The article “A Partnership to Assess Clinical Nurse Leadership Skills,” by Maria Logrippo, PhD, RN; Sarah Kelly, PhD, RN; Nicole Sardinas, DNP, RN; and Molly Naft (April 2018) outlines a quality improvement (QI) initiative at a large academic medical facility to promote nursing engagement and create a bridge between clinical care staff, nurse administrators, and nurse educators. I was thrilled to read about the engagement and involvement among all areas of nurse leaders, informal and formal, in this initiative to promote nursing research and create an understanding of the importance of leadership among frontline clinical nurses. As a clinical educator and leader in my facility, I relate to the desire to bridge connections and encourage nurses' engagement in nursing research and leadership.
The lower Professional Self-Concept Nursing Inventory (PSCNI) scores among critical care nurses are surprising. If critical care nurses are taking this questionnaire during a short break in a busy, stress-ridden day, could that impact their self-concept? Did the level of reported self-concept in critical care nurses vary with the participants' ages? Professional satisfaction, being a subset of the PSCNI, raises the question: Are the critical care nurses who scored lower on the PSCNI tool dissatisfied with their careers? Encouraging self-awareness techniques and exercises for those nurses who scored lower on the self-concept tool may improve satisfaction and “enrich patient-nurse relationships.”
This QI initiative helps pave the way for continued relationships between clinical staff, administrators, and nursing educators. I'm interested to know if anything about the organization's culture served as a limiter in terms of engagement in nursing research, and what can be done to promote a change in the culture? Thank you for this introspective article.
—Katherine Carter, BSN, RN