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are discharged sooner and in a more ill condi- tion than in previous practice, perioperative nurses may lower family members’ anxiety by providing intraoperative progress reports. Continuous interaction of a health care team with family members can enable a family to more easily integrate patient care information and to ask necessary questions. Intraoperative progress reports potentially can enhance both a patient’s and family’s satisfaction with periop- erative nursing care.

CYNTHIA A. ABBOTT, RN, MSN, CNOR NURSING RESEARCH COMMITTEE

MENTORS

Mentoring: The experience of nursing ser- vice executives S. D. Holloran The Journal of Nursing Administration Vol23 (February 1993) 49-54

This study was developed to provide insights about mentoring based on nursing service exec- utives’ experiences as proteges in mentoring relationships. Nurse executives from medical center teaching hospitals (n = 274) completed a self-administered survey instrument, “Mentor- ing in nursing service: A survey of nursing ser- vice executives.” It consisted of 28 forced- choice questions and four critical-incident questions.

The results indicate that 71% of the nurse executives had a mentor. Of the most signifi- cant mentors, the five positive behaviors that ocfurred frequently (ie, 12 times a month) and very frequently (ie, 20 times a month) were:

showed confidence in me (80%), encouraged my independent decision

mentor’s knowledge and energy inspired

0 demonstrated behaviors, which I tried to

provided opportunities to show what I

A variety of negative behaviors reported by

making (76%),

me (74%),

imitate (70%), and

could do (68%).

14% of the nurse executives regarding their mentors included intimidation, over manipula- tion, high demand for loyalty, and provoked anxiety. The findings support the idea that “if one has never been a protege, one will not be a mentor.” Eighty-six percent reported that the mentoring was more important for career development than career advancement.

The critical-incident questions regarding mentors presented two dominant themes: power and belief, and power and control. The power-and-belief responses included that the mentor

encouraged, recognized potential,

0 gave opportunities and responsibilities, 0 provided a positive role model,

inspired, and helped with career moves.

The power-and-control responses described over possessiveness, rejection of the protege, and misuse of power by the mentor.

Perioperative nursing implications. There is a shortage of perioperative nursing execu- tives, administrators, and directors. The need to develop perioperative nursing leaders is urgent. Because mentoring, overall, strength- ens perioperative nursing and thereby pre- pares leadership succession, mentoring can be a tool to motivate perioperative nurses into becoming perioperative nursing administra- tors.

BARBARA DIOMEDE, RN, MSN, CNOR CHAIRMAN

NURSING RESEARCH COMMITTEE

HUMOR

Managing humor: When is it funny-and when is it not? C. White, E. Howse Nursing Management Vol24 (April 1993) 80-96

Stress negatively affects attitude, performance, and health and may lead to exhaustion and burnout. As staff shortages and patient care

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responsibilities increase, the impact of stress on nurses intensifies.

Positive work relationships have been identi- fied as one of the most satisfying benefits of nursing. According to research, humor is a key to building and maintaining relationships and to facilitating communications. Humor, therefore, is a valuable social support for reducing the effects of stress.

When recipients of humor view it as esteem- ing, humor enhances cohesion with others and increases morale. When humor is viewed as disparaging, the harmony of work groups may degenerate. For humor to enhance work rela- tionships and decrease work-related stresses, it must be thoughtfully chosen and timed.

At a 264-bed teaching hospital in Canada, one study determined how participants rate the potential of specific humor strategies to reduce stress under hypothetical conditions. A conve- nience volunteer sample of 12 RNs, nursing assistants, and ward clerks in one hospital unit (86% of those working during one six-day period) responded to a confidential question- naire developed by the investigators. The ques- tionnaire presented 16 situations in a nursing work environment and suggested ranges of humor approaches that might elicit a positive social response. The participants indicated whether they agreed, disagreed, or were unde- cided as to whether humor would have value in each situation.

Based on summary statistics, the participants most highly supported the use of humor to

promote relaxation (ie, “loosen up”), reduce stress, provide a comfortable diversion, and improve job retention.

The participants rated the following as only moderately suitable for using humor: to improve the work environment, to boost morale, to gain the support of others, and to unite the staff. There was a low level of belief in using humor to reward work or enhance work relationships with physicians and other department staff members. Responses were mixed regarding humor to “break the ice,” prompt creativity, share the work load, recog-

nize individuals, and take one’s job seriously while taking oneself lightly. Researchers sug- gest that the low and mixed responses might be attributed to a lack of knowledge regarding the communication value of humor as well as the worry that using humor might be construed as unprofessional behavior.

P e rio p e rat i v e n u rs i ng imp 1 ica t io n s . Although the results of this study cannot be generalized, the findings support a need for fur- ther research on the reactions of perioperative nurses to the use of humor. Humor strategies may be a creative management tool for increas- ing staff morale and building work groups. The results of this study, however, indicate a need for caution before perioperative nurse managers implement such strategies. Because the effects of humor may be related to context, managers should choose carefully their humor tactics and timing.

In addition, results suggest that perioperative nurse managers who want to incorporate humor into their management style may need to edu- cate staff members about the communication value of humor before implementing humor as a management strategy.

KATHLEEN B. GABERSON, RN, PHD NURSING RESEARCH COMMITTEE

GLOVES

In-use comparison of latex gloves in two high-risk units: Surgical intensive care and acquired immunodeficiency syndrome D. M. Komiewicz et a1 Heart & Lung Vol21 (January 1992) 81-84

The nature of the operating room puts every perioperative nurse at risk for exposure to HIV and hepatitis B virus (HBV). Universal precau- tions, as mandated by the Centers for Disease Control and Prevention and the Occupational Safety and Health Administration, recommend wearing latex gloves when anticipating contact with blood or body fluids.

A study of two high-risk units, a surgical

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