I am a registered nurse, and I am currently in graduate school at the University of North Carolina at Chapel Hill. I have worked as a staff nurse for 7 years, and I had never been exposed to the term Magnet hospital until I entered graduate school. A recently published article in the Journal for Nurses in Staff Development (Smith, 2003) addresses making the commitment to becoming a Magnet hospital. Magnet status was first established in 1993 to attract and retain priceless nursing staff (Mendelson, 2003; Smith, 2003). I have spoken with other staff nurses, and many nurses still do not know what it means to be a Magnet hospital or about the implications of Magnet recognition. Some nurses and healthcare organizations still need to be educated on what Magnet recognition stands for and the improvements in working conditions and quality of care that can be made by obtaining this status.

Buerhaus, Staigner, and Auerbach (2003) stated that the current nursing shortage might be ending, but only in the interim. During the brief period of relief, emphasis should be on implementing actions to deal with new and upcoming staff shortages. According to Upenieks (2003) the shortage is going to be much worse with 40% of the currently working nurses retiring over the next 15 years. Experienced nurses are dissatisfied with and exhausted by their jobs because of environmental factors and are retiring early. Nurses' satisfaction with their working environment can be improved with an organization obtaining Magnet status. By organizations tapping into resources associated with Magnet recognition, the positive influences upon staffing shortages will be striking (Smith, 2003).

The rewards from achieving Magnet status are not just for the healthcare organization in regard to recruitment, retention, and status. Nursing staff are recognized for their worth in Magnet hospitals (American Nurses Credentialing Center, 2003). Importance is placed on nursing orientation, formal education, staff development, and continuing education to improve nursing (Smith, 2003). The recognition of Magnet status indicates a healthcare organization with a professional environment and promotion of growth and development of nurses. Nurses are also encouraged to participate in leadership roles and in decision making within the organization. Overall, Magnet hospitals are known as places where nurses have pride in their work and confidence is promoted in the organization (Mendelson, 2003). If more nurses are educated about the benefits of Magnet recognition by articles such as Smith's (2003), we might see a demand for more and more organizations to obtain this status that is synonymous with high quality nursing care.

Typically, nurses are not in the forefront politically, but some political battles are being won by nurses. Texas nurses took action and pleaded the importance of the Nurse Reinvestment Act, and it was signed into law by President Bush in 2001 (as cited in Anonymous, 2002). This bill included funding for promoting nursing, as well as grants to encourage organizations to apply for Magnet recognition. Currently, 102 hospitals have received the prestigious award of Magnet recognition both nationally and internationally (American Nurses Credentialing Center, 2004). It is hoped that more nurses will take a stance to plead to the government to increase funding to promote Magnet status hospitals so more healthcare organizations might be considered great places for both nurses and patients.

We cannot forget the impact of Magnet status on patient satisfaction and outcomes (Mendelson, 2003). It is important for healthcare organizations to create work environments for nurses that produce positive feelings about work that directly affects patient outcomes (Laschinger, Shamian, & Thompson, 2001). Aiken, Sloane, Lake, Sochalski, and Weber (1991) found that mortality decreased and patient satisfaction with nursing increased for AIDS patients in Magnet hospitals. Patients are increasingly recognizing Magnet hospitals as places to receive high quality nursing care (Mendelson, 2003), so organizations and nurses must realize the importance of this status.

The choice to apply for Magnet recognition requires cautious consideration and requires support from the executives, managers, and staff of an organization (Smith, 2003). This article is an immense resource for a healthcare organization interested in retaining and recruiting nurses. Smith (2003) carefully outlined the details of applying for Magnet recognition and stated that the rewards outweigh the risks taken. She does mention the costs are financial and political, but the result of a healthcare organization promoting quality and excellence in nursing is priceless.

Lori L. Ingle, BSN, RN

Master's Student of Healthcare Systems The University of North Carolina at Chapel Hill

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