Jove
Visualize
Contact Us
JoVE
x logofacebook logolinkedin logoyoutube logo
ABOUT JoVE
OverviewLeadershipBlogJoVE Help Center
AUTHORS
Publishing ProcessEditorial BoardScope & PoliciesPeer ReviewFAQSubmit
LIBRARIANS
TestimonialsSubscriptionsAccessResourcesLibrary Advisory BoardFAQ
RESEARCH
JoVE JournalMethods CollectionsJoVE Encyclopedia of ExperimentsArchive
EDUCATION
JoVE CoreJoVE BusinessJoVE Science EducationJoVE Lab ManualFaculty Resource CenterFaculty Site
Terms & Conditions of Use
Privacy Policy
Policies

Related Concept Videos

Nurses' Legal Responsibilities III01:16

Nurses' Legal Responsibilities III

639
Nurse-to-nurse relationships are legally required to adhere to professional standards, ensuring a respectful and positive working environment. Professional conduct demands that nurses treat all colleagues respectfully and courteously, fostering a productive, supportive workplace. Nurses must actively eliminate bullying, discrimination, and harassment to maintain a safe and inclusive environment.
Cultivating a culture of collaboration and mutual respect among nurses transcends mere enhancement...
639
Accountability and Responsibility of a Nurse II01:09

Accountability and Responsibility of a Nurse II

672
Professional accountability in nursing is a multifaceted concept that encompasses professional ethics, legal standards, and employment expectations. This framework ensures that nurses maintain and elevate the quality of care while upholding the values of their profession. It compels them to treat patients, families, and colleagues with respect, compassion, and integrity.
For example, a nurse demonstrating respect and compassion might listen attentively to a patient's concerns, provide...
672
Accountability and Responsibility of a Nurse I01:30

Accountability and Responsibility of a Nurse I

1.8K
Accountability in nursing is a fundamental principle that underscores the obligation of nurses to take responsibility for their actions and answer for any errors or omissions in patient care. This principle is grounded in the professional, legal, and ethical frameworks that shape nursing practice. For instance, nurses must adhere to all relevant laws, regulations, and practice standards, including guidelines set forth by nursing boards and professional bodies, to ensure their actions comply...
1.8K
Techniques of therapeutic communication I: Active Listening, Sharing Observations, Validation, and Using Touch01:15

Techniques of therapeutic communication I: Active Listening, Sharing Observations, Validation, and Using Touch

4.7K
The history of therapeutic communication can be traced back to Florence Nightingale, who emphasized the importance of developing trusting relationships with patients. She taught that the presence of nurses with patients results in therapeutic healing.
Therapeutic communication is not the same as social interaction. Social interaction has no goal or purpose and consists of casual information sharing, whereas therapeutic communication has a plan or purpose for the conversation. Therapeutic...
4.7K
Nurses' Legal Responsibilities II01:23

Nurses' Legal Responsibilities II

686
Establishing a secure, collaborative nurse-patient relationship is crucial for delivering high-quality care. This relationship, founded on trust, respect, and honesty, enhances the patient's comfort and willingness to share vital health information. For example, a nurse who listens actively and without judgment provides clear information about health conditions and treatment options and respects patient decisions, which builds a trusting relationship.
Communication between nurses and...
686
Obedience01:08

Obedience

32.8K
According to obedience research, we may harm others under the forceful pressures of an authority figure (Milgram, 1974). How about if the inappropriate orders were delivered with less force? The increasing interdependence between nurses and physicians compelled Hofling and his colleagues to explore nurses’ reactions to a potentially harmful medical request made by the perceived authority figure, the doctor (Hofling, Brotzman, Dalrymple, Graves, & Pierce, 1966). In this situation,...
32.8K

You might also read

Related Articles

Articles linked to this work by shared authors, journal, and citation graph.

Sort by
Same author

Advancing Leadership Engagement Through Structured Monthly Nurse Residency Program Collaboration Forums.

Journal for nurses in professional development·2026
Same author

Strengthening Nursing Workforce Through National Nurse Residency Programmatic Advisors.

Journal for nurses in professional development·2025
Same author

Reigniting the Passion for Medical-Surgical Nursing: Unveiling Its Crucial Role in Health Care.

Journal for nurses in professional development·2025
Same author

Strategic Steps to Gaining Approval for Increased Nurse Residency Program Coordinator Full-Time Equivalent Resources.

Journal for nurses in professional development·2024
Same author

Driving Value in a Nurse Residency Program: Emphasizing Organization and Economic Impact.

Journal for nurses in professional development·2023
Same author

Facilitator-in-Training Program: Transitioning Bedside Nurses to Nurse Residency Leaders.

Journal for nurses in professional development·2021

Related Experiment Video

Updated: Jun 9, 2025

Assessment and Evaluation of the High Risk Neonate: The NICU Network Neurobehavioral Scale
19:15

Assessment and Evaluation of the High Risk Neonate: The NICU Network Neurobehavioral Scale

Published on: August 25, 2014

85.8K

Grounding Your "Flight Risk" Newly Licensed Nurses.

Cheryl Nazal, Debbie Rimmele, Vickie Adams

    Journal for Nurses in Professional Development
    |October 31, 2024
    PubMed
    Summary

    Newly licensed nurses face burnout and turnover due to transition stress. A "Flight Risk" Program identified and supported at-risk nurses, retaining 47% and saving millions.

    More Related Videos

    Voluntary Breath-hold Technique for Reducing Heart Dose in Left Breast Radiotherapy
    11:38

    Voluntary Breath-hold Technique for Reducing Heart Dose in Left Breast Radiotherapy

    Published on: July 3, 2014

    46.7K
    Mindfulness in Motion MIM: An Onsite Mindfulness Based Intervention MBI for Chronically High Stress Work Environments to Increase Resiliency and Work Engagement
    12:22

    Mindfulness in Motion MIM: An Onsite Mindfulness Based Intervention MBI for Chronically High Stress Work Environments to Increase Resiliency and Work Engagement

    Published on: July 1, 2015

    23.4K

    Related Experiment Videos

    Last Updated: Jun 9, 2025

    Assessment and Evaluation of the High Risk Neonate: The NICU Network Neurobehavioral Scale
    19:15

    Assessment and Evaluation of the High Risk Neonate: The NICU Network Neurobehavioral Scale

    Published on: August 25, 2014

    85.8K
    Voluntary Breath-hold Technique for Reducing Heart Dose in Left Breast Radiotherapy
    11:38

    Voluntary Breath-hold Technique for Reducing Heart Dose in Left Breast Radiotherapy

    Published on: July 3, 2014

    46.7K
    Mindfulness in Motion MIM: An Onsite Mindfulness Based Intervention MBI for Chronically High Stress Work Environments to Increase Resiliency and Work Engagement
    12:22

    Mindfulness in Motion MIM: An Onsite Mindfulness Based Intervention MBI for Chronically High Stress Work Environments to Increase Resiliency and Work Engagement

    Published on: July 1, 2015

    23.4K

    Area of Science:

    • Nursing
    • Healthcare Management
    • Organizational Psychology

    Background:

    • Newly licensed nurses experience significant stress, leading to burnout and turnover.
    • Transition shock and moral distress are critical factors impacting early-career nurses.
    • High turnover rates among new nurses pose challenges for healthcare organizations.

    Purpose of the Study:

    • To implement a proactive program to identify and support nurses at risk of turnover.
    • To address the root causes of burnout and turnover in newly licensed nurses.
    • To evaluate the effectiveness of a leadership-driven intervention on nurse retention.

    Main Methods:

    • Development and implementation of the
    • Flight Risk
    • Program by nursing professional development practitioners.
    • Recognition, assessment, and escalation of turnover risks by a dedicated leadership team.
    • Intervention strategies tailored to address individual nurse needs and organizational factors.

    Main Results:

    • The
    • Flight Risk
    • Program successfully retained 47% of identified at-risk nurses.
    • The program contributed to over $3.9 million in cost avoidance.
    • Early identification and intervention positively impacted nurse retention rates.

    Conclusions:

    • Proactive leadership engagement is crucial for mitigating nurse turnover.
    • Targeted programs addressing transition shock and moral distress can improve retention.
    • Investing in early-career nurse support yields significant financial and operational benefits.