• Connie White-Williams, PhD, RN, NE-BC, FNAP, FAAN
  Senior Director, Center for Excellence, UAB Hospital
  Associate Professor, University of Alabama at Birmingham School of Nursing
  
• Maria Shirey, PhD, MBA, RN, NEA-BC, ANEF, FACHE, FNAP, FAAN
  Associate Dean, University of Alabama at Birmingham School of Nursing

Description: This session will describe how an academic-practice partnership implemented a nurse-led interprofessional collaborative practice clinic with an overarching goal of improving health outcomes while decreasing hospital admissions and cost in underserved patients with heart failure. Addressing social determinants of health quickly became a crucial component in the care of the patients. We will describe the interventions utilized to address social determinants and improve health outcomes.

• Lucy Leclerc, PhD, RN, NPD-BC (Presenter)
  Assistant Professor of Nursing, Kennesaw State University
  
• Kay Kennedy, DNP, RN, NEA-BC, CPHQ (Co-Presenter)
  Sr. Principal, Uleadership

Description: This session will describe how an academic-practice partnership implemented a nurse-led interprofessional collaborative practice clinic with an overarching goal of improving health outcomes while decreasing hospital admissions and cost in underserved patients with heart failure. Addressing social determinants of health quickly became a crucial component in the care of the patients. We will describe the interventions utilized to address social determinants and improve health outcomes.

Frequency of Unfinished Nursing Care in a Southeast State

• Caitlin Marley Campbell, BSN, RN
  PhD Student, University of Alabama at Birmingham School of Nursing

Description: Nursing care is frequently left unfinished according to nurses around the world (Jones et al., 2015). However, the extent to which unfinished nursing care occurs in smaller U.S. states known for poor health outcomes, such as Alabama, is unknown (Campbell et al., 2020). This session will explore data collected in the Alabama Hospital Staff Nurse Study which included an assessment of unfinished nursing care as measured by the Perceived Implicit Rationing of Nursing Care instrument (PIRNCA). The frequency of unfinished nursing care, the most and least missed items, and factors associated with unfinished nursing care will be presented and discussed in this session.

Exploration of the RN & NA Relationship & Patient Safety Culture

• Amy Richmond-Campbell, PhD, RN (Grantee)
  Quality Nurse Specialist III for Vidant Health, East Carolina University
• Diana Layne, PhD, RN, CPHQ
  Assistant Professor, College of Nursing, Medical University of South Carolina

Description: The objectives of this presentation are to present research findings from a recent study aimed at examining Registered Nurse (RN) and Nursing Assistant (NA) perceptions of patient safety culture, evaluating the quality of RN-NA relationships and determining the relationship between relational quality of the RN-NA and perceptions of patient safety. A mixed methods design was used to evaluate RN-NA views about teamwork and associations between the relational quality of RN-NA dyads and perceptions of patient safety culture at a unit level were explored. The setting for this study was a large multi-hospital acute care health system in eastern North Carolina. Findings indicate demonstrative differences in the perception of relational quality between RNs and NAs.

Organizational-Level Financial Statements:
Teaching Students Through Real-World Financial Statements

• Todd Smith, PhD, MSHA, MBA, RN, NEA-BC
  Assistant Professor, University of Alabama
• Teresa Welch, EdD, RN, NEA-BC
  Assistant Professor, The University of Alabama

Description: The American Organization for Nursing Leadership’s (AONL’s) Nurse Executive Competencies include five core competencies, including Business Skills, which includes the “understanding of healthcare financing.” Specifically, the AONL’s competencies include “analyze financial statements” within the competencies. In addition, Welch & Smith (2019) state that “financial competency… provides a measure of independence and critical thinking (that is) imperative for the successful nurse leader.” Thus, understanding organizationallevel financial statements is crucial for nurse leaders. This presentation will describe the process used to teach graduate-level nursing administration students about organizational-level financial statements through the exploration of real financial statements from a large healthcare organization.

Screening, Brief Intervention, Referral & Treatment (SBIRT) Training: Impact on BSN Students’ Knowledge & Attitudes on Alcohol & Drug Use

• Beverly Quaye, EdD, RN, PHN, NEA-BC, FACHE
  Assistant Professor; Coordinator, MSN Leadership Program,
  California State University Fullerton

Description: Motivational interviewing (MI) is introduced and reviewed as an increasingly popular skill that empowers patients to adopt healthy behaviors and positively impact population health. MI is utilized in brief interventions specifically when screening for alcoholism and other drug disorders (AOD). Inclusion into required BSN curriculum equips emerging nurses to use this method upon entering the nursing workforce to help address current healthcare and system challenges.

Narrative Nursing: Empowering Nurse Leaders

• Joyce Fitzpatrick, PhD, MBA, RN, FAAN, FNAP
  Inaugural Director, Marian K. Shaughnessy Nurse Leadership Academy
  Elizabeth Brooks Ford Professor of Nursing,
  Frances Payne Bolton School of Nursing, Case Western Reserve University

Description: Narrative Nursing is a formalization of storytelling from the point of care, a process for empowering nurses to capture and celebrate their leadership skills embedded within the nurse patient relationship. Nursing has a rich history of storytelling; experienced nurse leaders often share their caregiving stories with new recruits, and orient new nurses to the culture and moral values of the profession. Storytelling in nursing serves to highlight our shared values, and communicate the moral, ethical, scientific basis for our professional practice.

From Coping to Building Individual Resilience: Nurse Managers in Rural Workplaces

• Sonia Udod, PhD, RN
  Assistant Professor, University of Manitoba CANADA
• Dean Care, RN, PhD
  Professor, Brandon University CANADA

Description: The focus of this presentation will examine coping strategies identified by nurse managers in rural healthcare facilitates in Western Canada, and describe the role of managers in activating individual resilience.

Next Generation of Leaders: Developing & Evaluating the Effectiveness of a Nursing Leadership Mentoring Pilot Program

• Margot Hedenstrom, PhD, RN, MBA, NEA-BC
  Assistant Professor of Nursing, WellStar School of Nursing
• LeeAnna Spiva, PhD, RN
  Assistant Vice President, WellStar Health System

Description: Next generation of leaders: Developing and evaluating the effectiveness of a Nursing Leadership Mentoring pilot program.

Work Readiness of Newly Licensed Registered Nurses

• Gloria Walters, PhD, RN, NPD-BC, CCRN-K
  Nurse Scientist, Novant Health

 This session will report the findings of a collaboration between academia and industry to investigate the work readiness of newly licensed nurses in a large healthcare system. This study builds upon decades of research about newly licensed nurses in a continuing effort to assist and encourage an easier transition to practice. Novant Health’s residency program is accredited by the ANCC Practice Transition Accreditation Program® (PTAP).

Nurse Leaders’ Role in Promoting Nurse Resilience

• Holly Wei, PhD, RN, CPN, NEA-BC
  Associate Professor, Graduate Leadership Concentration,
  College of Nursing, East Carolina University

Description: This presentation aimed to identify nurse leaders’ strategies to foster nurse resilience and ways to implement the strategies in clinical practice. Seven strategies are identified to cultivate nurse resilience. The strategies included: facilitating social connections, promoting positivity, capitalizing on nurses’ strengths, nurturing nurses’ growth, encouraging nurses’ self-care, fostering mindfulness practice, and conveying altruism.

The Precision Phenomenon in Healthcare

• Mary Anne Schultz, PhD, MBA, MSN, RN
  Professor & Informaticist, Department of Nursing,
  California State University-San Bernardino

Description: Despite technological, scientific and biological advances, awareness of and accompanying competencies for Precision Medicine and Precision Health remain flat. Nurse Leaders commonly lack the Knowledge, Skills and Attitudes (KSAs) necessary to launch this awareness and subsequent competencies, leaving nurses, including nurse scientists, ill-prepared to grasp the cross-disciplinary activities necessary to support the goals of the Triple Aim.

Innovative Intraprofessional Doctoral Education: Agile, Participatory, Action Research

• Peggy Jenkins, PhD, RN, CNE
  Assistant Professor, Assistant Dean Graduate Program, Specialty Director iLEAD
  University of Colorado College of Nursing
• Jacqueline Jones, PhD, RN, FAAN
  Professor, University of Colorado

Description: Participatory, agile, action research methodology was used to include voices of DNP and PhD nursing leadership students who took three courses together over three semesters. Verbatim transcripts from multiple data sources were analyzed using interpretive descriptive qualitative approach. Four key themes emerged describing doctoral nurse leader scholarship and model for collaboration.

The Administrative Supervisor Practice Environment Scale

• Susan Weaver, PhD, RN, CRNI, NEA-BC
  Nurse Scientist, Hackensack Meridian Health

Description: This session will discuss the development and testing of the Practice Environment Scale (PES) for administrative supervisors who are the nurse leaders on the evening, night and weekend shifts. The 53-item Administrative Supervisor PES was created from the 44-item Nurse Manager PES. There was a significant positive correlation between the overall Administrative Supervisor PES and job satisfaction and healthy work environment. This new Administrative Supervisor PES, with reasonable psychometric properties, can be utilized by nurse leaders to examine and foster administrative supervisors’ practice environments and subsequently enable supervisors to better support the staff in achieving improved nurse and patient outcomes.

Workplace Violence: A Culture of Acceptance - The Nurses’ Cognitive Adaptation to Workplace Violence

• Elaine Hillin, RN, BSN, CNE, PhD(s)
  Assistant Professor, Texas Tech UHSC, School of Nursing

Description: Violence against nurses in on the rise, and many hospitals have answered the call to keep nurses safe. Hospitals provide classes to teach nurses how to handle violent situations, including verbal and physical attacks. There are state laws that state the consequences that a patient or visitor will be subject too if they are violent towards a nurse. With all of the support for nurses to keep them safe, nurses still do not report a violent act, verbal or physical, to their nurse leadership team. This project is to understand the reasons nurses still have for not reporting a violent act, it seeks to find out if nurses develop a cognitive adaptation to violence.

Hard-wired Interdisciplinary Teams: How One Children’s Hospital Navigated the First Wave of the COVID-19 Crisis

• Roberta Pawlak, PhD, RN, NEA-BC
  Professor, Henry Predolin School of Nursing, Edgewood College

Description: The aim of this QI process was to establish a collaborative interprofessional approach to address one Children’s Hospital’s response to the care needs of patients and families, as well as staff safety needs, resulting from the COVID-19 pandemic in spring 2020. Through daily assessment during a rapidly-evolving COVID-19 response, it became clear that interprofessional teamwork was ‘hard-wired’ in response need to ‘just in time’ issues that arose. A collaborative effort that grew from Interprofessional work was emphasized and encouraged, seemingly unique to this setting compared to the ‘parent’ health care organization. The case shared will illustrate how this model of care coordination resulted in rapid-response decision-making with markedly deep inclusive input from all levels of care providers including leaders and front-line staff.

Nurse Fatigue Patterns: A Machine Learning Approach Based on Hidden Markov Model

• Amany Farag, PhD, RN
  Associate Professor, College of Nursing, University of Iowa

Description: Prolonged work hours coupled with intense physical and mental demands in a highly dynamic work environment have subjected hospital nurses to enormous fatigue. Fatigued nurses are at high risk of negative health outcomes and medication errors. Despite the plethora of studies assessing nurse fatigue and its predictors, very few studies attempted to evaluate fatigue pattern among nurses and temporal changes of nurse fatigue between shifts. This information is needed to help managers make scheduling decisions. This study benefited from the advances in machine learning to address the knowledge gap and study aims.