Value of Oncology Nursing Certification — Comprehensive Study Notes (CJON 2010)

This study, published in the Clinical Journal of Oncology Nursing (2010), investigates the perceived value of oncology nursing certification (PVCT) among certified nurses, noncertified nurses, and nurse managers. It also explores barriers and rewards to certification, potential impact on patient outcomes, and implications for practice and policy.

Background and Purpose

Oncology nursing certification signifies knowledge and expertise. The ABNS Value of Certification Study aimed to understand perceptions, challenges, benefits, and impact on lost workdays and nurse retention. The Perceived Value of Certification Tool (PVCT) was used, comprising 18 items with a five-point Likert scale (though item range is 1-4, lower scores indicating stronger agreement). It showed high reliability ( ext{Cronbach } ackslash \alpha = 0.93 ext{–}0.95).

Study Design and Sample

The study involved a web-based survey of 13,079 potential participants, yielding 940 completed surveys (7 ext{ extpercent} response rate). The ONCC subset analyzed included 751 certified, 184 noncertified nurses, and 175 nurse managers (21% of whom were certified). The sample was predominantly female (94 extpercent), with varied experience and educational levels.

Key Findings: Perceptions and Barriers

Both certified and noncertified nurses, along with nurse managers, placed high value on certification, particularly for intrinsic rewards such as personal accomplishment (97 extpercent All Respondents), validation of specialized knowledge (96 extpercent), and professional credibility (95 extpercent). Agreement on salary increase as a direct benefit was lower (39 extpercent All Respondents; 50 extpercent Nurse Managers).

Primary barriers to certification included the cost of examination, lack of institutional reward, and insufficient institutional support. For those whose certification lapsed, inadequate compensation for recertification and high renewal fees were key reasons.

Benefits and Impact

Reported benefits included reimbursement for examination fees (49 extpercent), listing certification on name tags (41 extpercent), and reimbursement for recertification fees (33 extpercent). While 81 extpercent reported some employer support, it was not universal.

Certification showed no statistically significant impact on lost workdays or nurse retention; certified nurses averaged ar{X} = 2.13 days absent versus noncertified at ar{X} = 2.20 days (p = 0.8). However, certified nurses (12.5%) reported looking for new employers slightly more often than noncertified (10.3%), potentially due to increased marketability.

Discussion and Implications

Barriers and benefits align with previous findings, highlighting intrinsic motivation as a key driver. Direct links between certification and patient outcomes currently require more robust research. Study limitations include a low response rate and cross-sectional design, prohibiting causal inference.

Organizations with Magnet status foster certification. Employers can encourage certification through financial support, career ladder integration, recognition, and paid time off for professional development. These actions can increase certification rates, potentially enhancing patient care quality. Future research needs to establish clearer, longitudinal links between certification and specific patient outcomes (e.g., symptom management, infection rates) and healthcare costs.