Karen Lasater PhD RN FAAN (she/her)

Researcher studying how nurses add value to health care and improve patient outcomes. Associate Professor @Penn_CHOPR @PennLDI

[Karen Lasater PhD RN FAAN (she/her) @k_lasater]

@LMichelle1969 @JanetDeatrick Outstanding- congratulations!

[Karen Lasater PhD RN FAAN (she/her) @k_lasater]

.@RepMGS @SenFettermanPA @SenBobCasey I urge you to fully fund and cosponsor HR 7153/S 3679 to reauthorize the Dr. Lorna Breen Health Care Provider Protection Act, which provides critical support and resources to address the mental health challenges that health workers face.

[Center for Health Outcomes and Policy Research @Penn_CHOPR]

Congratulations to CHOPR Associate Director @EileenLake_Penn on her induction into the International Nurse Researcher Hall of Fame by @SigmaNursing!
#Singapore #Nurses4All #CHOPR #UPennNursing

[Jane Muir, PhD, MSHP, RN (she/her) @JaneMuir__]

Penn CHOPR past, present, and future!

[Karen Lasater PhD RN FAAN (she/her) @k_lasater]

.⁦@DrMargoBC⁩ shines as she introduces the stellar #AHIRGNI Emerging Diversity Fellows. Learn more about the program here: https://t.co/hggHvKqk3t ⁦@AcademyHealth⁩

[Karen Lasater PhD RN FAAN (she/her) @k_lasater]

@DrHussainL @Penn_CHOPR Errors of omission during handoffs, for example

[Karen Lasater PhD RN FAAN (she/her) @k_lasater]

.⁦@Penn_CHOPR⁩ Rebecca Clark presents #AHIRGNI #ARM24 her work on incident reports in maternity care tldr communication is key to quality and safety

[Karen Lasater PhD RN FAAN (she/her) @k_lasater]

Black women were disproportionately represented in incident reports and were less likely to experience positive communication during birth, relative to white women

[Karen Lasater PhD RN FAAN (she/her) @k_lasater]

@MattWhite_95 @EileenLake_Penn @MattWhite_95 it’s not published yet - but @EileenLake_Penn has other recently published work on nurses moral distress during COVID years in hospitals serving higher proportions of Black patients , if the topic is of interest to you: https://t.co/RZ0MXjwv3w

[Karen Lasater PhD RN FAAN (she/her) @k_lasater]

.⁦@EileenLake_Penn⁩ presents at #AHIRGNI #ARM24. The finding is in the title: hospitals that serve higher proportions of Black race patients also have worse nurse staffing. The finding highlights systemic differences in care

[Karen Lasater PhD RN FAAN (she/her) @k_lasater]

.⁦@JaneMuir__⁩ explains that CA nurses in hospitals have better job outcomes and better staffing relative to non-CA nurses. Models show the better staffing explains the lower burnout in CA. #AHIRGNI ⁦@Penn_CHOPR⁩ #ARM24

[Karen Lasater PhD RN FAAN (she/her) @k_lasater]

A packed room and a packed agenda @AcademyHealth #AHIRGNI #ARM24 - join the Interdisciplinary Research Group on Nursing Issues

[Karen Lasater PhD RN FAAN (she/her) @k_lasater]

📻 5 mins listen here: https://t.co/eQgz5L8w1c… I discuss implications of 'team nursing' in hospitals, why substituting lower-wage nursing personnel for RNs is dangerous for patients, solutions for retaining RNs at the hospital bedside.

@MedicalCareLWW
https://t.co/uQ78TLOjvm

[Center for Health Outcomes and Policy Research @Penn_CHOPR]

Our new study in @MedicalCareLWW today showed that substituting #RNs w/ lower-wage staff in hospital care is linked w/more deaths, readmissions, longer hospital stays, poorer Pt. satisfaction, & higher costs of care. @k_lasater https://t.co/lBd5ihujrI
https://t.co/HGu85R8tI5

[Kathy Sliwinski PhD, MBE, RN @KathySliwinski]

Limited English proficiency is an overlooked research demographic‼️➡️ Read more in our latest viewpoint published in @AmJNurs @ASquiresPhDRN

https://t.co/icWhELa5TR

[STAT @statnews]

The public consistently ranks nursing as the most trusted profession. So it's remarkable that employers routinely undervalue — and understaff — such essential workers. https://t.co/jEKSpH4Yyd

[JAMA Network Open @JAMANetworkOpen]

ER nurses who did not recommend their workplace to other clinicians as a good place to work described poor nurse and ancillary staffing levels, nonresponsive hospital leadership, unsafe working conditions, workplace violence, and a lack of feeling valued. https://t.co/fB0c3nq5nh

[JAMA Network Open @JAMANetworkOpen]

The leading reasons nurses left health care employment between 2018 and 2021: planned retirement (39%), burnout (26%), insufficient staffing (21%), and family obligations (18%). https://t.co/pBx5JMwoIr

[Penn @Penn]

Surveying 7,887 registered nurses who left health care employment from 2018-2021, researchers from @PennNursing’s Center for Health Outcomes and Policy Research (@Penn_CHOPR) found that nurses cited poor working conditions as a major reason for leaving.
https://t.co/CrPJlyldDG

[Center for Health Outcomes and Policy Research @Penn_CHOPR]

Discover Why Nurses Are Leaving: A New @PennNursing Study Sheds Light 💡 ➡️https://t.co/vdC8XlinVw #NurseRetention #NurseBurnout #CHOPR #Nurses4All #Nursing @PennLDI @k_lasater @JaneMuir__