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Current Trends in Nursing I

Current Trends in Nursing I

Current trends in nursing include:

International Nursing Organizations I

International Nursing Organizations I

International Nursing Organization (ICN) is a global union of national nurses' organizations. Individual nurses can be a part of ICN through member organizations. Each member organization strives to ensure quality nursing care, sound health policies, the advancement of nursing knowledge, respect for the profession, and a satisfied and competent nursing workforce.
ICN member organizations work to advance the field of nursing and healthcare via policies, partnerships, lobbying, professional...

Current Trends in Nursing II

Current Trends in Nursing II

Trends in nursing are multifactorial and associated with changes in society, within the nursing profession, and in other professions. Notably, telehealth and remote nursing contribute to successful healthcare delivery for numerous patients and help reduce stress for nurses due to nursing shortages. Nurses can reach patients, monitor their conditions, and interact with them using computers, audio, visual accessories, and telephones—for example, remote patient monitoring systems. Likewise,...

Ethical Issues

Ethical Issues

Nurses are essential in patient care, upholding the ethical principles of their profession and effectively navigating ethical dilemmas. Neglecting ethical issues can lead to inadequate patient care, compromised therapeutic relationships, and moral distress among healthcare workers.
Ethical Concerns in Healthcare:

Nursing Interventions II: Selecting and Classifying the Nursing Interventions

Nursing Interventions II: Selecting and Classifying the Nursing Interventions

Creating and executing a nursing diagnosis helps nurses plan care and guide patient, family, and community interventions. They are developed based on a patient's physical evaluation and support measuring the outcomes. It is not recommended to select random interventions throughout the planning process. Instead, consider the following six essential factors when choosing interventions:

The Professional Nurse

The Professional Nurse

Professional nurses are not limited to bedside care and are taking roles of greater responsibility. A nurse should have a knowledge-based practice, including personal, theoretical, procedural, cultural, and reflexive knowledge. Additionally, nurses must be competent in cognitive, technical, interpersonal, and ethical/legal skills. Some of the best attributes of successful nurses include the following:
Communication skills: These are critical characteristics, especially speaking and listening.

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Updated: Jun 16, 2026

A Novel Method for Involving Women of Color at High Risk for Preterm Birth in Research Priority Setting

A Novel Method for Involving Women of Color at High Risk for Preterm Birth in Research Priority Setting

Published on: January 12, 2018

Retention priorities for the intergenerational nurse workforce.

K Lynn Wieck¹, Jean Dols, Peggy Landrum

¹College of Nursing, The University of Texas at Tyler, Tyler, TX, USA. lynn@drwieck.com

|February 9, 2010

Summary

This summary is machine-generated.

Nurse retention is impacted by manager interactions and work environment satisfaction. Younger nurses, particularly Millennials, report lower job satisfaction and higher intent to leave, highlighting a critical need for targeted interventions.

Related Experiment Videos

Last Updated: Jun 16, 2026

A Novel Method for Involving Women of Color at High Risk for Preterm Birth in Research Priority Setting

A Novel Method for Involving Women of Color at High Risk for Preterm Birth in Research Priority Setting

Published on: January 12, 2018

Area of Science:

Nursing
Healthcare Management
Organizational Psychology

Background:

Nurse retention is a persistent challenge in healthcare systems.
Generational differences (Gen-X, Millennials) may influence job satisfaction and intent to leave.
Managerial effectiveness and work environment quality are key factors in nurse retention.

Purpose of the Study:

To conduct a generational assessment of job satisfaction, work environment, and desired manager characteristics.
To identify factors influencing nurse retention across different age groups.
To inform strategies for improving nurse retention rates.

Main Methods:

Online survey data collected from 1,773 staff nurses across 22 southern hospitals.
Utilized measures including job satisfaction, perceptions of safety, Nurse Manager Desired Traits survey, and Nursing Work Index-Revised.
Employed a cross-generational comparative analysis.

Main Results:

Overall job satisfaction with the work environment was high, with highest satisfaction in nurse/physician relationships and lowest in nurse control of practice.
Younger nurses reported lower job satisfaction compared to nurses over 40.
Significant percentages of Millennial nurses (33% within 2 years, 66% within 5 years) and the overall nurse sample (61% within 10 years) plan to leave their current jobs.

Conclusions:

Developing "model managers" is crucial for improving nurse retention.
Empowering staff nurse councils can enhance job satisfaction and control.
Stabilizing staffing, revamping incentives, and prioritizing safety are essential strategies.
Addressing generational differences in satisfaction and retention is a priority.