Nebraska Wesleyan
University
Nursing 236 – Introduction to
Nursing Research
1
Motivation for
Specialty Certification
in Nursing Practice
July 2005
2
Motivation
Students
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Barbara Barr, RN
Pat Jackson, RN
Marva LaGrant, RN
Michelle Newton, RN
Lavon Sanford, RN
Susan Sweat, RN
Jeanette Welch, RN
Leah Wright, RN
Sherry Yeggy-Nail, RN, CCRN
3
Motivation
How the Problem was Identified
During preparation to attain magnet status, our institution discovered
only 3 of 400 nurses were certified in their respective area. Then the
question was posed, “Why are there only 3 nurses that hold specialty
certification?” A group of managers proposed that the lack of motivation to
achieve specialty certification was based on lack of promotion within the
institution and lack of monetary value. Many believe that these specialty
certifications provide positive aspects for patients and the institution.
4
Motivation
Problem Statement
What motivates nurses to become certified in a specialty area?
The purpose of the research is to study the factors that
motivate nurses to become specialty certified.
5
Motivation
Literature Review
6
Motivation
According to American Association of Critical-Care Nurse ( 2002), in November
of 2002 a Harris omnibus survey was taken in the United States. The results of the
survey revealed 96% believed that nurses play in imperative role in the patient’s welfare
and their recovery from illness. 73% of the people surveyed said that they were more
likely to select a hospital that had specialty certified nurses. Another study conducted in
2001 reported that 92% of managers in the critical care area encourage nurses to
become certified, but less than half of hospitals provide financial assistance (New Data
Reveals Nurse Certification Key Component of Patient Safety and Recruitment and
Retention Programs. (2003). American Journal of Critical Care, 12, 160-164.)
AACN recommends that employers support specialty certification to broaden
their commitment to safe and quality care and conduct studies to validate that
certification helps provide better patient outcomes, retention and increased job
satisfaction.
7
Motivation
The AACN conducted a study that was titled “Summary of Findings: Taking the
Pulse – Key Influencer Survey”. The research objective was to survey the
perceptions of certification among influencers of healthcare. Telephone interviews
were conducted with a total of 78 participants. The participants included managers,
administrators, legislators, educators, faculty of nursing schools, managed care
organizations and AACN ambassadors. Each interview conducted lasted about 15
minutes.
8
Motivation
Perceived Importance and Advantages of Certification
(n=78)
Show know ledge/competence
10% 6%
Keep skills up to date
17%
54%
Professional benefits
Better quality nurses
22%
Recognition
22%
Recruitment and retention
37%
Netw orking
American Association of Critical-Care Nurses. (2002) Summary of Findings:
Taking the Pulse – Key Influencer Survey
9
Motivation
Perceived Importance of Validating Knowledge in Specific Areas
“Very Important”
(n=78)
76%
76%
Having a
global outlook
Taking
cultural
differences
into account
90%
Insuring
information
needs
91%
Individualizing
standards
and
guidelines
92%
Having a
caring
attitude
96%
Working with
patients,
families, and
providers
Using good
clinical
judgement
96%
American Association of Critical-Care Nurses. (2002) Summary of Findings: Taking the Pulse
– Key Influencer Survey
10
Motivation
Strategies to Increase Certified Nursing Practice
(n=78)
Provide tutoring & prep
classes
Provide on-site classes
Provide time to study
Recruiting certified
nurses/req. certification
5%
6%
8%
10%
Advertise or generate
awarenwess
18%
Peer support
18%
Promote/reward/recognize
Offer financial support
27%
42%
American Association of Critical-Care Nurses. (2002) Summary of Findings: Taking the Pulse –
Key Influencer Survey
11
Motivation
Specialty certification for nurses will help to provide protection to critically ill
patients by nurses acquiring knowledge and competence. (American Association of Critical-
Care Nurses [AACN], 2004).
According to the Association of Perioperative Nurses, their review of literature
suggests the benefits of certification include:
 Broader range of job opportunities
Challenge
Commitment to professionalism
Job satisfaction
(Byrne, M., Valentine, W., Carter, S., 2004.)
12
Motivation
This article’s strength is ease of interpretation. The weakness one could easily
identify, would be that the sample population was small. There was no
demographical or geographical data obtained, also.
13
Motivation
Personal achievement and satisfaction
Professional obligation
Validation of knowledge
(Association of Perioperative Nurses [AORN], 2004).
The American Association of Perioperative Nurses conducted a study that
utilized the “Perceived Value of Certification Tool”. All studies using this tool were by
survey method. In the initial study, surveys were sent to 400 nurses that held the
Certification Nurse Operating Room (CNOR). The response rate was 61%. After minor
changes were made the final form was mailed to nurses who were certified (n=1398), non-
certified (n=594), and administrators (n=1577).
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Motivation
Certified
NonCertified
Administrator
s
Accomplishment
97.2
94.9
98.1
Satisfaction
96.6
92.2
97.1
Specialized Knowledge
95.2
83
91.8
Professional Growth
93.7
79.8
92.4
Practice Standard Attainment
92.8
79.1
87.2
Professional Commitment
92.2
74.7
89.4
Challenge
91.8
83.6
91.3
Credibility
90.9
73.4
88.3
85
79.7
83.7
Clinical Competence
82.1
61.6
71.9
Accountability
81.9
57.5
72.9
Marketability
75.5
58.8
75
Peer Recognition
72.2
54.8
73.2
Professional Autonomy
69.9
47
67.7
Recognition of Other Health
Care Professionals
66.8
53
71.1
Recognition of Employers
63.7
45.6
65.6
Consumer Confidence
50.5
33.1
44.9
Salary Benefits
30.7
22.2
31.8
Value
Clinical Ability
Association of Perioperative Nursing. (2004). 79; 4, 825-835.
15
Motivation
“Today, nurses hold more than 410,000 certifications in 134 specialties from 67
certifying organizations, and at least 95 different credentials designate these certifications.”
(Cary, A., 2001, p. 44). The methods used in “Certified Registered Nurses: Results of the
Study of the Certified Workforce” were mailing surveys to 40, 426 certified nurses. To
ensure that each organization was represented equally, the certification institutions with a
smaller amount of members would have larger proportions surveyed. Once the survey was
distributed, the researchers would not know who the respondents were on the completed
forms. The survey consisted of 34 questions. Approximately half of the surveys were
returned (48%). The four areas that were surveyed were the personal, professional, career
and practice characteristics.
16
Motivation
The Benefits of Achieving
Certification
Recognized as an expert in the field
by colleagues
39%
Certification recognized or publicized
32%
Full or partial reimbursement of costs
28%
None
28%
Salary increase
19%
Advancement in career
11%
Retention in position
8%
One-time bonus
7%
Eligibility for a higher-level position
6%
Promoted to a higher-level position
4%
Respondents were allowed to
choose more than one
response.
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Motivation
Certified Nurses' Responses to "Certification enabled me to
…"
Personal
Experience personal growth
77
Feel more satisfied as a professional nurse
67
Professional
Serve as a resource to staff for patient-care concerns
39
Serve as a resource for organizational consultation
22
Career
Fulfill my career aspirations
33
Feel more satisfied with my position
32
Obtain employment in a different organization
11
Practice
Feel more competent in my skills as a professional nurse
65
Be seen as a credible provider
56
Feel more accountable as a professional nurse
54
Experience more confidence in my practice
53
Feel more confidence in my decision-making abilities
37
Feel more confident in my ability to detect early signs and
symptoms of complications in my patients
29
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top percentages of results
Motivation
“During the current nursing shortage, retention of experienced, knowledgeable
nurses is of critical importance to the success of a healthcare institution.” (Jakubik, L.,
Grossman, M., Daly-Parker, M., Gaffney, L., Strauss, K., Mars, K. 2004) The Children’s
Hospital of Philadelphia, PA developed The Pediatric Medical Nursing Certificate Program
(PMNCP) to help retain nurses that want to specialize in pediatrics. They used classroom
and a clinical component to help provide the experiences necessary to retain nurses in the
pediatric acute care. Retention of these nurses by this method enhance job satisfaction,
knowledge and skills, and professional role development. The targeted nurses were those
who were experienced in pediatric acute care.
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Motivation
PMNCP Objectives
*Develop knowledge and skills specific to medical nurses
*Increase confidence
*Recruit and retain nursing staff
*Develop clinical ladders
*Establish mentoring relationships
*Promote job satisfaction
*Improve quality of patient care
*Promote interdisciplinary collaboration
*Strengthen investment in established mission of unit,
department, and organization
*Improve relationships between staff nurses, specialty physicians
and APNs
Jakubik, L., Grossman, M., Daly-Parker, M., Gaffney, L., Strauss, K., Mars, P. (2004).
Clinical and Professional Role Development Among Experienced Pediatric
Pediatric Nursing Certificate Program. Journal for Specialists in
Nurses: The
Pediatric Nursing, 9(4), 113-122.
20
Motivation
The PMNCP program was a 6 month multisystem approach that involved classroom and
clinical experiences. After the first 36 months of the program an evaluation was performed.
Certificate program participants had improved from baseline 86% and non-certificate participants
34% in knowledge scores. Skills scores for the certificate participants had improve 46% and the
non-certificate participants 33%. Skill scores were based on the Likert scale 1-5, with 1 being
poor and extremely high as 5. The key to success, based on the article, was maintaining
management support and the multidisciplinary team.
An observation made about this article is, though it does not speak about specialty
certification, it does offer data that enhances the ideal that nurses that have the knowledge to
obtain certification will improve in their skills and possibly could improve better outcomes for
patients.
21
Motivation
In the article “Specialty Certification – More Than Just a Title” a group of nurse
managers were surveyed on their perceptions of the value of specialty certification.
The American Board of Nursing Specialties (ABNS) performed surveys at
exhibits in 2002 at nursing management conferences. A total of 139 surveys were
completed. Of theses that were completed the results were placed into three
categories: 1) preference of hiring certified versus a non-certified nurse (2) incentives
used to promote and recognize specialty certification (3) perceptions about the
differences in performance of certified and non-certified nurses.
22
Motivation
The results concluded that nurse managers stated that 86% would hire a certified
nurse over a non-certified nurse. Those managers that had never been certified were less
likely to hire a certified nurse over a non-certified nurse (82.8%). Only 11% of nurse
managers surveyed had more than 50% of staff at their institution certified in a specialty area.
In the chart provided on the next slide were the results of the survey responses of nurse
managers.
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Reasons for hiring certified nurses vs. noncertified nurses
Motivation
%
(abbreviated)
proven knowledge base
75.5
greater professional commitment to lifelong learning
67.6
documented experience
54.7
role model for others and mentor
51.8
demonstrates increased confidence
48.2
serves as formal or informal leader in the unit
46.8
positively impacts patient outcomes
43.2
contributes to overall better patient outcomes
38.8
detects and initiates early intervention for patient
comp.
32.4
Incentives for promoting and recognizing
certification
%
(abbreviated)
reimbursement of exam fees
36.7
advancement in clinical ladder
26.6
reimbursement for continuing education
28.8
increase in salary
24.5
reimbursement for recertification fee
23.7
paid time off for attending continuing ed. Classes
22.3
Stromborg, M.., Niebuhr, B., Fabrey, L., Muenzen, P., Spence, C., Towers, J., et al.
(2005) Specialty Certification – More Than a Title. Nursing Management, 2005, 36(5), 36-46.
24
Motivation
This article does not adequately survey the nurse managers in the United States due to the
limited number of participants. Although one can make an assumption based on the statistical
information provided that the responses (if taken) from other managers would be similar.
25
Motivation
The accountability of nursing is being demanded by many organizations in healthcare, including
third party payers. The public has become more concerned with the care that they receive and question
the competence of those that provide that care. A survey was conducted by the Certification Board
Perioperative Nurses (CBPN) Research Committee on those nurses that have achieved CNOR certification
for perioperative nurses and Certified Registered Nurse First Assistant (CRNFA) credentials. (Gaberson, K.,
Schroeter, K., Killen, A., Valentine, W., 2003)
Based on a tool called “Perceived Value of Certification Tool” the survey was mailed to
participants who have already obtained the above mentioned credentials. The participants were selected
from the CBPN database and was representative of all geographical regions in the country. Those selected
were 2612 CNOR and 138 CRNFA.
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Motivation
A total of 1398 surveys were collected, about 50%. Only the responses without missing questions were
used in the study.
Value statements were included in the survey and scored on a Likert scale. For most, the value
statements were agreed in support. The only statement that scored less than 50% by participants was the
one titled “Increases salary”.
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Motivation
Value Statement
%
Enhances feeling of personal
accomplishment
97.2
Provides personal satisfaction
96.6
Validates specialized knowledge
95.2
Indicates professional growth
93.7
Indicates attainment of a practice standard
92.2
Provides evidence of professional
commitment
91.8
Enhances professional credibility
90.9
Enhances personal confidence in clinical
abilities
85
Indicates level of clinical competence
82.1
Provides of evidence of accountability
81.9
Increases marketability
75.5
Promotes recognition from peers
72.2
Enhances professional autonomy
69.9
Promotes recognition form other health
professionals
66.8
Promotes recognition from employers
63.7
Increases consumer confidence
50.5
Increases salary
30.7
Gaberson, K., Schroeter, K., Killen, A., Valentine, W. (2003). The Perceived Value of Certification by Certified Perioperative Nurses. Nursing Outlook
2003, 51, 272-6.
28
Motivation
A strong reliability was found on evaluation of the responses (standardized α = .924). The
instrument developed for this survey, the PVCT) is considered psychometrically strong and conceptually
consistent.
This article is a great tool to use in the future of more surveys. The survey here only consisted
of perioperative nurses and we cannot make any assumptions based on the data to correlate other
specialty certified nurses and their perceptions of certification.
29
Motivation
Data collected by survey in the article “A Profile of Certification for Pediatric Nurses”
discussed the reasons why nurses allow their certification lapse. Surveys were mailed to 275 nurses
who had maintained there certification and 317 who had not maintained certification. This survey
was only conducted for the pediatric certification through the Pediatric Nursing Certification Board
(PNCB). The tool used had a list of potential reasons for not maintaining certification, reasons for
maintaining certification. These statements were then ranked by the participant using 1-5 with 5
being most important.
The findings between the two groups did not differ significantly in basic RN education.
The following table explains the results the characteristics of the sample.
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Characteristic
Maintained certification
Lapsed certification
(n=159)
(n=88)
AD
29.5
16.3
Diploma
30.8
34.9
BSN/BS
39.7
48.8
AD
22.9
8.1
Diploma
21.7
26.7
BSN
43.9
43
MSN
10.2
17.4
other
1.3
4.7
Currently enrolled in AP program
3.8
7
Currently practicing in Pedsa,c
94.3
74.4
Clinic/Outpatient
21.9
32.2
In-patient
61.6
46.2
Administration
11.6
4.6
APN/CNS
2.7
12.2
Education/Research
2.1
4.6
Motivation
Basic Education
Highest Degreea,b
Practice Settinga,d
a = significant difference between groups
b = ‫א‬2 10.633, df = 3, p= .014
c = ‫א‬2 19.669, df = 1, p = .001
d = ‫א‬2 10.423, df = 3, p = .015
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Motivation
The top 5 reasons for lapsed certification were:
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Healthcare system does not value certification 58%
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Certification exam too expensive 56.8%
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No professional benefits for certification 53.4%
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Certification has no value in terms of getting promoted 53.4%
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Annual costs for certification maintenance prevent participation 50%
The top 5 reasons for maintaining certification were:
Increases confidence in my knowledge of pediatric nursing care 80.5%
Encourages me to earn continuing education to maintain certification 80.5%
Is recognized and respected within the healthcare system 60.4
Provides special recognition among my nursing colleagues 58.5%
Encourages me to maintain pediatric nursing practice in order to maintain certification 58.5%
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Motivation
The results of this study that are interesting are that some of the participants that allowed
their certification to lapse were seeking higher education. So the results mean that nurses do not
always continue certification, but do appear to continue with educational growth.
This article is relatively easy to read and presents data in a fashion that is organized. It
makes some interesting correlations between lapse of certification and continuing education. The
only weakness to this article would be that it does not describe the data in relation to geographical
region in is based only on pediatric certification.
33
Motivation
Nurses who obtain specialty certification are more open to family involvement during
resuscitative measures and invasive procedures according to Ellison, S. (2003). The study in
which appears in the article “Nurses’ Attitudes Toward Family Presence During Resuscitative
Efforts and Invasive Procedures” (2003) was conducted using 7 statements that used the Likert
scale and 6 open ended questions. Of the six open ended questions that data that was collected
was on the following: attitudes, concerns, beliefs and current practice of the individual.
Results concluded that “There was a positive correlation between specialty certification
and attitudes accepting family presence (r = .216, P < .01).” One might can make the assumption
that by obtaining specialty certification the nurse is more knowledgeable and able to communicate
easier to the family members.
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Motivation
Some of the reasons for not allowing family presence would be the lack of knowledge of
the family, traumatic experience, too many people in the room and not enough staff to provide
support for the family.
In conclusion of this article it is stated “Working in an environment with supportive
colleagues such as those with higher education and specialized training is more likely to bring
about change in behavior.” Education and learning how to develop nurses’ abilities to provide
emergency care with the presence of the family is the key to the needs of the families. As time
evolves more and more families will be in the room with a loved one, through education and
higher learning these nurses will have the tools that they need to assist these family members.
This article is exceptional in that it provides statistical data that makes correlations
between education and attitudes toward family presence in resuscitative efforts. The only
weakness is that this data was collected at only one hospital. Also some of the data interpretation
requires statistical background in order to understand the results.
35
Motivation
Representatives at a 3-day conference discussed the problems, consensus and the
recommendations on specialty certification (Oncology Nursing Certification Corporation Research
Committee and Executive Staff. (1999). Report of a State-of-the-Knowledge Conference on U.S.
Nursing Certification. Image: Journal of Nursing Scholarship, 31(1), 51-5. Many questions were
posed and discussed. Some of the questions were:

Is nursing certification needed? The answer was yes. Many consider that specialty certification is
a standard of practice or should be. The public and managed care look to certifying bodies to
provide the standard of care in their respective area.

Who should be responsible for specialty certification? They concluded that the certifying bodies
that already provide specialty certification to continue to do so.

Can Collaboration among certification organizations exist? Many certifications are provided by
the American Board of Nursing Specialties (ABNS). The does require a BSN to certify under their
umbrella. Not all certifying bodies require a BSN.
36
Motivation

How should certification be measured? Most testing is paper and pencil, usually a multiple choice
test. A skills competency has not been required due to cost.

How often should competencies be measured? Some agencies require retesting while others
require the accumulation of continuing educational hours.
The conference was a meeting place for many specialties to come together and discuss
ideas for the future. The weakness of this article is that it is a consensus paper and has no
statistical data that supports certification. The article was also published in 1999. The strength of
the article reveals that all specialty certifying bodies come to the same conclusion, that
certification could provide better patient outcomes based on the specialized knowledge of the
nurse.
37
Motivation
Our Plan for Implementing a
Specialty Certification Program
at Jefferson Regional Medical
Center
38
Motivation
The Iowa Model of Evidence-Based Practice to Promote Quality Care is the model that
these researchers will follow to implement a Specialty Certification Program for Jefferson Regional
Medical Center. Based on this model, there are problem-focused triggers and knowledge-focused
triggers. Once there is a trigger, we can follow those triggers and develop and implement our
program. We will follow the diagram based on this model.
39
Motivation
Step #1 Our trigger is a knowledge-focused trigger. Our institution is in the process of
preparing for Magnet Recognition Certification through the American Nurses Credentialing
Center. The 14 forces of magnetism are:



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








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Quality of Nursing Leadership
Organizational Structure
Management Style
Personnel policies and Programs
Professional Model of Care
Quality of Care
Quality Improvement
Consultation and resources
Autonomy
Community and the hospital
Nurses as teachers
Image of Nursing
Collegial Nurse-Physician Relationship
Professional Development
40
Motivation
We are focusing only on a few that deal with specialty certification and the benefits of
certification. Through the review of the literature we have established that specialty certification
relates to the professional model of care, quality of care, image of nursing, and professional
development. We believe that this topic is a priority for the organization based on the fact that
Jefferson Regional Medical Center (JRMC) is in preparation for obtaining Magnet Recognition in
the near future. The following slides will detail our plan for the institution.
41
Motivation
Outcomes to be achieved:
•Better the quality of care for patients at JRMC as reflected by Press-Ganey scores.
•Increase awareness among nurses about specialty certification
•Improve ongoing Quality Management data in areas of medication errors, patient complaints, patient
outcomes.
•Support JRMC’s mission statement: Jefferson Regional Medical Center is committed to providing
measurable quality health services in a caring environment which fulfill the needs of our patients,
physicians, employers, employees and community.
Vision Statement: Jefferson Regional Medical Center will be widely recognized as the health care leader
and referral center of choice for South Arkansas by providing quality health care services in a cost effective
manner.
42
Motivation
Baseline Data
•Quality Management data related to quality patient care
•Knowledge assessment tool pre-certification
•Only 3 specialty certified nurses out of 400.
43
Motivation
Evidence-Based Guidelines
•Practice will be based on the best practice models provided by certifying bodies
Pilot Units
•Areas selected will be those that have a specialty certification
•Critical Care
•Progressive Care
44
Motivation
Evaluate process and Outcomes
•Monitor data from Press-Ganey and Quality Management
Modify practice
•Upon completion of the data collected and interpreted make changes necessary to implement the program
house-wide.
A continuing assessment of process and outcome data will be conducted. Data on staff perceptions and
hospital costs will be assessed at least annually.
45
Motivation
Detailed Plan
46
Motivation
ASSESSMENT: To assess the nursing staff’s perception of specialty certification a tool similar
to the Perceived Value of Certification Tool (PVCT). The tool will be e-mailed to all nurses and encouraged
to respond on the nursing web site for JRMC. The results will be tallied and posted on the website for all
nurses to see and the plans for a Specialty Certification Program at JRMC.
47
Motivation
TEAM: Our team consists of the students in this class who are employed by JRMC. We have
reviewed the literature on many issues related to specialty certification on the prior slides. PANEL: A panel
of nurses will be formed to select the participants in the program. The panel will consists of 5 members to
include a manager, a staff educator, a specialty certified nurse, a member of the Magnet Team and the VP
of Nursing. These panel members will be charged with the duty of an approval process that the nurse
seeking certification will apply.
APPLICANTS: The nurses that seek certification in their area of expertise will create a portfolio
to include: years of experience, areas of experience, educational level of nursing, certifications already
obtained, certified continuing education hours for the past six months to one year. This portfolio will be
submitted for review to the panel. A tool to evaluate the nurses knowledge will provide a pre-certification
level. The same tool will be used one year after certification to evaluate a post-certification level of
knowledge. Once the review of the portfolio has been completed the nurse will be interviewed by the
panel. Upon approval of the candidate, the candidate will sign a letter of commitment to obtain specialty
certification. Certification should be obtained within six months after the approval process.
48
Motivation
REIMBURSEMENT and RECOGNITION: The institution will provide half of the examination fees with the
application to the certifying body. Upon successful completion of certification the individual will be
reimbursed for the amount of the exam fees that they paid once the receipt and completion certificate are
submitted. The newly certified nurse will have there name in the Pulse (weekly newsletter) with there newly
obtained credentials, under the “Star Performers” section. A specialty certification plaque will be
maintained at the main entrance to the hospital and will bear the names of those who have achieved
specialty certification status. A specialty certification differential will be added to their pay that will consist of
an additional $1.00/hour. The incentive to retain certification status is that the differential will be
discontinued if they allow their certification to lapse or move to an area that the credential will not serve the
individual or the institution in a positive manner.
DATA COLLECTION: Quality Improvement data that continues to be collected will be interpreted at various
stages of the implementation. This data will compare the differences in care pre-certification and in
increments of post certification at 10%, 20% and 50% of staff obtaining specialty certification. Our goal is
to be a realistic goal for specialty certified nurses at our institution, with at least 50% of the nurses obtaining
certification.
49
Motivation
Self-Reflection of Project and Critique of
Research Utilization
50
Motivation
Strengths: The ability to collaborate among each other on all of the articles. Each person had the
opportunity to read over the others articles and we all discussed the findings. Each of us had different
perceptions of the articles and this helped for all of us open our minds and absorb other’s thoughts. We
enjoyed expressing our thoughts with each other on the subject of specialty certification.
Weakness: Some of the statistical data was confusing in the articles. It took some time to decipher the
results of some of the studies. Another weakness that could be considered is that with nine of us, mostly
managers, our perceptions are probably different form the average staff nurse as it relates to certification.
We as managers do value education because we strive for excellence in our departments.
51
Motivation
If we were to do it again, we may would change the focus of the research or use multiple foci in the
research. Specialty certification can be viewed from many angles, we chose motivation for seeking
certification because we need to elevate the education of nurses in regards to providing quality care to
patients. This research was based on a need for seeking Magnet Recognition.
This project would benefit our nursing practice at JRMC, and world wide, due to the increased level of
knowledge that nurses achieve when acquiring specialty certification. Each certifying body is believed to
be the guardians of their standards of practice, which will eventually equate to the golden standard of care
one day.
52
Motivation
The Iowa Model of Evidence-Based Practice to Promote Quality Care is the model that we chose. This
model is simple to use. Our institution uses a similar model when identifying problems. Once the problem
is identified, and it is a hospital wide problem, and team is formed to devise and implement a change.
JRMC uses the PDCA cycle – Plan, Do, Check, Act. While on our journey in seeking Magnet Recognition
our practice will change to evidence-based practice, more so than we are already. We would not be
surprised if one of the research models discussed in our text was adopted by our institution.
53
Motivation
References
American Association of Critical-Care Nurses. (2002). Summary of Findings: Taking
the Pulse – Key Influencer Survey. Fleishmen-Hillard Knowledge Solutions.
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