Nursing Professional Development Practitioners' Self-Perceived Influence.

We tested the productively tempering role of political skill, which is a developed level of social skill and an acquired interpersonal competence, on the relation between leader grandiose narcissism and leadership effectiveness. In a sample of 640 supervisors and 1259 employees, we found that at high levels of leader political skill, both low and high leader grandiose narcissism have beneficial consequences for leadership effectiveness, yielding a U-shaped relation between grandiose narcissism and leadership effectiveness. Individuals high on political skill and grandiose narcissism have the self-control capacity to temper aggressive impulses and simultaneously productively package and present their desire for admiration and adulation in a manner that allows them to gain subordinates' acceptance. Individuals low on grandiose narcissism display high honesty-humility. Supervisors high in political skill and low in grandiose narcissism effectively direct their motive to get along (honesty-humility) to be well-received by subordinates. If leader political skill is low, we found the inverse U-shaped relation between grandiose narcissism and leadership effectiveness previously established in meta-analytic research. Our findings show that higher levels of political skill are helpful for leaders both high and low on grandiose narcissism.

Graduate nursing education programs' focus on preparation for academia results in many graduate nurses being unprepared to function as nursing professional development (NPD) practitioners in the practice environment. This article describes the development of an innovative collaborative partnership designation program and how a specialty organization, health system, and academia partnered to create an educational program to prepare NPD practitioners. The designation program provides a practical tool for use by NPD departments to advocate for the NPD specialty.

A common question nursing professional development (NPD) practitioners ask is, "How many NPD practitioners should my organization have?" This study examined correlations among facility size and structure, NPD practitioner characteristics and time in service, and organizational outcomes. Organizations with a higher rate of NPD full-time equivalents per bed had higher patient satisfaction with nurses' communication and provision of discharge instruction on their HCAHPS (Hospital Consumer Assessment of Healthcare Provider and Systems) scores.

PurposeThis paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies.Design/methodology/approachThis briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context.FindingsThis research paper focuses on the relationship between a recruiter's level of political skill and an organization's reputation when measuring the success of an organization's recruitment efforts. The findings confirm that high levels of political skill in recruiters delivers value to organizations with both good and bad reputations. This is because when a recruiter with high political skill is involved any increases in organizational reputation – in part through the recruiter's own efforts to boost the organization's brand – causes the candidate to become more strongly attracted. However this effect doesn't happen when a low political skill recruiter is involved.Originality/valueThe briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

Ingratiation is one of the most commonly studied social influence tactics that is used by employees to advance their career goals. Research examining predictors of ingratiation has rather shown inconsistent findings. To address these inconsistencies, this study drew on social cognitive theory to investigate the role of political skill as a moderator in the associations between two career-related psychological needs (i.e., need for achievement and need for power) and ingratiation. We tested these associations using independent 150 matched employee–peer dyads from Thailand. Results revealed that self-reported political skill exerted differential moderating effects on the associations among the two career-related psychological needs and peer-rated ingratiation. Whereas the association between need for achievement and ingratiation was positive under high levels of political skill, the association between need for power and ingratiation was positive under low levels of political skill.

As the new graduate nurse transitions from academia to practice, they commit to lifelong learning to enhance their professional and personal growth. This article provides a comparison between bachelor of science in nursing and associate degree nursing nurses who participated in a multisite national nurse residency program between 2015 and 2019 in areas of professional development, leadership, and academic progression during their initial 3 years of practice. It also provides nursing professional development practitioners with strategies from two national experts to support new graduate nurses during early practice.

This research was undertaken to delineate the future role of nursing professional development (NPD) specialists. Using a modified e-Delphi technique, seven key roles for NPD (partner for practice transitions, learning facilitator, change agent, mentor, leader, champion of scientific inquiry, and advocate for NPD specialty) and their concomitant competencies evolved. Results of this study informed the update of the NPD Scope and Standards of Practice and may be used to identify competencies for the specialty.

Veterans are having a difficult time reintegrating back into the civilian sector following their service, with nearly 44% reporting some type of problem. The experienced stress and resultant strain associated with this reintegration may be caused by an incongruence between veterans’ military identities and their civilian work environments, a form of strain we term veteran identity strain (Vet-IS). To better understand the experienced strain associated with incongruent veteran and civilian work identities, we examine the effects of military rank on Vet-IS, the moderating role of political skill on the relationship between rank and Vet-IS, and how this relationship affects the outcomes of work intensity and vigor. A mediated moderation analysis of 251 veterans provided support for most study hypotheses, which predicted that rank would have an indirect effect on work intensity and vigor through Vet-IS, conditional upon veterans’ levels of political skill. Contributions and future research directions are discussed.

Until spring 2023, nurses in professional development did not have terminal degree options tailored to their needs. In response, The Ohio State University College of Nursing launched the Doctor of Nursing Education (DNE) program with two tracks: academic nurse educator and nursing professional development (NPD). This program addresses the national shortage of doctorally prepared nurse educators and prepares graduates to lead educational change. This article describes the curriculum and leadership focus of the NPD track of the DNE program, aligned with the Association for Nursing Professional Development scope and standards of practice (2022). It highlights four capstone projects implemented by NPD practitioners in health care settings. Students conducted evidence-based, quality improvement, and program evaluation projects that improved clinical teaching, nurse certification, interdisciplinary collaboration, and new graduate nurse mentoring. These NPD projects highlight the transformative impact of the DNE program, illustrating how doctoral education drives meaningful improvements in health care practice across diverse settings.

Frontline nursing managers must possess sufficient political skills to successfully navigate organizational structures and relationships and produce positive results in complex healthcare systems. This study explores the relationship between the political skills and negotiation behaviors of frontline nursing managers. The researchers adopted a quantitative correlational methodology to conduct the study in two selected hospitals with 100 frontline nursing managers determined through convenience sampling. Political Skill Inventory and Negotiation Self-Assessment Inventory were used to assess the political skills of nurse managers and measure the behaviors that they rely on most readily during negotiations, respectively. The study sample had an average level of political skill and relied moderately on compromise during negotiations. There was a strong positive correlation between political skills, accommodation, and collaboration behaviors. Moreover, there was a strong negative correlation between political skills, avoidance, and competition. Further, there was a negative correlation between political skills and compromise behavior of negotiation. Although nursing managers used different negotiation behaviors at different degrees in different situations, they mostly relied on compromise during negotiation. Therefore, hospital administrators should work on improving frontline nursing managers' political skills to improve their negotiation behaviors.

摘要: 通过对16家制造型企业中的343个员工、662个同事及343个直接领导的配对数据进行实证分析,文章探讨了员工的组织政治技能、政治知觉,以及他们与直接上司的关系对于员工职业发展的关系。多层线性分析模型(HLM)结果表明:员工的政治技能有助于促进其与领导之间形成良好的关系(guanxi),并籍此积极影响个人在组织中的职业发展,员工-领导关系是政治技能与职业发展之间的中介变量。另外,组织政治知觉影响政治技能对领导关系的作用,在政治氛围浓重的组织中,员工-领导关系更易受到员工政治技能的影响

The continuing professional development of nurses remains a key issue within the health context. The Questionnaire - Professional Development Nurses (Q-PDN) was developed to understand the opinions and beliefs of nurses regarding continuing professional development is essential to improving the quality of care and optimizing job satisfaction. With this in mind, researchers from the Netherlands developed the Questionnaire – Professional Development Nurses (Q-PDN). Adapt the Q-PDN to a French-Canadian context according to recognized guidelines. The six stages of the Beaton et al. (2000) cross-cultural adaptation process were followed to produce a tool adapted to the French-Canadian context. This study describes the different steps necessary for the cross-cultural adaptation of the Q-PDN tool to the French-Canadian context. Following the adaptation, minor content adjustments were made to the original version. General comments have highlighted the clarity and simplicity of the questionnaire. This first step in the cross-cultural French-Canadian adaptation of Q-PDN has enabled the development of a tool to identify gaps and priorities for action to promote the continuing professional development (CPD) of nurses.

Putting Together the Puzzle for Professional Development

The school pedagogical leadership team as a vital role in setting direction, creating a positive and inspiring school culture, empowering teachers, and promoting their efficacy to ensure the effective implementation of the primary years program (PYP). The purpose of this study is to examine the ways leaders coach and support the implementation of the IB Primary Years Program standards and practices. To investigate the role of the leadership team in the PYP, the ways the PYP pedagogical leadership team coach and support PYP implementation, the challenges faces in this implementation, and how the school leadership team overcome these challenges, this research used a case study approach in two private schools in lebanon, which are authorized to implement the PYP in their elementary divisions. The findings indicated that the school leadership team is accountable for creating a culture of support, communication, and collaboration among the different stakeholders as well as empowering teachers in terms of distributing leadership task and assigning formal and informal leadership roles. Moreover, this study showed that the PYP philosophy impacts the role of leadership and allows it to expand in terms of formal and informal leadership roles. Besides, the IB standards and practices, which are international success criteria for IB PYP implementation, guide leaders in their implementation and planning for school improvement and professional development. With the limitations in mind, it is recommended that further research tackles how the cultural factors of the Lebanese context allow the adoption of distributed leadership and empowers teachers by assigning opportunities for formal and informal leadership positions within the learning communities. In addition, it is recommended that researchers examine how the role of the principle and that of the PYP Coordinator collaborate in schools that implement the PYP.

OF THESIS PERCEPTION, OPPORTUNITY, EMPOWERMENT, AND POLICY: WOMEN’S INFLUENCE IN KENTUCKY AGRICULTURE The number of women farmers in the United States is increasing at a substantial rate. Women are fulfilling various roles on the farm and stepping into formal leadership positions in the agricultural community. This study surveys the perception of women reputational leaders in Kentucky agriculture among traditional agricultural leaders, the opportunities available to women in agriculture, the sources empowering women to serve in leadership capacities in agriculture, and how women reputational leaders influence agriculture and agricultural policy in Kentucky. The research revealed that the dynamic of Kentucky agriculture is shifting. Women have made significant strides in agriculture as farmers and professionals, resulting in women assuming formal leadership posts at all levels. Findings indicate there are ample opportunities for women in agriculture to receive informal training and education that will benefit their farm operation, but the programs should be designed solely with women’s needs in mind to be effective. Recommendations for further research include an intersectionality study of Kentucky’s women leaders in agriculture, a study of the potency of the Cooperative Extension Service and post-secondary educational institutions for grooming women leaders, and research to help determine why women tend to seek out volunteer roles in agricultural organizations rather than leadership positions.