Nursing leadership (Toronto, Ont.)最新文献

In an era where global nursing shortages have reached critical levels, with the World Health Organization (WHO) and International Council of Nurses (ICN) (WHO and ICN 2025) estimating a deficit of 5.8 million nurses worldwide, the publication of Globalization and Integration of Internationally Educated Nurses: A Comprehensive Analysis is timely and offers some pragmatic guidance on how to better support these nurses in receiving countries. Editors Rola El Moubadder, Ruth Wojtiuk and Ruth Lee, all affiliated with Toronto's CARE Centre for Internationally Educated Nurses (IENs), have assembled a remarkable comparative analysis that examines how five major immigrant-receiving states navigate the complex terrain of IEN recruitment, credentialing and workplace integration (El Moubadder et al. 2025).

Enhanced pathways to support the integration of internationally educated nurses have emerged as part of Nova Scotia's response to nursing shortages. This paper presents the perspectives of leaders involved in pathway implementation, offering insights into the strategies and structures required to support successful integration into local care teams and communities, including the need to: allow adequate time for system-wide planning and coordination leveraging local expertise; ensure dedicated staffing for implementation; conduct early comprehensive assessments to tailor supports; develop standardized orientation and transition to practice supports; collaborate with partners to ensure integration readiness; and manage expectations of integration speed and scope.

Artificial intelligence (AI) is being rapidly and broadly introduced into personal, public, commercial and health/medical practice settings. AI refers to a broad and evolving set of computational technologies, including machine learning, natural language processing, computer vision and generative AI ((Van Bulck et al. 2023; McGrow 2025). AI enables systems to learn from data to perform tasks that have traditionally required human intelligence, such as pattern recognition, clinical prediction, decision support and content generation (Bajwa et al. 2021; Rony et al. 2024; WHO 2021, 2025). Within healthcare, there is growing consensus that AI-informed tools are intended to augment - but not replace - the clinical judgement, ethical reasoning and relational care that are the hallmarks of nursing practice (ANA 2022; Rony et al. 2024). Findings from a recent survey of Canadian Academy of Nursing Fellows (n = 57) indicate that while many nurse leaders have encountered AI in practice, few feel confident with its use or governance. This gap suggests a leadership readiness challenge as well as a technology adoption challenge. Unlike earlier digital health tools, AI changes how information and knowledge are created and subsequently interpreted by clinicians, generating new risks as they become accountable for decisions shaped by systems they cannot fully evaluate (AAN 2026; McGrow 2025). The Canadian nursing informatics entry-to-practice competencies now include expectations that nurses assess AI outputs and safeguard equitable care, yet governance structures to support these responsibilities remain underdeveloped. Fellows also highlighted other concerns related to the use of AI, including the potential for algorithmic bias, ethical use and threats to equity and privacy. In this commentary, we posit that beyond supporting technological adoption, AI in nursing is fundamentally a leadership competency and governance issue. In this context, it is paramount that nurse leaders actively participate in establishing AI policies and evaluation standards, advance AI competency development and set boundaries for nursing judgement that ensure safe, ethical and accountable use of AI in healthcare.

Internationally educated nurses (IENs) are a critical component of Canada's health human resource strategy, yet many experience challenges integrating into the healthcare system. This paper describes the development and implementation of an IEN coordinator role to support transition into acute care practice in Northwestern Ontario. Guided by Benner's From Novice to Expert framework, a working group conducted an organizational assessment and environmental scan to inform a multi-component action plan, including early identification of IENs, practice assessments, tailored onboarding and external partnerships. Early outcomes demonstrate strong satisfaction among participants and promising retention following program implementation.

The Canadian Nurses Association (CNA) plays a critical role in advancing nursing leadership and health system transformation across Canada. Guided by five strategic directions and operationalized through five interconnected professional domains - policy, practice, research, leadership and education - CNA has strengthened nursing's influence on health policy, workforce sustainability, quality care, leadership development and lifelong learning. This article highlights key accomplishments from 2024 to 2026, including policy advocacy, implementation of the updated code of ethics, expansion of specialty certification and workplace excellence initiatives, advancement of nursing research and knowledge mobilization and development of national leadership capacity. As Canada's health system faces increasing fiscal, workforce and structural pressures, CNA's integrated approach demonstrates how coordinated national nursing leadership can drive innovation, improve health outcomes, strengthen the profession and support sustainable system transformation.

Recruiting and retaining registered nurses (RNs) in perioperative practice is essential to ensure the quality of surgical services. Challenges in recruitment have been reported for decades. One strategy is developing Bachelor of Science in Nursing (BSN) student learning opportunities through academic-practice partnerships. The purpose of this mixed-methods study was to explore how participating in an undergraduate perioperative learning pathway influenced recruitment, retention and career development of RNs. Overall, the recruitment and retention of RNs were supported. RNs reported general satisfaction in their work but limited opportunities for career development. Undergraduate perioperative learning pathways are positive opportunities for BSN students and effective for recruitment and retention.

Home health nursing in Canada is evolving to meet the growing demand for community-based care, driven by an aging population and pressures shifting care from acute settings to home. This commentary describes the collaboration between the Community Health Nurses of Canada and Saint Elizabeth Health Care to revise the 2010 Home Health Nursing Competencies through two distinct work streams. A comprehensive Dissemination Resource Package was designed to support the integration of updated competencies into practice. Ongoing engagement of nursing leaders and organizations is essential to ensure that these competencies remain relevant and effective in improving care quality in home health settings.

Before writing my editorial for each issue, I think carefully about what I want to say to the readership of the Canadian Journal of Nursing Leadership. For me, this involves reflecting on the evolving challenges of our health and social systems here in Canada and around the globe. The "troubled times" I wrote about a few years ago (Martin-Misener 2022) continue and have deepened and widened with layers of economic, social and political complexity and uncertainty that were unimaginable then. Global and national conflicts and uncertainties, along with fiscal constraints, are impacting everyone and leading to a pervasive widening in social inequities.

Introduction: Researchers are exploring how branding theory can magnify the voice of registered nurses (RNs).

Methodology: An online survey was distributed to RNs in two Canadian regions to explore beliefs about a nursing brand.

Results: Five themes emerged regarding the current brand: confusion, working conditions, personal feelings, nursing stereotypes and caring. Four themes emerged outlining a future brand: leadership, nursing knowledge, caring and contributions to healthcare.

Conclusion: Nurses are confused about the brand and conflate it with working conditions, stereotypes and personal grievances. The majority want the brand of nursing to reflect leadership, knowledge, caring attributes and contributions to healthcare.

Background: Leadership is vital for fostering work environments that support nurses' well-being, job satisfaction and high-quality patient care. This study examined the role of empowering leadership in shaping nurses' perceptions of a healthy work environment (HWE) and moral injury.

Methods: A cross-sectional design was used with a convenience sample of nurses from an Italian public healthcare organization. Data were collected through an online survey, incorporating the Empowering Leadership Questionnaire (ELQ), the N2N-HWE and the Moral Injury Events Scale (MIES). Pearson's correlations and a multivariable linear regression model analyzed the relationship between ELQ, N2N-HWE and MIES. Results: Of the 155 nurses who participated (78.1% females, mean age = 34.06 ± 10.03 years), 92.9% perceived their work environment as unhealthy, and 31.6% reported high levels of moral injury. No direct association was found between HWE and moral injury (β = 0.03; 95% CI: -0.46, 0.53). However, a statistically significant interaction between HWE and empowering leadership on moral injury was observed (β = -0.08; 95% CI: -0.16, 0.002).

Conclusions: Empowering leadership may buffer the negative impact of unhealthy work environments on nurses' moral injury, highlighting its protective role and the need for leadership-focused interventions in high-demand healthcare settings.