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Abstract Aim To identify and follow-up on the transition towards differentiated nursing practice among bachelor trained and vocationally trained nurses in Dutch hospitals. Design A multiphase general qualitative interview study. Methods Fifty semi-structured interviews with project managers in charge of introducing differentiated nursing practice to their hospital were conducted. Purposive sampling was used, and data were collected in 2017, 2019 and 2020. A meta-analysis was conducted after independent primary thematic analysis of each data collection. Results The introduction of differentiated nursing practice to Dutch hospitals was perceived as uncertain and ambiguous. Three themes were identified during the transition towards differentiated nursing practice: (1) call to action; (2) sitting and waiting; and (3) new beginnings and open ends. The change to differentiated nursing practice is not straightforward and these findings highlight the emerging awareness among project managers of the nature and complexity of the transition. During the study period, professionalization of the nursing profession was recognized as fundamental in hospital organizations. Conclusion Nursing cannot be separated from differentiated nursing practice. Visible leadership is important at all organizational levels and nurses’ opinions must be considered as nurses are essential to such changes in healthcare. Impact Differentiated nursing practice based on nursing education allows nurses to make the best use of their experience, skills and competencies, and could promote the provision of effective and high-quality patient care. However, in many cases, a nurse's practice role is based on their nursing licensure instead of their educational background. The change to differentiated nursing practice in hospitals is not straightforward and the nature and complexity of the transition needs to be acknowledged. Nurses have an important role in healthcare transformation and need to be active in developing and formulating rather than just implementing the changes. 1 INTRODUCTION Healthcare systems are increasingly burdened by challenges, including increasing healthcare costs, increasing demand for care, growing care complexity and increasing pressure for enhanced patient experience and person-centeredness (Byers, 2017; World Health Organization, 2016). Nurses play a major role in responding to these challenges and are at the front line in delivering vital healthcare (Allen, 2018; World Health Organization, 2020). However, nursing shortages fuelled by growing professional dissatisfaction are putting this vital role, and therefore high-quality patient care, at risk. Investing in career development and improving the nursing work environment can help nurses to provide high-quality patient care, encouraging them to come to and remain in clinical practice (World Health Organization, 2020). Healthcare organizations worldwide have tried to strengthen their nursing workforces by redesigning nursing care delivery models to improve the quality of patient care and create challenging work environments that attract and engage nurses (Dubois et al., 2012; Havaei et al., 2019). Differentiated nursing practice is a nurse staffing model in which nursing roles are defined based on each individual's education and experience (Boston-Fleischhauer, 2019; Dubois et al., 2012). This approach allows nurses to use their individual experience, skills and competencies to their full potential and may promote the provision of effective and high-quality patient care (Dubois & Singh, 2009; Lavander et al., 2017). Differentiated nursing practice also enables the development of a mixed workforce where challenging roles for nurses are aligned with their educational background (Yoder-Wise, 2019). Several studies have shown that a nurse's educational background affects the quality of patient care and that increasing the proportion of bachelor-trained nursing staff could improve patient, personnel and organizational outcomes (Aiken et al., 2012; Butler et al., 2019; Haegdorens et al., 2019; Shin et al., 2018; Twigg et al., 2019). The Dutch nursing organizational model has been described by van Oostveen et al. (2015) as a ‘basic functional model’ lacking a supportive climate for nursing professionalization. Nurses are dealing with inefficient work processes, high workload, and little managerial support, together with a lack of autonomy and authority (van Oostveen et al., 2015). Furthermore, there is no formal distinction between vocational- and bachelor-educated registered nurses; they carry out the same activities, bear similar responsibilities, and receive similar wages (Huisman-de Waal et al., 2019; van Schothorst-van Roekel et al., 2020). Transforming the Dutch nursing organizational model may improve practice environments and patient outcomes (Dubois et al., 2013). Assalamu alaikum Books CD kitabon ke liye raabta kar sakte hain thank you sir.
$100 per project