Motivation to Move-Nurse Practitioners and Physical Activity Counseling and Canadian Primary Health Care Nurse Practitioner Job Satisfaction
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POSTER #1: Motivation to Move - Nurse Practitioners and Physical Activity Counseling Purpose The purpose of this study is to explore Canadian NPs perceived competence and importance pertaining to counseling/prescribing physical activity behavior and to determine the prevalence of physical activity counseling/prescription among nurse practitioners. Methodology/Research Methods Data for this cross-sectional survey was gathered via an Internet-based questionnaire. 148 participants responded to a questionnaire designed to assess factors that will include a) demographic questions, b) intention, attitudes, barriers, and self-efficacy to prescribe/counsel physical activity, c) elicited foreseeable barriers and facilitators to physical activity counseling and prescription in practice d) knowledge regarding current physical activity recommendations, and e) perceived importance and ability in counseling about physical activity. Relevant Findings/Implications for Practice The majority of NPs indicated that they currently advised their patients about PA <50% of the time. NPs perceived they had an average competence at designing a PA prescription for a healthy adult as well conducting a physical exam on a healthy adult to approve that person to begin a physical activity program. Barriers and Facilitators to prescribing physical activity were calculated and will be presented in the context of assisting NPs to improve chronic disease management. Questions regarding interprofessional team management of physical activity counseling will also be explored. The majority of respondents indicated that they did not take an elective, course, or unit of education specific to physical activity and chronic disease management. Conclusions There is limited evidence pertaining to NPs and their perceived role in physical activity counseling/prescription with their patients. Researchers conclude that policymakers should include physical activity counseling as a condition for reimbursement in primary care visits. However, before this can occur, a thorough understanding of the factors that prevent and facilitate physical activity counseling in the NP context is necessary. This study provides that understanding in the Canadian context. Ultimately, exploring issues that both prevent and facilitate NPs engaging in PA discussions with their patients may help us to a) understand the challenges and barriers encountered by NPs, and b) create the conditions that will allow and facilitate NPs to engage in PA discussions with their patients and c) prepare clinicians for the changing medical care environment (e.g., dramatic rise in the prevalence of physical inactivity, obesity, and other related conditions). POSTER #2 Canadian Primary Health Care Nurse Practitioner Job Satisfaction Purpose The purpose of this study was to examine the current level of NP job satisfaction and its association with extrinsic and intrinsic job satisfaction characteristics among Canadian primary healthcare NPs. Methodology/Research Methods A descriptive cross-sectional design was used to collect data on NP job satisfaction and on the factors that influence their job satisfaction. A convenience sample of licensed Canadian NPs was recruited from established provincial associations and special interest groups. Data about job satisfaction were collected using two valid and reliable instruments, the Misener Nurse Practitioner Job Satisfaction Survey and the Minnesota Satisfaction Questionnaire. Descriptive statistics, Pearson correlation, and regression analysis were used to describe the results. Relevant Findings/Implications for Practice The overall job satisfaction for this sample ranged from satisfied to highly satisfied. The elements that had the most influence on overall job satisfaction were the extrinsic category of partnership/collegiality and the intrinsic category of challenge/autonomy. The outcomes of this study serve as a foundation for designing effective human health resource retention and recruitment strategies that will assist in enhancing the implementation and the successful preservation of the NP role. The key predictor areas taken from this study can be placed in the context of the human health and HHR planning specific to NPs. Decision makers and funders can allocate financial resources in the planning and forecasting stage to implement system improvements for provider outcomes. These areas can be either the intrinsic components of pay, advancement, and ability utilization or they can be issues related to supervisors, working conditions, or recognition. Health administrators could improve job satisfaction by facilitating small efforts such as NP networking, peer review, and involvement in policy decision-making. Conclusions Innovative, well-resourced strategies to recruit and retain PHCNPs are viewed by some as being central to the sustainability of optimal health care. The data collected from this study will provide concrete examples of some of those strategies. Understanding the factors which are most predictive of job satisfaction will be invaluable to managers and human resource professionals for recruitment and retention issues. In terms of HHR planning specific to PHCNPs, there is interest from governments, educational institutions, nursing regulatory bodies, PHCNPs, and other health care providers to better understand the ways in which the PHCNP role can be more fully implemented and integrated into the health care delivery system.