RATIONALE AND KEY POINTS:Nurse managers spend a significant amount of their working day on administrative duties, notably rostering, which can leave them with little time to engage with their teams. The use of artificial intelligence-based (AI-based) rostering platforms, combined with flexible staffing schedules, can reduce the administrative burden on nurse managers and provide more flexibility for staff. • Operational responsibilities, including rostering and resource coordination, tend to dominate nurse managers' daily workload. • Accommodating nurses' needs for a good work-life balance requires rostering flexibility, transparency and choice, which traditional methods such as manual rostering sometimes fail to provide. • AI-based rostering platforms can help generate optimised staffing schedules that balance organisational needs with nurses' expectations regarding their working patterns. • AI-based rostering combined with flexible staffing schedules can significantly and sustainably reduce the administrative burden on nurse managers. REFLECTIVE ACTIVITY: 'How to' articles can help to update your practice and ensure it remains evidence based. Apply this article to your practice. Reflect on and write a short account of: • How this article might enhance your understanding of how AI-based rostering can help reduce nurse managers' administrative workload and meet nurses' expectations regarding their working patterns. • How you could use this information to educate your colleagues on the implementation of AI-based rostering and flexible staffing schedules.
ABSTRACT:Intentional management of one's professional story, or narrative discipline, is now a core competency and responsibility for nurses at all career stages. Workforce mobility, interdisciplinary collaboration, broadening career opportunities, and the expansion of digital platforms have elevated the importance of how nurses are perceived by colleagues, organizations, and the public. Increasingly, a nurse's professional story and digital footprint influence professional opportunities, career advancement, and even employment decisions.Many companies invest heavily in brand management to build trust and emotional connection with the people they serve. Importantly, narrative discipline also contributes directly to healthy work environments by reinforcing trust, role clarity, respect, and psychological safety. Drawing from leadership practice, emerging research on nurses' social media use, healthy work environment principles, and guidance from national nurse leadership organizations, this article outlines how nurses can align personal, professional, and enterprise identities; use language deliberately; and engage with discipline and integrity. Practical strategies are provided to help nurses move from passive narrative formation to intentional storytelling that supports career development, workforce engagement, organizational trust, and the sustainability of the nursing profession.
ABSTRACT:Nurses have up to four times more patient contact than physicians, positioning them as central drivers of communication in health care. Effective communication directly influences patient outcomes, teamwork, staff engagement, and the overall care experience. Today's nurses operate within a highly diverse environment that includes four generations in the workforce and up to eight generations of patients, each with distinct values, expectations, and communication preferences. This article examines how generational differences shape communication across three key relational domains: peer-to-peer, nurse-to-patient, and nurse-to-leader interactions, and offers insights to strengthen collaboration, engagement, and quality of care.
BACKGROUND:Supportive nursing practice environments are consistently associated with improved nurse, patient, and organizational outcomes. The American Nurses Credentialing Center's Pathway to Excellence® (Pathway) program is designed to establish and sustain healthy work environments, yet the empirical evidence evaluating its outcomes remains fragmented. PURPOSE:To systematically synthesize quantitative evidence examining the association between Pathway designation or Pathway standards and nurse, patient, and organizational outcomes. METHODS:A quantitative systematic review was conducted in January 2026 using PubMed, CINAHL, and Embase to identify peer-reviewed studies examining nurse, patient, or organizational outcomes associated with Pathway designation or standards. Risk of bias was independently assessed by two authors using the Joanna Briggs Institute critical appraisal checklists. RESULTS:Eight US-based observational studies met the inclusion criteria. Across diverse health care settings, Pathway designation or stronger alignment with Pathway standards was consistently associated with more favorable nurse work environments, lower burnout and intent to leave, stronger engagement in evidence-based practice, higher patient satisfaction, and more positive organizational safety climates. CONCLUSION:The evidence indicates that Pathway designation and standards are positively associated with nurse, patient, and organizational outcomes. Although causal inference is limited, the consistency of findings supports Pathway as a meaningful organizational strategy for strengthening professional nursing practice environments and advancing health care quality.
BACKGROUND:Healthy nursing work environments are recognized as key drivers of patient safety, workforce stability, and organizational performance, but existing evidence is fragmented and difficult to operationalize. PURPOSE:This scoping review synthesizes recent literature (2021-2025) examining associations between nursing work environments and patient, workforce, and organizational outcomes across health care settings. METHODS:Following Joanna Briggs Institute and PRISMA-ScR guidance, a structured search of CINAHL Ultimate and Google Scholar identified 75 records. After screening, 25 studies and reports were included. Data were extracted and organized into patient, workforce, and organizational outcome categories, with narrative synthesis used to identify patterns and gaps. RESULTS:Across diverse settings and methods, findings consistently show that favorable work environments are associated with improved patient safety and experience, lower nurse burnout and turnover intention, higher job satisfaction, and stronger organizational performance indicators such as safety climate and quality of care. Evidence from ambulatory and emergency settings, though limited, demonstrates similar directional relationships. Measurement approaches varied, but positive associations were consistent across instruments and levels of analysis. CONCLUSION:The nursing work environment is a modifiable, system-level lever with consistent links to improved outcomes. Strengthening work environments represents a practical, evidence-based strategy for enhancing patient care, supporting workforce well-being, and improving organizational performance.
ABSTRACT:Workplace violence is a growing concern in health care, disproportionately affecting frontline nurses and nursing assistants. Despite high prevalence, underreporting remains a barrier to effective prevention and response. This article describes the development, implementation, and outcomes of a Workplace Safety Champion program designed to increase reporting of violent incidents and strengthen a culture of safety. A multidisciplinary task force developed an evidence-based Workplace Safety Champion course that emphasizes de-escalation strategies, reporting processes, and staff support. Champions were appointed across inpatient and emergency units and integrated into a hospital-wide Workplace Safety Champion Council. Program evaluation used course completion data and posttraining surveys. The organizational goal of having at least one trained champion in 90% of inpatient and emergency units was exceeded, with 98% of units represented (N = 93 champions). More than 85% of learners reported intent to change their response to workplace violence, and 90% endorsed improved knowledge of resources and de-escalation strategies. The Workplace Safety Champion program successfully improved staff awareness, reporting, and engagement in workplace violence prevention. Embedding champions across units can serve as a sustainable strategy to strengthen safety culture and support frontline health care workers.
ABSTRACT:A health care system's approach to integrating the American Association of Critical-Care Nurses Healthy Work Environment (HWE) standards across organizational levels demonstrates a replicable pathway for aligning bedside expertise with boardroom strategy, an essential linkage in organizational strategic planning. Partnership between the nurse executive team and direct care nurses is critical to achieving nursing excellence. The HWE framework can be operationalized into the nursing strategic plan through nursing professional governance structures and performance improvement initiatives, promoting scalability and transferability across multiple service lines and departments. This strengthens the relationship between clinical staff and executive leadership, driving transparency and mutual accountability for resource allocation and outcomes. This article describes one health care system's 3-year journey in embedding the HWE framework throughout the deployment of the nursing strategy. Following operationalization of HWE as a component of the nursing strategic framework, the health care system achieved sustained improvement across all domains of the Healthy Work Environment Assessment Tool (HWEAT), bolstering an organizational commitment to continuously improve and measure practice-environment health. This transparent, high-visibility approach emphasizes accountability from the Chief Nurse Executive to frontline nurses, underpinning a shared commitment that aligns clinical practice with organizational strategy. Organizations that embed HWE into their nursing strategic plan empower nurses at every level to shape and share ownership of the practice environment.
There is a shortfall of nurses and growing nurse attrition globally, which have been attributed to a range of systemic factors, including inadequate pay. In the UK NHS, the effectiveness of the Agenda for Change (AfC) pay structure in resolving historical and persistent nursing income challenges is increasingly being questioned. This article provides a critical examination of the literature, NHS workforce data, economic analyses and policy documents to explore the extent to which low remuneration drives nurse turnover in England. The author discusses pay inequities in nursing in the context of comparable professions, diversity and equality, and examines how AfC reforms in Scotland and international healthcare funding structures could inform policy change in the NHS in England. Finally, the author considers some implications for nurse managers in relation to translating workforce research into practical strategies for improving nurses' pay and working conditions.
ABSTRACT Background: Transitions from inpatient to outpatient care pose significant risks for individuals with behavioral health conditions (BHC), contributing to fragmented care and preventable hospital readmissions. Comprehensive transition of care (TOC) interventions that address both clinical and social needs may improve outcomes in this vulnerable population. Purpose: To evaluate the effectiveness of the First Thirty (FT) program, a nurse-led TOC bundle, in reducing hospital readmissions among patients with BHC and/or substance use disorder (SUD). Methods: This retrospective chart review included adults aged 18 to 64 years with Medicaid or no insurance enrolled in the FT program across 10 hospitals from 2022 to 2023. The FT program applied a TOC bundle comprising care coordination, medication support, discharge phone calls, transportation assistance, and wellness resources. Hospitalizations during the 30 days before and after program enrollment were compared, with analyses conducted separately for 2022 and 2023 cohorts. Results: Among 3079 patients, readmission rates declined significantly after FT enrollment in both cohorts. In 2022, readmissions decreased from 12.7% pre-enrollment to 6.9% post-enrollment, and in 2023 from 8.2% to 3.3% (both P < .0001), despite differences in baseline cohort characteristics. Conclusions: The FT TOC model was associated with substantial reductions in 30-day readmission, suggesting that structured, nurse-led care coordination can improve transitions and outcomes for patients with BHC and SUD.
ABSTRACT Reframing nurses' core relational abilities from “soft skills” to “power skills” is essential to transforming health care. These capacities—such as effective communication, empathy, self-regulation, ethical grounding, and relational presence—aren't secondary to technical expertise but foundational to healing, trust, and professional identity. Power skills enable nurses to mitigate suffering, strengthen connections, and lead effectively across education, practice, and policy. This article calls on nurses in all roles to embrace, model, and structurally embed this narrative shift to reclaim nursing's authority, purpose, and enduring impact.
