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Throughout existing transition programs for new nurses, few appear to include the participation of nurse managers in its activities. This qualitative study explores the perceptions of newly graduated nurses (N = 7) toward the participation of their nurse manager in a transition program through dedicated group discussion periods. Four interconnected themes emerged from the interviews. Our findings support the inclusion of this participation in transition programs by nurse leaders to improve the transition experience of new nurses. [ABSTRACT FROM AUTHOR]

Tabletop simulation can be used to support and test system processes for clinical workflows. This paper will describe an innovative approach to testing change in clinical workflows for direct admissions to the operating room and interventional radiology departments in a 700-bed urban hospital in the Pacific Northwest and will highlight the specific benefits to nurse leaders. The simulation exercise involved key stakeholders and subject matter experts from various departments and aimed to evaluate the process workflow, provoke discussion on gaps, uncover improvement opportunities, and formulate recommendations. The simulation experience was broadly acknowledged by those involved as novel, engaging, suitable for complex process changes in health care settings and promoting valuable collaboration. [ABSTRACT FROM AUTHOR]

Part 2 of 2. This study explores the essential traits for effective leadership in multiethnic evangelical churches in the United States using Krispin's leader development outcomes framework. Part 2 of the series examines the desired outcomes of leadership development programs among these churches. A questionnaire derived from Krispin's framework was distributed to multiethnic churches with successful leadership development programs. The findings offer insights into the knowledge, skills, and character qualities these churches consider crucial for future multiethnic church leadership. This article details the project's methodology, research findings, and discusses their implications. [ABSTRACT FROM AUTHOR]

Egypt has recently undergone significant educational reforms, granting children with disabilities the right to inclusive education and well-being as stipulated in the Arab Republic of Egypt's Constitution and Ministerial Degrees. This qualitative study aimed to capture the current situation of inclusion in Egypt's educational landscape and gather insights from school leaders (n = 2) and parents (n = 4) regarding the services provided to children with intellectual disabilities (ID) in two international schools in Egypt. Through semi-structured interviews, this study aimed to assess recent changes and efforts made in education reform to support inclusive practices for ID in international schools in Egypt. The study employed ecological systems theory (EST) to incorporate the framework into the thematic analysis of qualitative data, categorizing the school leaders' and parents' responses into four societal layers. The results revealed several challenges facing ID in Egypt, including inclusive leadership, teachers' qualifications, support systems, and a sense of solidarity. The findings suggest that tailored interventions should be implemented to improve the educational outcomes of children with disabilities in inclusive settings. [ABSTRACT FROM AUTHOR]

Transition into practice is plagued by personal, work, and patient-related stress leading to burnout and turnover of newly licensed nurses. Leaders must recognize transition shock and moral distress and act immediately. Nursing professional development practitioners at a healthcare organization in Illinois developed the "Flight Risk" Program to recognize, address, and escalate turnover risks as a leadership team. This resulted in retaining 47% of identified "flight risks" and contributed over $3.9 million in cost avoidance. [ABSTRACT FROM AUTHOR]

An integrated health system including 12 hospitals, an expansive network of ambulatory settings, and health insurance plans began a systematic review of the existing nursing professional practice model (PPM) created in 2007 to assess current relevancy. The goal was to determine PPM concepts and imagery that represent present-day nursing workforce. This article shares how a formal review of literature, utilization of focus groups, and system-wide shared decision-making influenced creation and evaluation of a revised PPM. [ABSTRACT FROM AUTHOR]

Nurses are frequently exposed to trauma both inside and outside of the hospital setting. This trauma exposuremay lead to symptoms that can be harmful to the nurse and make it more difficult for them to provide quality care to patients. Trauma-informed professional development is a strategy that can help nursing professional development practitioners create an environment where recovery after trauma is possible. This article provides definitions and exemplars for practice. [ABSTRACT FROM AUTHOR]

Nurses are uniquely positioned to significantly impact organizational and system improvement through improving quality and reducing costs. Using an evidenced based tool to identify costs and the financial benefit involved iii any quality improvement project is invaluable in developing and evaluating proposals and allocation of resources to support the organization's financial health and viability. The return on investment analysis is an essential accounting tool that will provide nurse leaders with critical information quantifying costs and benefits of both financial and nonfinancial metrics to identify the feasibility, efficacy, risk or efficiency of a proposed project. [ABSTRACT FROM AUTHOR]

Background: Centralized scheduling of nursing professionals is regarded as an effective strategy for optimizing workforce allocation and mitigating critical staffing shortages. The aim of this review is to (1) determine the effect of centralized scheduling on unit productivity (ie, overtime, contract labor, and floating), time savings for managers, and staff perceptions and retention and (2) discuss current approaches in the implementation of centralized scheduling in inpatient hospital settings. Methods: This rapid review of the evidence follows methodological guidance from the Cochrane Rapid Reviews Methods Group. Four electronic bibliographic databases were searched for research published from 2013 to 2023. A total of 446 articles were identified and screened, with a total of 12 articles included. Studies and reports were included if they addressed the operational question and were conducted in an inpatient hospital within the United States. Results: Case study reports describe improved labor productivity (ie. less overtime and less contracted labor), more consistently balanced staffing of frontline nursing professionals, less staff reassignment (ie, floating), and increased satisfaction and time savings for managers after transitioning to a centralized scheduling model. These findings were consistent with a computational, experimental study that found centralized scheduling resulted in less labor costs and fewer undesirable shifts from the frontline nurse's point of view compared to decentralized schedul\ng. [ABSTRACT FROM AUTHOR]

A 341-bed Magnet® designated facility expanded its shared governance structure by incorporating a night shift council. The formation of this council allowed for more robust communication and collaboration between disciplines among night shift staff while increasing engagement scores. The council has established many initiatives to support night shift staff that can be adapted for use by other hospitals and health systems interested in expanding their shared governance structure. [ABSTRACT FROM AUTHOR]

Background: Evidence-based practice (EBP) is a major concept threaded throughout nursing education, yet competencies are not clearly identified in The Essentials. Purpose: Nurse leaders' EBP competency expectations for professional practice were explored to inform competency-based education for students and practicing nurses. A secondary aim explored potential effects of misinformation on EBP. Methods: Descriptive qualitative inquiry was performed with a focus group of 6 clinical nurse leaders. Results: EBP expectations were identified, discriminating between novice entry level and advanced-level nurses. Participants emphasized asking questions, linking evidence to practice, and acknowledging that evidence changes over time. All advanced-level nurses were expected to apply, lead, and teach EBP. Post pandemic, nurses need to reclaim evidence-based practices, critically appraise evidence, and educate patients and families to address misinformation. Conclusions: Information learned will inform competency-based EBP education for students and nurses in academic and clinical settings. [ABSTRACT FROM AUTHOR]

Schools of nursing are struggling to prepare registered nurses to practice in today's complex healthcare settings. Nurse residency programs are a good solution to support the transition to practice. Nursing education leaders must be informed of the nursing quality and safety outcomes of nurse residency programs. This literature review provides insight and evaluation of the evidence related to the impact of nurse residency programs with substantial evidence of nurse outcomes and minimal patient outcomes. [ABSTRACT FROM AUTHOR]

Copyright of Zentralblatt fuer Arbeitsmedizin, Arbeitsschutz und Ergonomie is the property of Springer Nature and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

This article is addressed to the teaching Church—the local church, Christian universities, and colleges, as well as parachurch or Christian-based ministries. Organized around an exegesis of 1 Timothy 1:5, the article promotes agape-love as a goal of discipleship. Agape, an evidence of Christian maturity exerts considerable impact on the methods and objectives of the ministry of discipleship. Consequently, the disciple-maker will utilize various learning and teaching modes which benefit their student-disciples. [ABSTRACT FROM AUTHOR]

Background: Minimizing patient falls and fall-related injuries within organizational constraints is a high priority for nurse leaders. The Centers for Medicare & Medicaid Services do not reimburse hospitals for fall-related expenditures. In-person sitters are used to prevent falls but are resource intensive and costly. Remote patient monitoring (RPM) may offer alternatives to in-person sitters to reduce fall-related harm. Purpose: The efficacy of RPM to reduce patient falls and fall-related injuries was explored. Methods: Electronic health record data were extracted from a 13-hospital integrated health care system. Incidence rate ratios were used to analyze the impact of RPM technology on falls and fall-related injuries. Results: When used in conjunction with standard fall precautions, RPM reduced falls 33.7% and fall-related injuries 47.4%. Fall-related expenditures decreased $304 400 with a combined estimated savings systemwide of $2 089 600 annually. Conclusions: RPM technology minimized falls and associated harm and improved patient safety, positively impacting hospital expenditures. [ABSTRACT FROM AUTHOR]

Background: National nurse shortages, ongoing nurse faculty retirements, and a dearth of clinical sites make it challenging to prepare advanced practice registered nurses (APRNs) who are ready to transition into independent provider roles, especially in acute care settings. One of the most effective ways to address these experiential learning challenges is for academic institutions and healthcare systems to form collaborative academic–practice partnerships. However, many partnerships between schools of nursing and healthcare institutions have found numerous challenges, including time to devote to the partnership, funding of ideas, competing initiatives and needs, and sustainability. Objective: The University of Maryland School of Nursing (UMSON) set out to expand the traditional academic–clinical partnership approach with a new collaborative model. Methods: Rather than both parties coming to the table with their own goals, the partnership focused on intentional relationship building, transparency, measurable outcomes, and sustainability. This model, further called the Sustainable Academic–Clinical Alliance (SACA), assures that both sides of the partnership benefit. The SACA model was used to create an academic–practice partnership with the University of Maryland Upper Chesapeake Health System in order to increase APRN clinical practice sites and readiness of APRN students to provide care across the continuum in the state of Maryland. Results: Since July 2016, the SACA model has enabled over 40 clinical providers in over 20 different clinical areas to offer 329 different clinical and nonclinical experiences to APRN students from UMSON. At the end of the 5-year alliance, 150 unique UMSON APRN students completed 257 different clinical rotations. Conclusion: The SACA model effectively promotes the development and achievement of sustainable academic–practice partnerships by focusing on (a) intentional relationship building, (b) transparency in goal setting and alliance maintenance, (c) development of outcome measures, and (d) sustainability. Implications for Nursing: The components of the SACA model made sustainability more achievable, which has eluded previous academic–clinical partnerships. This model can serve as a blueprint for other academic and healthcare institutions to establish sustainable academic–practice partnerships. [ABSTRACT FROM AUTHOR]

Assessment of initial nursing competency is essential to safe nursing practice yet often focuses on psychomotor skill acquisition. A multistate health system created a competency strategy based on a comprehensive conceptualization of competency using the American Nursing Association scope and standards of nursing practice. This approach allows for the broad application of a standard competency assessment tool across diverse nursing specialties and provides a framework for nursing professional development practitioners to implement in their organizations. [ABSTRACT FROM AUTHOR]

In the dynamic and complex landscape of health care, rekindling innovation requires a blend of courage, connection, and joy. This article, drawing from an interview with Dr Marilyn Chow, a recognized "Living Legend" by the American Academy of Nursing (AAN), outlines a transformative approach for nurse leaders. Marilyn emphasizes the significance of listening to staff, patients, and communities, taking appreciative and incremental steps toward innovation, and fostering an environment where risks are encouraged and voices are amplified. Through her narrative, we explore how nurse leaders can inspire their teams, lead with joy, and drive impactful change, offering a blueprint for leading with intention and creating a legacy of innovation and care. [ABSTRACT FROM AUTHOR]

Nursing research provides knowledge that advances nursing science, practice, and health care with the vision to optimize the health and well-being of the population. In a medical center setting or health care organization, nurse scientists are needed to demonstrate new knowledge, innovation, and scholarship. Nursing research in health care organizations or medical centers are led mainly by nurse leaders with a Doctorate in Philosophy (PhD) or a Doctorate in Nursing Practice (DNP). The purpose of this report is to provide examples of the role nurse scientists and nursing research plays nationally in Kaiser Permanente, an integrated health care system. In addition, this report will: (1) define the term "research" in the clinical setting and the role of the nurse research scientist in an integrated health care system and impact on the Magnet® Designation journey, and (2) discuss strategies for a successful role as a nurse research scientist in an integrated healthcare system. [ABSTRACT FROM AUTHOR]

Health care is a complex and ever-changing environment for nurse leaders and other health care industry decision-makers. The prevailing leadership and decision-making models, rooted in Industrial Age principles, often struggle to adapt to the complexities of modern health care. This article explores the foundations of complexity science and its application to health care decision-making, highlighting the importance of understanding systems dynamics and embracing complexity. Drawing from systems knowledge, the Cynefin Sensemaking Framework, and understanding how to develop enabling constraints, nurse leaders can navigate the complexities of health care by identifying the nature of the problem and applying appropriate decision-making strategies, fostering agility and innovation. By embracing complexity and adopting adaptive leadership approaches, nurse leaders can pragmatically navigate the complexities of modern health care and drive transformative change. This manuscript provides methods for nurse leaders to enhance decision-making within the dynamic landscape of health care as a complex adaptive system. [ABSTRACT FROM AUTHOR]

Recent studies about effective leader behavior reveal that the ability of managers to perform a clear vision in daily work will strongly evoke employee learning behavior and consequently lead to higher green proactive behavior. This study investigate the direct and indirect effects of this visionary leadership towards both employee learning behavior and green proactive behavior. This survey using cross sectional design using data of 226 leaders were gathered from the Policy Makers in Peninsular Malaysia. The Statistical Package for the Social Sciences (SPSS) and SmartPLS are used to analyze the findings. The results show that learning behavior is able to act as an effective mediating variable in the relationship between visionary leadership (effective communication and feedback) with green proactive behavior. In conclusion, this study reports that a leader's ability to demonstrate effective visionary leadership can enhance employees' commitment to mastering new learning diligently. As a result, this learning behavior can also positively enhance green proactive behavior within the studied organization. [ABSTRACT FROM AUTHOR]

Effective communique abilities play an essential role in fostering information and facilitating the exchange of ideas and opinions among academic department leaders in universities. This verbal exchange is especially critical in the realm of education as it contributes to creating an environment of productive interaction and dialogue thereby selling information development and increasing task pride among school members. The objective of this examination was to explore the high-level verbal exchange abilities of leaders and their effect on enhancing task pleasure, as perceived by faculty members in Saudi universities. To achieve this objective, a descriptive technique making use of a survey looks at the method change employed. The examined sample consisted of randomly selected individuals from numerous universities in the Kingdom of Saudi Arabia. Data was collected via questionnaires administered to a complete of 788 individuals. The findings revealed that the presence of effective communique abilities among leaders in senior academic departments appreciably influences the level of process pleasure among college individuals. Furthermore, a tremendous correlation changed into observed between college members' task pride and leaders' communication abilities (p < 0.05), indicating that verbal exchange capabilities can serve as predictors of job delight. Based on the have a look its effects, it is encouraged to provide training courses for both leaders and college individuals to strengthen their interpersonal connections. [ABSTRACT FROM AUTHOR]

Background: Although hospital leaders were already at a high risk for psychological and physical illnesses long before the pandemic, the COVID-19 pandemic exacerbated this situation. Purpose: Recognizing the crucial role of leaders in organizational crises and building on the conservation of resources theory, our study examines how hospital leaders cope with difficulties that endure over an extended period of time. By using the COVID-19 pandemic as an example for prolonged adversity in hospitals, we provide insight into the different responses to a given adversity and further expand knowledge about the role of time in crisis and for resilience. Methodology/Approach: Qualitative expert interviews were conducted with 44 hospital leaders in Austria between December 2020 and November 2021. For data analysis, we used a hybrid approach, consisting of both deductive and inductive coding. Results: By extending Bardoel and Drago's (2021) conceptual approach on acceptance and strategic resilience, our empirical study shows that during enduring adversity, hospital leaders use both types of resilience. The choice between them and their suitability depends on both the duration of exposure and severity of the adversity. Conclusion: Our findings further show that when immediately confronted with adversity, leaders tend to rely on resource-preserving acceptance resilience, whereas when dealing with enduring adversity, leaders are more likely to use resilience-enhancing strategic resilience. Practical Implications: Even though leaders rely on both types of resilience, our findings also imply that if opportunities to build strategic resilience are limited, higher burnout and turnover rates might be the consequence. [ABSTRACT FROM AUTHOR]

The recent COVID-19 pandemic exacerbated pre-existing stressful conditions in health care, further elevating the risk of negative health outcomes for nurses and particularly nurse leaders. The aim of this pilot project was to assess the efficacy of mindfulness practices in attenuating nurse leaders' perceived stress levels. There is a lack of evidence regarding the outcomes of stress reduction programs aimed at health care staff, especially for nurse leaders within the clinical setting. Mindfulness has been shown to have a significant positive effect on attenuating stress in a wide variety of populations. This study used a prospective longitudinal design with a volunteer nurse leader group comparing self-reported perceived stress levels before and after a brief mindfulness intervention. Results indicated a significant reduction in perceived stress among volunteer nurse leader participants postintervention. Further investigation is needed in a variety of settings to more fully understand and evaluate the potential impact of introducing mindfulness practices to support nurse leaders in hospital or clinical settings. [ABSTRACT FROM AUTHOR]

Self-care quickly became a buzzword for health care workers during the recent pandemic. Strategies to improve self-care and build resiliency for our first-line workers were often seen in the literature or as topics at conferences and webinars. One strategy that was missing was the importance of leaders to be self-care role models for our employees. Just as leaders need to role model the organization's values, they also need to role model self-care so employees can follow their example and be assured that their leader views self-care as important. Leadership coaching must now include self-care as a strategy to improve not only the leader's mental, physical, and emotional health but also the health and wellness of their team as well as the entire organization. [ABSTRACT FROM AUTHOR]

The pandemic exposed existing weaknesses in the health care system, and innovative leaders stepped up to address the compounding effects the novel anomaly created. Postpandemic disruption persists, and the behaviors and actions of these positive deviants demonstrate that new ways of leadership are available to those who are willing to embrace the dynamic leadership model and teaming methodology to shape health care delivery of the future. As we look to new ways of being and leading, we begin from a changed world—one that has been reset and cannot go back. Dynamic leaders are called upon to create cultures that reflect the needs of the future workplace and workforce. They pave new pathways and new ways of thinking, reimagine new realities, and create abundance. Their consistent practice of 5 essential behaviors—self-awareness, deep listening, curiosity, empathy, and decisiveness—strengthen their leadership and ability to meet the demands of health care today. [ABSTRACT FROM AUTHOR]

Culture is the driving frame within which all human action takes form. This article explores the elements and characteristics of culture and applies them to the nursing professional community of practice. As it drills down to the work in the cultural context, it argues for the central role of the preceptor in evidencing the influence of culture. For onboarding nurses and the nursing community, the preceptor becomes the carrier of culture, demonstrating the impact of culture in a way that exhibits its influence and impact on nursing practice and patient care. [ABSTRACT FROM AUTHOR]

Health care leaders need to measure their workforce and operational performance in a more comprehensive manner to fully understand the interplay of the many variables that influence performance and the employee experience in health systems. Nurse leaders have an opportunity to leverage that understanding to provide the clinical workforce with a measurably improved workplace. [ABSTRACT FROM AUTHOR]

Nurses' job of caring for critically ill patients requires demonstration of behaviour some of which may not be there in their job description. These voluntary behaviours without expectation of reward or favour are referred to as Organisational Citizenship Behaviour (OCB). Patient care is a teamwork, close and cooperative interaction for work within the team and with team leaders, that is, TMX (team-member exchange) and LMX (leader-member exchange), leads to a feeling of commitment known as team commitment and nurses are expected to display OCB to maintain their team membership. Job of nursing imbibes several factors that cause stress to the nurses; these stressors eventually lead to burnout. Stress and burnout harm patient care and particularly on their OCB. In total, 506 nurses from 5 hospitals of Kolkata participated in the study. Result showed that LMX and TMX significantly relate to OCB and nurses' role stress negatively relates to the OCB of nurses. Team commitments fully mediate effect of nurses' role stress on OCB of nurses and partially mediates the relationship between LMX and TMX with OCB. This study may be helpful to Healthcare Managers to devise appropriate strategies to enhance the OCB of nurses. Shortcomings of the study and scope for further research discussed. [ABSTRACT FROM AUTHOR]

Copyright of Civitas - Revista de Ciências Sociais is the property of EDIPUCRS - Editora Universitaria da PUCRS and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Purpose To develop a model of clinical leadership that encompasses the specialized technical skills and leadership behaviors exhibited by clinical radiography leaders. Methods During this quantitative study, 432 clinical radiography leaders completed the Clinical Radiography Leadership Survey, which measured the technical skills and leadership behaviors aligned with clinical leadership in radiography. Data analysis included a correlational analysis to examine the relationships between the dimensions measuring technical skills and dimensions measuring leadership behaviors when defining clinical radiography leaders. Results Participant responses were correlated individually and aggregated by dimension, with Pearson values greater than 0.3 indicating a moderate or strong relationship. The highest interdimensional correlation existed between dimensions 1 (patient care skills) and 2 (technical and radiographic skills) (P = .715), while exhibiting weak correlations to dimensions associated with clinical leadership behaviors. The confirmatory factor analysis revealed that a more global view of clinical leadership behaviors, in addition to patient care and technical skills, informed participants' view of clinical radiography leadership. Discussion Participants viewed the technical aspect of their practice as the most salient, and survey items related to professional communication and using sound clinical decision-making skills correlated highly with the leadership behaviors exhibited and valued by clinical radiography leaders. Conclusion By defining the clinical expertise, technical skills, and commonly practiced leadership behaviors that clinical radiography leaders encompass, other health care professionals will recognize the unique contribution that the radiologic science profession provides. [ABSTRACT FROM AUTHOR]

Nursing professional development practitioners must be competent in business software applications to work at the top of their scope. However, there are no software application standards, resulting in a lack of clarity about competence. Individuals may believe they are well versed in an application, fail to seek education, and miss essential features. Nursing professional development practitioners can elevate their technological literacy significantly through a targeted technology self-assessment and peer-taught live course series. [ABSTRACT FROM AUTHOR]

A novice director of nursing education and professional practice started her first formal leadership role in a new hospital and a new organization. This article will discuss tactics used within the first 6 months in the role that helped the director integrate into the hospital and leadership teams, improve team structure and processes, and improve employee engagement scores. [ABSTRACT FROM AUTHOR]

Copyright of Dialogos (14159945) is the property of Universidade Estadual de Maringa and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Academic nursing prepares nurses for the future to deliver, improve, and innovate health care. Moving forward on this imperative requires nurse leaders to support diversity, equity, and inclusion efforts thus partnering with individuals, families, communities, and other sectors to advance health equity, reduce health disparities, and improve care. The purpose of this article is to describe the creation, launch, and evaluation of an Office of Diversity, Equity, and Inclusion (DEI) in an academic nursing institution. Lessons learned are shared to assist others in their own journey to establish a DEI structure within an academic setting, especially one with a robust academic-practice partnership. The ideas shared are easily transferable to nonacademic settings. [ABSTRACT FROM AUTHOR]

Even if everything is done right in justifying the clinical benefit of a healthcare initiative, it cannot be sustainable if, first and foremost, the temperament of the practice environment, including the wider institutional hierarchy, is not accurately gauged. The purpose of this article is to provide the Doctor of Nursing Practice (DNP) researcher with a systematic structure enabling a review of the larger context of the proposed clinical innovation. This review supports a DNP-led healthcare initiative through self-analysis of the researcher's role; forging a relationship with a mentor; the analysis and mitigation of institutional, collaborative, and organizational barriers; and negotiating strategic partnerships with colleagues and departments and sharing their work and expertise. The blueprint that can change the interface of these elements is the creation of a specific research advisory committee (RADCOMM). The RADCOMM can be the impetus for transforming the institution into a place for learning, personal and professional growth and development, and patient safety, as well as one that results in new common resources and improved practice scholarship. The next generation of scholars and their capacity to understand their position in healthcare is inherently inhibited by not integrating the role and value of practice scholarship. The success of a DNP-led healthcare initiative, however, can positively affect the researcher's mental health, productivity, and career satisfaction. [ABSTRACT FROM AUTHOR]

Why was the United States, despite its overwhelming superiority in power, unable to prevent North Korea from developing nuclear weapons? Why did North Korea persist in its nuclear pursuit in the face of U.S. opposition? In this article, we represent nuclear proliferation and counter-proliferation as situations of subjective strategic interaction between states. We measure preferences over strategies and outcomes using operational codes of the leaders of each country, derived via linguistic analysis. Our results indicate that neither the U.S. nor North Korea accurately understood the other side’s preference ordering, and that their operational codes interacted in such a way as to produce an outcome favorable to North Korea – the weaker party - and unfavorable to the U.S. – the stronger. The wider contribution is to show that (mis)perceptions of the goals and resolve of the opponent play a crucial role in the success or failure of strong states to compel weak states and vice versa. [ABSTRACT FROM AUTHOR]

Nationally, nurse turnover is 18.7%, and 24.1% of nurses leave their organizationwithin a year of hire. On boarding is a key component of a nurse's intent to stay and job satisfaction. This article describes the implementation and results of an onboarding program in a large intensive care unit. [ABSTRACT FROM AUTHOR]

This study aims to explain the participative actions of researchers (ethnographers) in synergising culture and values between Public Relations Officers from the Bogor City Government, West Java, Indonesia, and Islamic religious leaders in handling the Covid-19 pandemic through integrated communication. The research method used is organisational ethnography to identify and find sociocultural barriers between informants (public relations officers of the Bogor government and Islamic religious leaders) with data from semi-structured interviews, centralised discussions, and participatory efforts during a mutually agreed period. The findings of the study show that the application of communication integration recommended by researchers to Bogor City Government Public Relations Officers can encourage collaboration in activities and reduce cultural barriers between them in handling the Covid-19 crisis through the use of conventional media and social media can create an accelerated life that is deliberative, healthy and optimistic during a pandemic. In particular, the precision and intensity of organisational ethnography implementation can reduce conflicts of interest among public relations officers to build a sense of identity and sustainably shared culture. [ABSTRACT FROM AUTHOR]