Other Titles
Rapid Presentation Round
Abstract
Nurses are working in a self-care deficit. The lower the self-care quotient, the more at risk a nurse is for safety and quality issues. Recently, the Work Life Balance committee members have completed training to formally become the Wellness Ambassador to support a healthy work environment.
Per the ANA Code of Ethics, self - care is more than a nicety. It has been found to be critical to the nurse, the team, and the patient. Each of the Wellness Ambassador surveyed the staff on their unit on what would a healthy work environment include. The overall top two topics identified were: breaks and stress management/tips/information. The Wellness Ambassador was provided with their unit specific goals as well as their engagement results as a guide in developing an action plan.
The Work Life Balance committee is part of the Shared Governance structure with representation from each unit. Members of that committee can advance to Wellness Ambassadors through commitment to the mission and completing MHFA. The committee serves as a platform for the Wellness Ambassador to network and share ideas. For example, sharing ideas on what has worked on their units to routinely take breaks. The committee also serves as an opportunity to train the Wellness Ambassador on specific topics that was identified. For example, recognizing the signs and symptoms of bullying and how to address the staff, the resources available and how to communicate with unit leadership on topics of concern. Additionally, the Wellness Ambassador Training program provided the templates and resources to initiate a wellness committee on their unit to address unit specific topics/ issues.
After the Wellness Ambassador Training Program was completed a presurvey was administered on their unit. Since introducing the role of Wellness Ambassador to nursing leadership and to staff nurses, the overall pre survey (N = 107) results revealed a 67.62% of staff was aware they had a Wellness Ambassadors on their unit. This is meaningful because as an option for staff since there are times, they may feel intimidated or that the question is not important enough to ask the leadership. There will be a post survey after six months post Wellness Ambassador training to compare pre and post survey post six-month training of the Wellness Ambassador. Data to be included when available.
Notes
References:
Chipu M, Downing C. (2020) Professional nurses' facilitation of self-care in intensive care units: A concept analysis. International Journal Nursing Sci. 7(4) 446-452. doi: 10.1016/j.ijnss.2020.08.002. Epub 2020 Aug 18. PMID: 32837771; PMCID: PMC7434369.
Gutiérrez-Fernández Eva RN, Francisco Amo-Setién RN, PHD, Leal-Costa César RN, Salcedo-Sampedro Concepción , Martín-Melón Roberto , Molina-Mula Jesús RN, PHD, Ortego-Maté Carmen RN, PHD ( 2023). Effectiveness of intervention programs aimed at improving the nursing work environment: A systematic review. https://doi.org/10.1111/inr.12826
Linton M, Koonmen J. (2020) Self-care as an ethical obligation for nurses. Nursing Ethics 27(8),1694 – 17-228:969733020940371. doi: 10.1177/0969733020940371.
Epub ahead of print. PMID: 32720570.
Ross A, Touchton-Leonard K, Perez A, Wehrlen L, Kazmi N, Gibbons S. (2019) Factors That Influence Health-Promoting Self-care in Registered Nurses: Barriers and Facilitators. ANS Advances in Nursing Science. 42(4):358-373.
doi: 10.1097/ANS.0000000000000274. PMID: 31299691; PMCID: PMC6832775.
Torlak, K., & Goktepe, N. (2023). Effects of Individual, institutional and nursing work environment variables on nurses’ quality of work life. International Journal of Healthcare Management, 17(3),624-632. https://doi.org/10.1080/20479700.2023.2223427
Sigma Membership
Non-member
Type
Presentation
Format Type
Text-based Document
Study Design/Type
N/A
Research Approach
N/A
Keywords:
lncivility, Stress and Coping, Workforce
Recommended Citation
Rumoro, Adriana and Friedrichs, Judy, "The Wellness Ambassador for a Healthy Work Environment" (2025). Creating Healthy Work Environments (CHWE). 113.
https://www.sigmarepository.org/chwe/2025/presentations_2025/113
Conference Name
Creating Healthy Work Environments
Conference Host
Sigma Theta Tau International
Conference Location
Phoenix, Arizona, USA
Conference Year
2025
Rights Holder
All rights reserved by the author(s) and/or publisher(s) listed in this item record unless relinquished in whole or part by a rights notation or a Creative Commons License present in this item record.
Review Type
Abstract Review Only: Reviewed by Event Host
Acquisition
Proxy-submission
The Wellness Ambassador for a Healthy Work Environment
Phoenix, Arizona, USA
Nurses are working in a self-care deficit. The lower the self-care quotient, the more at risk a nurse is for safety and quality issues. Recently, the Work Life Balance committee members have completed training to formally become the Wellness Ambassador to support a healthy work environment.
Per the ANA Code of Ethics, self - care is more than a nicety. It has been found to be critical to the nurse, the team, and the patient. Each of the Wellness Ambassador surveyed the staff on their unit on what would a healthy work environment include. The overall top two topics identified were: breaks and stress management/tips/information. The Wellness Ambassador was provided with their unit specific goals as well as their engagement results as a guide in developing an action plan.
The Work Life Balance committee is part of the Shared Governance structure with representation from each unit. Members of that committee can advance to Wellness Ambassadors through commitment to the mission and completing MHFA. The committee serves as a platform for the Wellness Ambassador to network and share ideas. For example, sharing ideas on what has worked on their units to routinely take breaks. The committee also serves as an opportunity to train the Wellness Ambassador on specific topics that was identified. For example, recognizing the signs and symptoms of bullying and how to address the staff, the resources available and how to communicate with unit leadership on topics of concern. Additionally, the Wellness Ambassador Training program provided the templates and resources to initiate a wellness committee on their unit to address unit specific topics/ issues.
After the Wellness Ambassador Training Program was completed a presurvey was administered on their unit. Since introducing the role of Wellness Ambassador to nursing leadership and to staff nurses, the overall pre survey (N = 107) results revealed a 67.62% of staff was aware they had a Wellness Ambassadors on their unit. This is meaningful because as an option for staff since there are times, they may feel intimidated or that the question is not important enough to ask the leadership. There will be a post survey after six months post Wellness Ambassador training to compare pre and post survey post six-month training of the Wellness Ambassador. Data to be included when available.
Description
Formalizing the role of the Wellness Ambassador has added a level of support for the staff nurse in creating a healthy work environment. This has also provided an opportunity to improve staff engagement and socialization by being invested in their well-being, and in turn, retaining the staff nurse.