotes a healthy coexistence between generations, respecting their distinctive characteristics and values, with the essential purpose of ensuring the team's effectiveness and the organization's success. Objective: To map the available scientific evidence on the generational diversity of nurses in professional practice environments. Methods: Scoping review, according to the Joanna Briggs Institute proposed methodology. The search used the PCC (Population, Concept and Context) framework to locate both published and unpublished studies, with no time or language limitations. Results: Thirty-two studies analysed different aspects from a generational diversity perspective, such as job satisfaction, organizational commitment, engagement, stress and burnout, work-related values and attitudes, turnover and retention. Although the findings differ, it's undeniable that each generation has a unique and valuable role, and it's essential to promote an effective balance between generations to build a diverse workforce capable of adapting to different challenges in professional contexts. Conclusion: Organizations should acknowledge the importance of creating inclusive professional practice environments, where both current and future generations can contribute to providing quality care. This requires integrating strategies adapted to generational diversity and adopting a more flexible leadership style. Organizations should foster the challenges of an increasingly diverse society and reflect the generational diversity of nurses, providing truly inclusive and equitable care. [ABSTRACT FROM AUTHOR]

The article presents a lecture about the role of librarians as school leaders through artificial intelligence (AI). Topics discussed include definition of AI, potential benefits and risks of using AI in education, and the roles that librarians can play in optimizing AI. Questions to ask about AI are also offered.

Introduction: Research on leader‐member exchange (LMX) has shown that the relation between leaders and followers may be considered from different angles. Leaders may form individual relationships with followers (LMX quality), may agree with their followers on these relationships (LMX agreement), and may form different relationships within their work group (LMX variability). We posit that leaders' mental health may function as an antecedent for these different forms of LMX. We use conservation‐of‐resources theory as a theoretical model to describe how leaders' mental health may interact with relationship quality with followers on different levels. Methods: We operationalized leaders' mental health using depressive symptoms, anxiety, and stress reactivity. Our sample consisted of 322 followers of 75 leaders. Followers rated the LMX quality with their respective leader. Leaders rated depressive symptoms, anxiety, levels of stress reactivity, and LMX quality with their followers. Results: Results of multilevel modeling showed that stress reactivity was negatively related to LMX quality and anxiety was positively linked to LMX agreement. Depressive symptoms were not related to aspects of LMX. Conclusion: By using multisource data on different analysis levels, we are able to include different perspectives on antecedents of LMX relationship quality. Implications for LMX at different levels of analysis as well as future research are discussed. [ABSTRACT FROM AUTHOR]

Purpose: There is a shortage of generalist physicians globally impacting health equity and access to care. An important way in which medical schools can demonstrate social accountability is by graduating learners interested in careers in generalism. While generalism is endorsed as a matter of principle in medical education, how this translates into curricula is less clear. The aim of this study was to identify how generalism is understood and supported by family physician educational leaders in undergraduate medical education (UME) in Canada. Methods: We conducted a qualitative study, interviewing 38 family medicine leaders in UME across all 17 Canadian medical schools. We examined the data with template analysis, informed by the iceberg model of systems thinking. Results: Four themes were identified: (1) Teaching and learning strategies in support of generalism—a consistent range existed across UME curricula; (2) Curriculum patterns—changes in leadership and curriculum reform created positive or negative feedback loops that promoted or hindered initiatives to support generalism; (3) Curriculum structures—organ‐system‐based curricula and availability of generalist faculty presented particular challenges to teaching generalist approaches; (4) Mental models and ways of knowing—the preponderance of biomedical frameworks of thinking in curricula unconsciously undermined generalist approaches to patient care. Conclusions: UME programmes promoted generalism through a range of teaching activities and strategies, but these efforts were countered by curriculum structures and mental models that perpetuate epistemic inequity between biomedical approaches to medical education and generalist models of care. Novel curricular frameworks are needed to align undergraduate programmes' commitment to social accountability with community‐based need. To graduate sufficient generalists to meet community healthcare needs, Kelly et al. explore how the curriculum structures and mental models underlying undergraduate medical education need to change [ABSTRACT FROM AUTHOR]

Aim: To provide insight into the process of developing health and nursing policy and how that process can be influenced by both researchers and nursing leaders. Background: Nurses care for people across the life course from birth to death, in our communities, hospitals, care homes and schools. They have unique insight into how people live their lives and how this affects their health. Despite being well placed to influence health policy, nurses often fail to capitalise on this. At the same time, academics often struggle to identify the policy implications of their research resulting in further missed opportunities to use policy influence. Sources of evidence: Classical policy theory, which is predominantly drawn from economics and public administration together with a range of contemporary nursing and health policy studies, is used in this paper to discuss the policy process and opportunities to influence. Discussion: Researchers need to focus on realistic policy suggestions that aim to raise awareness, highlight policy problems or set the agenda. In turn, nursing leaders, from National Nursing Associations, need to harness evidence to support their efforts to influence policy. In terms of influence, a range of approaches exist, and each lends itself to different parts of the policy cycle. Conclusion: The role nurses can play in health policy is not well developed in many countries. Nursing researchers and leaders are well placed to influence policy but must do so in a clear and pragmatic way recognising that policymakers make decisions despite being faced with conflicting evidence, competing demands and economic imperatives. Implications for nursing practice: Recognising that nurses can offer much in terms of policy development, the paper argues that a pragmatic approach based on different forms of influence at different stages is likely to be most successful. Implications for nursing and health policy: The evidence reviewed in this paper suggests that nursing academics and leaders need to identify realistic policy interventions when examining their own empirical work or identifying ways to individually or collectively influence policymakers. [ABSTRACT FROM AUTHOR]

Aim: To examine night working conditions by shift work type and identify the effects of night working conditions on nurses' perceptions of shift work safety and health effects. Background: Night work is the main factor affecting nurses' health. However, the safety of night working conditions has not been sufficiently examined in previous studies. Methods: This study used a cross‐sectional research design and an online survey using a tool released by the Australian Manufacturing Workers' Union, and the responses of 348 shift work nurses in Korea were analyzed. Logistic regression analysis was used to examine the effects of shift work conditions on the perceived safety of night work and health effects. The STROBE reporting guidelines were utilized, and data were collected from December 1 to December 31, 2021. Results: The adjusted logistic regression analysis showed that perceived threat to safety and the health effects of shift work were not significant according to shift type. However, night‐shift‐work nurses who worked alone (P = 0.003), lacked an emergency recovery system (P = 0.026), and had difficulty commuting perceived a threat to their health (P = 0.007). Additionally, nurses who experienced loss of concentration (P = 0.006) and inadequate rest time (P < 0.001) perceived the health effects of shift work. Discussion: Urgent monitoring of night work conditions is necessary for the 2‐shift work type. Nurses must work night shifts together and an emergency system should be established for their safety. Conclusion: Night work conditions should be improved to prevent the hazards of night work and its negative health effects on nurses. Implications for nursing and health policy: This study suggests the necessity of a policy to enhance night work safety, including emergency coping systems and sufficient inter‐shift rest time. [ABSTRACT FROM AUTHOR]

OBJECTIVE: To describe practicum experiences as perceived by nurse leader preceptors of graduate students in a nursing administration practicum. BACKGROUND: Practicum experiences in graduate nursing administration programs provide students with exposure to the real-life experiences of nurse leaders, bridging the gap between academic knowledge gained and the application of that information to the workplace. The literature lacks best practices for graduate nursing administration practicum experiences. METHODS: Eight nurse leaders were interviewed using a semistructured format. Data were transcribed and subjected to selective thematic analysis. RESULTS: Five themes were identified: professional and personal growth, transition of education into practice, academic partner engagement and support, time, and contributions to the organization. CONCLUSION: Leadership practicum experiences provide a real-world perspective and are an essential part of growing future nurse leaders. This study yielded invaluable insight from nurse leader preceptors, recommendations for structuring graduate nursing administration practicums, and implications for sustaining resilient academic-practice partnerships. [ABSTRACT FROM AUTHOR]

OBJECTIVE: This study explored nurse leaders' perspectives and experiences in supporting nurses following a serious medical error. BACKGROUND: Appropriate support is crucial for nurses following an error. Authentic leadership provides an environment of psychological safety and establishes a patient safety culture. METHODS: A cross-sectional survey research design was conducted to determine nurse leader's (NLs') perspectives on supporting nurses following a medical error. RESULTS: NL training on handling serious medical errors varied. NLs indicated experiencing a variety of formal support programs: peer support, education, error examination, employee assistance, and just culture. Following an error, NLs reported these interventions were helpful, including education/retraining, psychological safety, time off the unit, identifying system failures, nurse involvement in disclosure, and peer support. CONCLUSION: This study illuminates how NLs support nurses following an error. It provides insight into the education of NLs on assisting nurses and the need to implement formal caregiver support programs. [ABSTRACT FROM AUTHOR]

Disseminating research or evidence-based practice is not straightforward. As more clinical nurses, executive nurse leaders, nurse scientists, and faculty contribute to new knowledge, there is an increasing need to support the processes to publish and disseminate manuscripts to advance healthcare. Nurse administrators and leaders are key influencers and supporters to bolster expertise and resources to publish. This article provides nurse leaders and administrators clear, actionable steps to enable successful publication outcomes. [ABSTRACT FROM AUTHOR]

Faith leaders are often called upon to provide mental health support to their congregants, yet there is limited research on how these leaders experience this aspect of their role. The objective of this study is to understand the experiences of faith leaders who are sought by individuals for mental health support. We report on the findings from a qualitative study based on interviews with faith leaders of different denominations in Ottawa, Canada. The results indicate that faith leaders are asked to provide support for a wide – but not comprehensive – range of mental health issues; that faith leaders experience various challenges in managing role boundaries; and that these leaders believe that training not only in mental health issues, but also on subjects of liability and self-care to maintain their own wellness would be valuable. We address implications for research and practice. [ABSTRACT FROM AUTHOR]

The article argues for a shift from oppressive to healthy work environments for nurses. Topics discussed include oppressive group behaviors within the nursing profession, nursing as oppressed group, lateral violence, bullying and incivility, power hierarchy in healthcare organizations, inadequacy of human resource support, staffing crisis that leads to burnout, oppression in nursing leaders, and the need to break the oppressive cycle by creating a supportive culture and a culture of civility.

The article discusses a qualitative descriptive analysis of moral resilience and moral injury of nurse leaders during crisis situations. The study measures moral resilience of nurse leaders including their response to moral adversity, personal integrity, relational integrity and moral efficacy. It analyzed their experiences and perceptions on expression of nurses' opinions, expectations about availability, time off and fair labor, as well as leadership capacity and finances over patients.

There is a wide range of leadership approaches, and it is important to measure the types and impact of leadership in nursing. This study aimed to adapt the Authentic Leadership Questionnaire and test its suitability in the Turkish nursing context. Employing a two‐phase cross‐cultural research design in accordance with STROBE guidelines, language adaptation was conducted following ISPOR guidelines. Subsequently, data were collected from a sample of 382 nurses across three hospitals in İzmir, Turkey. The confirmatory factor analysis confirmed the four sub‐scale structures and indices revealed an adequate fit. The content validity index score was 0.97 for the questionnaire and greater than 0.80 for its items, demonstrating excellent validity. The intraclass correlation coefficient obtained was 0.80, indicating a good level of reliability. The findings confirm the questionnaire has the potential to determine the extent and impact of authentic leadership being practiced in hospital settings. It could be used in a range of hospital settings to ensure that accurate evidence concerning authentic leadership is gathered and used to inform the further development of nursing leadership more widely. [ABSTRACT FROM AUTHOR]

Workplace-based supervision within human services is an organizational resource with potential to support practitioners, delivery of services, client outcomes, and organizations. However, little is known about the practice of supervision in organizational settings. This paper reports on a cross-sectional, descriptive study that explored supervision in practice within human services in Ontario, Canada (N = 375). Web-based surveys were completed by frontline practitioners (n = 263), supervisors (n = 85), and leaders (n = 27) employed in human service organizations. Descriptive statistics present a broad picture of supervision, with differences between employee groups highlighted. A third of frontline practitioners reported their supervision encompassed all supervisory functions (i.e., support, administration, professional development, and quality of care). Using the MCSS-26, 46% of practitioners reported their supervision was effective. Findings emphasize the need for dedicated funding, organizational policies, enhanced training, and feedback mechanisms. Addressing these areas may improve the effectiveness of supervision, supporting staff well-being and in turn, client outcomes. [ABSTRACT FROM AUTHOR]

Background: Person-centred care is based on ethical principles, and it is regarded as high-quality care. Care of older persons should embrace person-centredness. During the pandemic, older persons were highlighted as a vulnerable group at risk of developing serious illness and/or suffering death from COVID-19. Several pandemic-related measures were introduced in residential care facilities (RCFs) to reduce this risk, which influenced the possibilities to lead and provide a person-centred care. Aim: This study's aim was to explore ethical challenges in relation to person-centredness during the COVID-19 pandemic, from the perspective of leaders in RCFs. Research design: The study had a qualitative descriptive design. Participants and research context: Semi-structured interviews were conducted with 26 leaders working in RCFs in Sweden. Data were analysed using conventional content analysis. Ethical considerations: The study was approved by the Swedish Ethical Review Authority. The participants received oral and written information about the study and gave written consent. The study was conducted in accordance with the Declaration of Helsinki. Findings: The overarching ethical challenge was Having to disregard the individual needs of the person in order to protect the group and society. This included (a) Protecting the group versus promoting the older person's autonomy; (b) Being forced to lead care based on uncertainty instead of evidence; (c) Striving to provide dignified care but lacking opportunities; and (d) Going far beyond ordinary duty and endangering one's own and the staff's health. Discussion: The ethical challenges meant being torn between the person's individual needs and protecting the group and society, with clashing ethical principles as a consequence. Conclusions: The leaders faced ethical situations resulting in undignified and compromised person-centred care, which has implications for stakeholders and management who need to address the work conditions in RCFs. [ABSTRACT FROM AUTHOR]

Background: Unit-based critical care nurse leaders (UBCCNL) play a role in exemplifying ethical leadership, addressing moral distress, and mitigating contributing factors to moral distress on their units. Despite several studies examining the experience of moral distress by bedside nurses, knowledge is limited regarding the UBCCNL's experience. Research aim: The aim of this study was to gain a deeper understanding of the lived experiences of Alabama UBCCNLs regarding how they experience, cope with, and address moral distress. Research design: A qualitative descriptive design and inductive thematic analysis guided the investigation. A screening and demographics questionnaire and a semi-structured interview protocol were the tools of data collection. Participant and research context: Data were collected from 10 UBCCNLs from seven hospitals across the state of Alabama from February to July 2023. Ethical considerations: This study was approved by the Institutional Review Board at the University of Alabama in Huntsville. Informed consent was obtained from participants prior to data collection. Findings: UBCCNLs experience moral distress frequently due to a variety of systemic and organizational barriers. Feelings of powerlessness tended to precipitate moral distress among UBCCNLs. Despite moral distress resulting in increased advocacy and empathy, UBCCNLs may experience a variety of negative responses resulting from moral distress. UBCCNLs may utilize internal and external mechanisms to cope with and address moral distress. Conclusions: The UBCCNL's experience of moral distress is not dissimilar from bedside staff; albeit, moral distress does occur as a result of the responsibilities of leadership and the associated systemic barriers that UBCCNLs are privier to. When organizations allocate resources for addressing moral distress, they should be convenient to leaders and staff. The UBCCNL perspective should be considered in the development of future moral distress measurement tools and interventions. Future research exploring the relationship between empathy and moral distress among nurse leaders is needed. [ABSTRACT FROM AUTHOR]

Why you should read this article: • To understand people, culture and environment in the UK’s Research Excellence Framework • To identify actions for developing inclusive conditions for enhancing research cultures • To develop research careers working in partnership and focusing on impact. Background: The research environment is a complex ecosystem but is vital for nurturing excellence, vitality and sustainability. The Research Excellence Framework (REF) applies to research in the four nations of the UK. The framework and principles for the next REF have been published, with submissions due in 2028 and the results to be published in 2029. The three elements of the REF have changed and new weightings applied, with ‘People, Culture and Environment’ forming 25% of the whole. Aim: To inform research leaders, investigators, clinical nurse researchers, and doctoral and postdoctoral students about how to prepare dynamic research strategies that prioritise inclusivity in talent management and succession. Discussion: This article considers inclusivity in research cultures, what has been learned from the previous REF and what more needs to be done collectively across the sector and specifically in nursing. The discussion draws on the author’s personal knowledge and experience as a research leader, senior manager and university governor. It is intended to be challenging and practically oriented. Conclusion: The article sets out provocations to shape an agenda for promoting inclusive research cultures to ensure organisational readiness for REF 2029. Implications for practice: The article provides pragmatic suggestions for moving forward at pace with making the culture in nursing research more open, transparent and fair. [ABSTRACT FROM AUTHOR]

Leader–follower relationships are a cornerstone of leadership research. Considering recent developments that point to emotions as key determinants of dyadic relationships, we shift the focus of this literature to the episodic interplay of leader emotional expressions and follower emotional reactions for the emergence of high‐quality interactions. Specifically, we develop an emotional entrainment perspective stating that the trajectory of leader emotional expressions and corresponding follower emotional reactions over the course of a day gives rise to follower perceptions of their interaction quality with their leader. We glean additional insights by examining follower attachment styles as a moderator. Results of an experience sampling study (Nemployees = 72, Ndays = 479) demonstrate that emotional entrainment of high‐activated emotions (joy and fear) predicts end‐of‐day interaction quality contingent on followers' (avoidant and anxious) attachment styles. Future avenues for research on the emergence of high‐quality leader–follower relationships are discussed. [ABSTRACT FROM AUTHOR]

Amidst continuous calls for decolonization and Africanization in theological reflection on the African continent, this paper looks at the effects of colonialism, its power and the inequalities and vulnerabilities it created, and how, long after the demise of the structures of colonialism, the coloniality1 of the heart and mind still lingers. As a white South African, of French Huguenot descent, I come from the minority group which dominated non-white citizens during apartheid. I still benefit from this past privilege but the opposite is true for those who suffered under apartheid, who lives with a legacy of inferiority. For decolonialization to succeed, the historically wounded should be supported to find their true identity. This article makes use of Exegesis by Story as methodology to describe the journey of the Old Testament judge Gideon, as an example of healing and restoration of the hearts and minds of the oppressed. The research furnishes the church with transformational principles that can be used to come alongside the oppressed, and to facilitating the healing of the wounded to become leaders. [ABSTRACT FROM AUTHOR]

Why you should read this article: • To acknowledge the importance of using multifactorial falls risk assessment and multidomain, personalised interventions to reduce falls risks in hospitals • To read about strategies used by nurse leaders to support delivery of falls prevention practices in hospitals • To recognise the actions required to support nurse leaders to deliver multifactorial falls prevention practices in hospitals. Despite prevention efforts, falls in hospital are a common and ongoing safety concern, with older people more likely to fall and experience harm as a result of falls. Clinical guidelines recommend multifactorial falls risk assessment and multidomain, personalised interventions to reduce falls risks in hospitals. This article reflects on findings from a multi-site study on the implementation of multifactorial falls prevention practices that informed the development of actionable guidance. The discussion focuses on strategies used by nurse leaders, at different levels of seniority, that shaped practice on orthopaedic and older person wards. While falls risk assessment documentation was monitored routinely by senior leaders, in practice falls prevention often relied on risk screening and enhanced patient supervision. Findings suggest that nurses need to be empowered to lead practices that modify and mitigate individual falls risks where possible, with greater multidisciplinary and patient and carer involvement. [ABSTRACT FROM AUTHOR]

Why you should read this article: • To recognise the importance of embracing digital transformation and innovative strategies in healthcare technology • To understand the need to prepare nursing staff for the implementation of electronic health record systems • To enhance your understanding of the role of the nursing information officer team. This article explores the critical role the nursing information officer (NIO)’s team played in facilitating the transition to an electronic health record system (EHR) at two NHS trusts in London. The article highlights that with the increasing importance of digital leadership in nursing, it is necessary to prepare nursing staff for the implementation of an EHR to enhance patient care and staff experience. It discusses various methodologies the NIO’s team adopted, including ‘show and tells’, demos, walkabouts, induction sessions, ‘CopyCat’ charting, and a ‘change and engagement’ document. These engagement strategies are aimed at addressing diverse learning needs, increasing nurses’ confidence and ensuring effective use of the new EHR. The successful implementation of an EHR depends on collaborative efforts among nursing staff, leadership and NIO teams. This emphasises the importance of embracing digital transformation and innovative strategies in navigating healthcare technology complexities. [ABSTRACT FROM AUTHOR]

The article discusses psychological practices and knowledge from the Tenetehar-Tembé (an Indigenous people who live on many riverside regions in the states of Pará and Maranhão, Brazil) tradition. Their rites and narratives carry processes of construction of women as leaders. We argue that, through the community processes of construction of the person, Tenetehar-Tembé women effectively become references for decision-making inside each community and in the articulation between their communities. That is, through the rites and narratives, women become more deeply engaged in caring for the people in their communities. Women are progressively recognized for these practices among families and villages, where they actively participate in productive and political activities. Indigenous psychology, therefore, broadens the understanding of the processes of construction of the woman leader devoting attention to how participating in rites and sharing Indigenous narratives constitute the experiential basis for people's feelings, thoughts, and actions reflexively oriented in the communities. [ABSTRACT FROM AUTHOR]

Background: The knowledge and practices of nurses are determinant factors of pediatric pain management, but there are no pooled results concerning prevalence and associated factors. Therefore, this systematic review and meta-analysis aimed to determine the pooled prevalence of good knowledge, good practices, and associated factors for pediatric pain management in Ethiopia. Methods: PubMed, Cochrane, Scopus, CINAHL, Google Scholar, and university repositories in Ethiopia were searched. It was reported based on the Preferred Reporting Items for Systematic Reviews and Meta-Analyses guidelines, and Newcastle–Ottawa Scale was used to assess the quality. Cross-sectional studies conducted any time were included. STATA 17 was used to analyze the data after extraction. Heterogeneity was assessed via I2 statistics, Galbraith plot and meta-regression. A random effects model was used in the presence of heterogeneity. Funnel plots and Egger's regression were used to assess publication bias. Subgroup analyses were conducted by the study period and sample size. Sensitivity analysis was also performed. Results: Nine studies with a total of 2355 nurses were included. The pooled prevalence of good knowledge and practices for pediatric pain management among nurses was 60% and 42%, respectively. The percentages were higher from 2015–2021 than from 2022–2024. Education, training, pain management protocols, and tools were the main variables analyzed. Hence, pre-service training (OR: 3.1, CI: 2.21–4.36), in-service training (OR: 3.04, CI: 1.78–5.18), and pain management protocol (OR: 2.53, CI: 1.59–4.03) were associated with good knowledge. MSc degrees (OR: 7.45, CI: 2.74–20.21), pre-service training (OR: 2.26, CI: 1.53–3.34), in-service training (OR: 3.27, CI: 1.72–6.25), presence of protocol (OR: 2.68, CI: 1.79–3.99), presence of tool (OR: 2.74, CI: 1.96–3.83), presence of policy (OR: 6.2, CI: 2.98, 12.91), knowledge of nurses (OR: 4.47, CI: 3.24, 6.18) and child cooperativeness (OR: 1.98, CI: 1.46, 2.67) were associated with good practices of pediatric pain management. Conclusion: The pooled prevalence of good knowledge and good practices was low. Education, training, and the availability of pain management protocols were the most important factors. Therefore, education and training provisions should focus on nurses working in pediatric wards. Trial registration: PROSPERO registration number: CRD42024572462. [ABSTRACT FROM AUTHOR]

In the highly competitive environment of the high-tech industry, leadership roles are often filled with numerous challenges and stressors. Success in the workforce requires a combination of high emotional intelligence and a connection to workplace spirituality. This study aimed to compare demographic differences among high-tech leaders regarding emotional intelligence, workplace spirituality, and career success. It also sought to examine the relationships and effects of emotional intelligence and workplace spirituality on career success, as well as the moderating role of workplace spirituality in these relationships. A survey was conducted with 139 leaders from various high-tech companies in Taiwan. The results showed that male leaders demonstrated higher levels of self-awareness and self-motivation in emotional intelligence, while leaders with higher education levels exhibited greater self-awareness and empathy. Additionally, both emotional intelligence and workplace spirituality were significant predictors of career success. Notably, workplace spirituality moderated the relationship between emotional intelligence and career success. The implications of this study highlight the importance of enhancing emotional intelligence and workplace spirituality to foster leaders' career success and gain a competitive advantage in the high-tech industry. [ABSTRACT FROM AUTHOR]

Nurse leaders are foundational to the success of creating an inclusive culture and climate and responding to situations of discrimination, racism, microaggressions, and bias in healthcare settings. This article describes a leadership education initiative using virtual reality to provide diversity, equity, and inclusion training for nurse leaders. Immersion in a lived experience provides a safe and effective learning environment to promote, improve, and exemplify diversity, equity, and inclusion principles and should be explored for other educational applications. [ABSTRACT FROM AUTHOR]

Advanced practice nurse leaders are in key positions within health systems to provide time and resources for implementation and evaluation of digital health services. As virtual monitoring programs become more embedded within nursing, nurse leaders and educators need to ensure that nurses are prepared to work within interprofessional teams to administer and evaluate them. This article discusses challenges and implementation strategy considerations for data curation and analysis using large datasets from the Medicaid population for research. [ABSTRACT FROM AUTHOR]

OBJECTIVE: This study aimed to evaluate nurses' trust in their leader and organizational commitment, examining the relationship between these factors postpandemic and investigating if age, tenure, and specialty area predicted trust and commitment. BACKGROUND: The nursing shortage was intensified by COVID-19. Nonnursing studies have explored the relationship of employee trust with organizational commitment, illustrating sparsity in nursing literature. METHODS: This study used a cross-sectional, descriptive, correlational design. An electronic survey was sent to more than 1000 nurses, with a final sample size of 135 over 6 weeks. RESULTS: Results demonstrated high levels of both trust and commitment. The correlation coefficients of all study variables were significant (P < 0.001). Organizational tenure predicted employee trust. CONCLUSIONS: Developing leadership skills in building trust with the nursing team contributes to increased organizational commitment. Interventions such as leader development in establishing trust and building relationships with their team members may improve nurse retention and organizational commitment. [ABSTRACT FROM AUTHOR]

The article highlights the strategies on how nursing leaders can implement key competencies to strengthen the well-being of nursing teams to enhance work environment in the health care industry. Topics mentioned include the creation of collaborative committees or workgroups, the incorporation of integrative health practices and the importance of work-life balance behaviors, career development and personal and professional accountability.

The article highlights the advantages and struggles of implementing a patient-care protocol of enhanced recovery after surgery (ERAS) among mother-baby nurses. Topics mentioned include the definition of buy-in, the common barriers to buy-in, the decrease in opioid consumption and length of stay in ERAS protocol and a description of ERAS protocol.

The article discusses the use of nursing safety event database in enhancing patient care. Topics mentioned include a description of the development of the database, the trends in nursing practice among travel nurses and the modification of onboarding processes for travel nurses, night shift nurses and medication errors.