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February 2022 - Volume 52 - Issue 2

  • Karen S. Hill, DNP, RN, NEA-BC, LFACHE, FAAN
  • 0002-0443
  • 1539-0721
  • 11 issues / year
  • 1.737
    5-year Impact Factor: 2.067
Developed in partnership with the American Nurses Credentialing Center's Magnet Recognition Program®.
Published November 2021
​Dear Nurse Colleagues, 

In the February 2022 edition of The Journal of Nursing Administration, Dr. Wendy Zeiher and co-authors present a study that most of our readers can relate to, “Posttraumatic Stress Disorder in Nurses During a Pandemic: Implications for Nurse Leaders". This submission is an example of the on-line option for publication in JONA and presents the outcomes of a study aimed to explore the association between nurses' practice environment (NPE), posttraumatic stress disorder (PTSD), and intent to leave among nurses working during the COVID-19 pandemic. Approximately 44% of nurses sampled indicated a preference for leaving their position. Significant associations were identified between the nurses' practice environment (NPE) and posttraumatic stress disorder (PTSD) and between NPE and intent to leave. This article will free on our web site to readers for the month of February. 

In "Identifying Potentially Preventable Reasons Nurses Intend to Leave a Job", Dr.  Tanekkia M. Taylor-Clark and co-authors report a study of 724 nurses in 23 U.S. Army hospitals. The findings are interesting and sobering, when you consider how many of the nurses were considering leaving their positions. Forty-nine percent of nurses indicated they
intended to leave, 44% for potentially preventable reasons.  Dissatisfaction with management and the nursing
work environment were the top potentially preventable reasons to leave. Nurses who intended to leave for potentially preventable reasons scored aspects of the nursing work environment significantly lower than those
intending to leave for nonpreventable reasons.  Nurse manager development and increasing the engagement opportunities for clinical nurses are two suggested intrventions.  I think many nurse leaders will want to review this study as we look at ways we can address the growing turnover and vacancy rates in nursing. ​

Please email me if you have a question or potential topic of interest to our readers at [email protected]. Our Guidelines for Authors​ are available on our website.  I hope to see many of you in San Antonio at the 2022 AONL National meeting. 


Melora Ferren, PhD, RN, NEA-BC, the Social Media Coordinator for JONA, continues to post on Twitter highlighting a topic from the journal. Follow us at #JONAonline​.  ​

Thanks so much for your continued support of JONA. 


Sincerely,
Karen


Karen S. Hill, DNP, RN, NEA-BC, LFACHE, FAAN

Editor-in-Chief
[email protected]

  • ​Celebrating Magnet® Nursing Excellence - Meet the Recipients of the 2021 National Magnet Nurse of the Year® Awards

  • DAISY Meaningful Recognition for Nurse Managers

  • Decreasing On-Shift Stress with a Crisis Intervention Cart

  • Nursing Infection Control Practice Adherence, Related Barriers, and Methods of Intervention

  • Seeking to Understand: Qualitative Research on Sustainability of Evidence-based Practice in Acute Care

  • Leadership and Staff Perceptions on Long-Term Care Staffing Challenges Related to Certified Nursing Assistant Retention

  • Crisis Leadership Lessons from the COVID-19 Pandemic for the Future

  • Near Miss Research in the Healthcare System: A Scoping Review 

  • Addressing Occupational Fatigue in Nurses: A User-Centered Design Approach for Fatigue Risk Management​

  • Clinical Leader Series: A Virtual Mental Well-Being Initiative for Nurse Leaders During the COVID-19 Pandemic and Beyond

  • ASLN 2021 Conference: Nursing Science for Leadership in the New Decade   

  • Implementing a Departure Lounge: A Strategy to Improve Patient Flow and the Discharge Process                                                                                                                                      

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