Emory Authors: Describing the Prevalence and Correlates of Spiritual Concerns Using the PC-6 Spiritual Assessment with Palliative Care Patients Near the End of Life.

“For many patients receiving palliative care, religious and spiritual (R/S) beliefs and practices provide a framework for understanding suffering, cultivating meaning, and sustaining hope in the face of declining health and mortality. A growing body of evidence demonstrates that higher levels of R/S beliefs and practices are associated with improved quality of life, greater emotional well-being, and longer survival.
Yet not all R/S coping is adaptive. Alongside positive forms of coping, such as faith, forgiveness, and connection, many patients experience R/S struggle, sometimes referred to as spiritual distress or spiritual pain. These experiences may include loss of meaning, anger toward God, abandonment, guilt, or conflict with faith communities.”

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Workplace violence in the healthcare setting

“Violence against health care workers encompasses physical, verbal, and psychological
assaults, which may lead to staff injuries, absenteeism, and subsequent financial losses
for institutions. Physical injuries and psychological trauma imposed on health care workers
lead to decreased job performance and increased staff turnover. A 2023 study showed that
employees subjected to workplace violence were more likely to consider quitting their jobs
(37%) than were those not subjected to workplace violence (12%), which highlights the critical need for interventions to address workplace violence in health care settings. Workplace violence also directly affects care quality by reducing staff efficiency and psychological capital, which contributes to losses in productivity and inattention to patient needs. This may, in turn, lead to misunderstandings, misdiagnoses, and suboptimal treatment outcomes.”

Babin, M. M., Horvath, P. R., Weiss, M. R., & Vang, Z. (2026). Proactive workplace violence prevention in health care. Journal of Nursing Care Quality, 41(1), 22–28.

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Emory Authors: Closing the Gap: A Clinical Instructor and Preceptor Academy to Address Educator Shortages and Improve Teaching Confidence

“An aging U.S. population and the increasing complexity of care have intensified the demand for nurses, and a critical shortage of clinical instructors and preceptors (CIPs) threatens the nursing workforce pathway. Experienced nurses are frequently assigned preceptor roles without formal preparation in clinical teaching, feedback, or learner evaluation, which contributes to dissatisfaction and burnout among CIPs and learners alike. Clinical teaching should be attractive, engaging, and meaningful to CIPs rather than a
source of personal liability or stress. Nurses often report that they are not asked, compensated, trained, or resourced to precept—even though it is known that CIPs re-
quire specialized, evidence-based training and practical resources to help prepare the next generation of nurses.”

“To address this need, the CAPES Academy: Academy for Clinical Instructor and Preceptor Excellence in the Southeast was developed as a 4-year training grant funded by the Health Resources and Services Administration (HRSA), with the explicit goal of expanding nursing workforce capacity through the preparation of clinical faculty and preceptors.”

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Hot Topics: The Impact of Toxic Leadership on Nurse Retention

“Negative leadership behaviors, such as toxic leadership, are linked to decreased job satisfaction due to the stress caused by exploitative managerial actions.
These may lead to higher turnover rates and financial losses for the healthcare organizations. Toxic leadership affects team dynamics, leading to poor conflict management
and reduced organizational commitment. It may also result in a negative working
environment, poor quality of care and increased frequencies of adverse clinical events.
Understanding abusive leadership helps in developing strategies to mitigate its effects,
as this leadership style may undermine workforce stability, productivity, staff resilience,
and patient safety. This scoping review synthesizes evidence from multiple countries,
addressing a critical gap by offering a broader perspective on toxic leadership in healthcare,
rather than limiting the analysis to a single organization or setting.”

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JONA Highlights: Magnet Recognition Through the Lens of Clinical Nurses

“Clinical nurses are the cornerstone of healthcare delivery and the primary drivers of patient outcomes, practice excellence, and organizational culture. As healthcare systems evolve amid increasing complexity, workforce strain, and rising expectations for quality and safety, nursing must move beyond traditional models of designation and hierarchy toward transformation grounded in professional autonomy, shared leadership, and meaningful engagement. This article explores the evolution of nursing practice through 5 interconnected components:
-designation to transformation
-compliance to commitment
-burnout to meaningful engagement
-hierarchy to shared leadership
-and the enduring value of Magnet recognition as experienced by clinical nurses.

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Emory Authors: Unit-level organizational resources and occupational exposure to bloodborne pathogens: A multi-hospital study

“Each year, roughly 300,000 hospital workers are exposed to bloodborne pathogens. These workers are at substantial risk due to frequent contact with patients, biological materials, and contaminated environments. Such exposures can result in significant physical, psychological, and economic consequences for affected workers and hospitals. Prior studies suggest that factors such as job role, work location, shift timing, and deviations from infection prevention guidelines may increase the likelihood of exposure to bloodborne pathogens among healthcare workers.”

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Emory Authors: Orientation of New Graduate Nurses to Acute and Critical Care: Reimagining the Preceptor Role.

“The preparation new graduate nurses (NGNs) receive in prelicensure education is requisite skill and knowledge for entry into the profession but falls short of the expected competence for independent nursing practice. This competency gap is a well-described challenge for nurse educators and nurse leaders. For NGNs, the academic practice gap represents a
steep learning curve in a complex setting. Entry into practice in highly specialized acute care units is a fast-paced, high-stakes environment complicated by staffing shortages, heavy workloads, and hostile workplace cultures.”

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