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To present the process of establishing a Doctor of Nursing Practice (DNP) policy analysis project option at one nursing school, offering examples of diverse student and graduate analyses to guide other institutions.
Nurses are skilled patient advocates, and their advocacy forms a crucial foundation for influencing health policy. This, in turn, enhances population health and addresses health disparities, particularly for vulnerable groups. DNP students are educated to use innovative methods to integrate current evidence to inform practice and policy, yet some nursing schools lack resources to support comprehensive DNP policy analysis projects.
The article presents a case example of how one institution developed a pathway and instructional support to formally offer DNP students the option to perform a DNP policy analysis project.
Essential elements to support students' successful completion of a DNP policy analysis project include adequate faculty expertise in health policy and a structured institutional framework. Residency activities must deepen a student's understanding and knowledge about policy and the health problem trying to be solved with policy. Clear documentation of these unique residency activities is crucial. There is a strong emphasis on the need for clear communication and guidance between programme faculty, programme mentors and students. DNP policy analysis projects enrich students' knowledge, skills and networks, fostering future policy leaders and facilitating collaboration with clinical experts across diverse research fields.
Nurturing DNP students completing policy analysis projects is vital for translating evidence into practice, developing future nurse policy leaders and ensuring health equity and access to quality healthcare.
DNP policy projects can positively influence nursing practice and policy. Expanding upon previous DNP students' policy analysis projects also provides a unique opportunity to build and broaden nursing's impact on policy development.
This review analyses and synthesises the available evidence on the barriers limiting women's career advancement in nursing. It aims to identify effective interventions to promote gender equity in healthcare leadership through an integrated framework informed by Social Role Theory, Ambivalent Sexism Theory and Theory of Planned Behaviour.
Rapid Evidence Assessment.
The search was conducted on the databases: PubMed, CINAHL Complete, MEDLINE, ApaPsycArticles, ApaPsycInfo between March and May 2025.
The Population–Exposure–Outcome framework guided the formulation of the research question. Two reviewers independently conducted screening, quality appraisal and data extraction.
Eight studies with heterogeneous research designs were included: four literature reviews, three quantitative studies and one qualitative study. The analysis identified four themes: (1) gender pay gap; (2) gender stereotypes and cultural expectations; (3) systemic barriers: organisational structures and institutional culture; (4) organisational strategies for gender equity and female leadership.
Career advancement for female nurses is limited by systemic and internalised constraints that reinforce vertical segregation. Multilevel interventions are needed to dismantle structural inequalities and reshape gender norms within nursing leadership.
Targeted reforms, including transparent promotion criteria, structured mentoring, bias awareness training and inclusive organisational policies, are essential to promote leadership equity, improve workplace justice and foster a sustainable health system.
This study addresses the persistent gender gap in nursing leadership, identifying systemic, cultural and individual barriers to women's career progression. Through a Rapid Evidence Assessment, it proposes a new multilevel theoretical framework. The results support policies and interventions to promote gender equity in nursing leadership.
This review adheres to the Preferred Reporting Items for Systematic Reviews and Meta-Analyses guidelines for reporting.
None.
To describe interventions to mitigate weight bias among practicing healthcare providers and examine their effectiveness.
An integrative review.
The framework of Whittemore and Knafl (2005) was utilised to identify and synthesise studies of weight bias interventions. Covidence reference management software facilitated screening using predetermined eligibility criteria that is, published in peer-reviewed journals, reported in English, and described outcomes for weight bias mitigation interventions among healthcare providers with a professional practice licence. We evaluated study quality using Joanna Briggs Institute's Critical Appraisal Tools for qualitative and quantitative studies.
Five databases were searched (CINAHL, Embase, EBSCOhost, APA PsycINFO, and Scopus) in July 2024.
Sixteen articles met the inclusion criteria. Four themes emerged: (1) active learning lessens weight bias more than passive learning, (2) multicomponent approaches yield better outcomes, (3) healthcare providers are willing to change their practices, and (4) explicit attitudes and beliefs are more amenable to change than implicit ones. Four sub-themes within theme one included the use of in-person workgroups; films, computer-based, and podcast delivery; written modules; and physical characteristic modifications, such as the use of an adiposity empathy suit. Intervention designs using a theory-based, active learning approach with repeated sessions were most successful at decreasing negative weight-biased attitudes and beliefs.
Interventions that effectively reduce weight bias among practicing healthcare providers vary, yet evidence suggests that weight bias mitigation is achievable. These interventions offer strategies to improve patient-centred care among patients living with obesity.
Healthcare providers often display weight bias. This review synthesises information on effective interventions for reducing bias, which may limit the subsequent negative patient outcomes associated with it.
The Preferred Reporting Items for Systematic Reviews and Meta-Analyses was the structure used for this paper.
There were no patient or public contributions.
To translate, culturally adapt and validate the Italian version of Fundamentals of Care Framework and the Fundamentals of Care Practice Process.
Qualitative tool validation study.
The study followed internationally recommended procedures, including forward–backward translation, expert committee review, content validation through cognitive interviews and face validity testing with nurses and nursing students. Data were collected between January and October 2023.
Key terms were culturally and linguistically adapted to enhance clarity and contextual relevance, with changes informed by expert feedback. Content validation confirmed conceptual equivalence, and face validity testing demonstrated that Italian versions were perceived as clear, appropriate and applicable across clinical and educational settings.
Cultural adaptation of theoretical frameworks is essential for ensuring their relevance and usability in local contexts. The Italian versions of the Fundamentals of Care Framework and the Fundamentals of Care Practice Process will provide a robust, evidence-based foundation for person-centred care across education, research and clinical practice.
By making these tools accessible in Italian, this study supports the integration of fundamentals of care into national nursing education and practice, promoting international consistency in person-centred care. It lays the groundwork for curriculum reform, clinical implementation and global collaboration in nursing.
Consolidated Criteria for Reporting Qualitative Research (COREQ) checklist.
This study did not involve any patient or public contribution.
ClinicalTrials.gov identifier: NCT05177627
To examine the perceptions of nurses receiving the Ontological Coaching among Nurses (OCN) intervention in Singapore.
Descriptive qualitative.
Convenience sampling was used to recruit 34 nurses who received OCN intervention and three coaches who provided the intervention. Written informed consent was obtained, and semi-structured, one-on-one interviews were used to collect data, which were then transcribed verbatim. Thematic analysis was used to analyse the data.
Three themes with nine sub-themes were identified. The main themes were: (1) From ‘Outlet to Confide’: Ontological Coaching as an Enhanced Sense of Fulfilment; (2) Mindset Readiness and Openness for Successful Coaching; and (3) Future Endeavours for Sustainable Coaching Practices.
The findings show that nurses benefitted on personal and professional fronts from receiving coaching. Further evaluations are required to see the potential of using coaching intervention for novice nurses.
As frontline key players in our healthcare system, nurses face a unique set of challenges that impact their psychological well-being. The impact is even more significant for early-to mid-career nurses, leading to poorer quality of life and high turnover rates. This paper highlighted the importance of resources made available to novice and mid-career nurses through coaching. The perceptions of nurses who received coaching intervention serve as a foundation for future studies examining the relevance of ontological coaching in the nursing profession. The nurses' recommendations reported in this paper include building awareness of coaching and incorporating flexibility into coaching programmes to help enhance their readiness to receive and engage with coaching for a more fulfilling coaching experience. Incorporating these recommendations can help inform future coaching-related interventional studies.
This study adhered to COREQ guidelines.
None.
To examine the underlying mechanism that strengthens or attenuates the social contagion effect among nursing professionals.
The study uses a cross-sectional design. The study's results followed the Strengthening Reporting of Observational Studies in Epidemiology (STROBE).
A Questionnaire was used as the main source of data collection. The data collection occurred between March 11 and May 12, 2024. The study used purposive sampling to select 25 health facilities. A total of 530 questionnaires were sent out, of which 323 responses were received, and 27 were excluded due to missing data and logical inconsistency. In all, 296 responses were used for the analysis, giving a valid response rate of 58.8%. The smart partial least squares partial equation modelling (Smart-PLS 4.0) was used for the study's data analysis.
The results reveal that the need for recognition mediates the relationship between nursing managers' and subordinates' antisocial behaviour. Also, results from the study indicate that personal norm inversely moderated the relationship between superior antisocial behaviour and subordinate behaviour.
The impact of superior antisocial behaviour on junior nurses may not translate into the same level of effect, especially when the nurse perceives her role as a call to duty (i.e., has high personal norms).
The study findings confirm the crucial role personal norms and the need for recognition play in strengthening or weakening the social contagion effect of senior nurses' antisocial behaviour on junior nurses' behaviour.
The study followed the Strengthening Reporting of Observational Studies in Epidemiology (STROBE) guidelines.
No patient or public contribution.
Updating recent reviews and enriching the available evidence with expert opinions on the challenges and expected reforms needed in doctoral education across Europe.
A dual design based on a rapid review and an online survey.
The PubMed, CINAHL and Scopus databases were searched for studies published between January 2020 and June 2025 using the terms “PhD” AND “nursing”. In parallel, an online survey with open-ended questions was distributed to a purposive sample of academic experts in each European country. Findings from the literature were juxtaposed and integrated with the data from the expert survey and integrated.
A total of 23 studies and 26 expert opinions. Doctoral nursing education in Europe is facing seven key challenges regarding: (1) institutions and their structure, (2) supervision, (3) candidates, (4) research process and outcomes, (5) professional development and career progression, (6) international collaboration and (7) paradigm-related concerns. Six anticipated changes/recommendations were identified in (1) structural and policy reforms, (2) supervision and mentoring, (3) candidate recruitment, retention and support, (4) financial and institutional support, (5) professional development and career recognition, (6) collaboration and internationalisation. While some challenges and changes were confirmed by the literature, others emerged from the experts' insights.
Complex challenges are faced by European doctoral nursing education, some under-researched as issues of supervision and candidate experience. Strengthening structures, mentorship and international collaboration is essential to align education with academic standards and healthcare needs.
Efforts are needed at the European level to strengthen doctoral education in nursing to ensure well-prepared academic and clinical nurses.
Findings may support in the development of more cohesive and high-quality doctoral nursing programs across Europe and inform targeted reforms.
The rapid review adhered to the Preferred Reporting Items for Systematic Reviews and Meta-Analysis (PRISMA) guidelines.
This study did not include patient or public involvement in its design, conduct or reporting.
To describe the factors that characterise nursing programs that continue to attract a high number of applicants even though the total number of applicants is declining.
A qualitative embedded case study in Italy on 2025.
A purposive sample of four undergraduate nursing programs for which there were more applicants than places in the last three academic years, compared to the rest of the macro-region, where an average ratio of 0.8 applicants/place was documented. Key informants (dean, clinical practice coordinator, nurse educators, students) from each program were involved. A semi-structured, open-ended interview was conducted focusing on the factors that make the identified nursing programs attractive. The recorded interviews (n = 19) were analysed thematically by triangulating the data. A member check was also conducted.
Five factors make a nursing program attractive: (1) the strategic location of the university, (2) the reputation and influence of the nursing program, (3) the structured, innovative, and open-oriented nursing curriculum, (4) the quality of the tutorial system and (5) the program's commitment to student support and development.
Even in times of declining enrollment and fewer applicants, certain factors can make a nursing program magnetic.
The map of emerging factors can serve as a strategy to help nursing programs attract students and improve their overall appeal.
What problem did the study address? ○
In some countries, there is a downward trend in applicants to the nursing profession, raising serious concerns about the growing global nursing workforce gap.
○With the decline in applicants, the long-term sustainability of nursing programs is also at risk.
○No study has investigated the factors that characterise nursing degree programs, which attract even more applicants in a context of declining attractiveness.
What were the main findings? ○
Five magnetic factors have emerged, one of which is external and the others internal to the nursing program.
○The external factors relate to the program itself—and are embedded in the social, civic and academic environment of the host university and the city.
○The internal factors relate to the strong leadership and commitment of the nursing programme to promote its quality.
Where and on whom will the research have an impact on? ○
Findings may inform actions at the policy, university and individual nursing program levels.
COnsolidated criteria for REporting Qualitative Research Checklist.
Data collection and validation involved citizens (students) attending the identified nursing programs.
The aim of the study was to investigate the impact of the use of baby-friendly community initiative (BFCI) model on various stakeholders in the community.
Quasi-experimental research design.
The study was conducted in public premises and online workshops from April 2019 to September 2022. Participants were followed up for a period of 1 month, except for those employed at public premises. The program involved training based on an accredited BFCI framework to cultivate a breastfeeding-friendly attitude and knowledge. A paired sample t-test was used to examine breastfeeding attitude and knowledge scores before and after BFCI training among staff employed from public premises. An analysis of variance was conducted to examine the breastfeeding self-efficacy and attitude scores, measured repeatedly at different timepoints over 1-month timepoint (T0, T1 and T2) among pregnant and postpartum women.
A total of 2340 perinatal women and 1339 staff from public premises were recruited. For staff, there was an increase in the mean score of breastfeeding knowledge and attitude by 5.8 and 6.1, respectively, at T1. Similarly, for perinatal women, there was an increase in the mean score of breastfeeding self-efficacy and attitude by 6.6 and 3.3, respectively, at T1.
In summary, a BFCI model, with active community participation, accreditation and an award system, has been effective in promoting breastfeeding. Adapting the baby-friendly hospital initiative to local contexts and employing a social theory model can enhance breastfeeding promotion and improve infant health outcomes. Prioritizing culturally sensitive breastfeeding education is crucial for successful BFCI implementation.
Healthcare professionals should consider clients' culture and socio-economic backgrounds when providing breastfeeding education to maximize effectiveness. The target audience for breastfeeding education should be expanded to include various community stakeholders beyond families.
What problem did the study address? This study addressed the problem of knowledge gaps among stakeholders in building a breastfeeding-friendly community, particularly in implementing a baby-friendly community initiative (BFCI) as part of a baby-friendly hospital initiative (BFHI). The research filled a service gap by providing effective interventions targeting community stakeholders and assessing the impact of a BFCI program on their knowledge and attitudes towards breastfeeding.
What were the main findings? The findings highlighted the effectiveness of a BFCI program in enhancing breastfeeding knowledge and attitudes among frontline staff and increasing breastfeeding confidence among mothers. These findings contribute to the understanding of the program's impact on different stakeholders in the community.
Where and on whom will the research have an impact? It impacts on global policymakers by providing insights for developing comprehensive guidelines for future BFCI implementations. It also contributes to the creation of a more baby-friendly community, benefiting breastfeeding families and their infants by promoting and supporting breastfeeding families.
This study has adhered to relevant EQUATOR guidelines using the TREND reporting guideline.
No patient or public contribution.
This study provides an overview of the establishment of a localized BFCI program. It also opens up a new direction for the community to investigate BFCI strategies for community stakeholders. It also provides evidence to support other countries in following a similar process, as each country approaches becoming breastfeeding-friendly in its own unique way.
No protocol.
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