Abstract：
BACKGROUND: The profession of nursing has recognized the lack of diversity in nursing leadership. Nurses of color represent fewer than 20% of leadership roles in nursing administration, education, and professional organizations. Efforts are needed to identify and implement strategies to increase the representation of nurses of color in positions of high influence.
OBJECTIVE: To review the literature to uncover the factors that may impact Black nurses in their pursuit of leadership roles in nursing administration, education, and professional organizations.
METHODS: The authors conducted a scoping review, searching CINAHL and PubMed databases in November 2022 for peer-reviewed English-language studies of leadership among U.S. nurses. They excluded studies that did not include a research method, did not have participants, a minimum of baccalaureate preparation as an inclusion criterion for participants, or were published before January 1, 2012.
CONCLUSIONS: Of 331 articles identified, a total of 12 met the inclusion criteria. Evaluation of the studies revealed three concepts related to mentorship, racism, and hiring practices. Of the 12 studies, 9 addressed issues related to mentorship, 5 addressed issues related to racism, and 2 addressed issues related to hiring practices. Some studies address more than one of the concepts. Ten were qualitative studies, and two were quantitative studies.
CONCLUSIONS: Findings suggest that Black nurse leaders are faced with obstacles and challenges when considering entering and/or staying in leadership roles. The limited amount of research on Black nurses in leadership roles remains inadequate.
OBJECTIVE: To review the literature to uncover the factors that may impact Black nurses in their pursuit of leadership roles in nursing administration, education, and professional organizations.
METHODS: The authors conducted a scoping review, searching CINAHL and PubMed databases in November 2022 for peer-reviewed English-language studies of leadership among U.S. nurses. They excluded studies that did not include a research method, did not have participants, a minimum of baccalaureate preparation as an inclusion criterion for participants, or were published before January 1, 2012.
CONCLUSIONS: Of 331 articles identified, a total of 12 met the inclusion criteria. Evaluation of the studies revealed three concepts related to mentorship, racism, and hiring practices. Of the 12 studies, 9 addressed issues related to mentorship, 5 addressed issues related to racism, and 2 addressed issues related to hiring practices. Some studies address more than one of the concepts. Ten were qualitative studies, and two were quantitative studies.
CONCLUSIONS: Findings suggest that Black nurse leaders are faced with obstacles and challenges when considering entering and/or staying in leadership roles. The limited amount of research on Black nurses in leadership roles remains inadequate.
摘要：
背景：护理行业已经认识到护理领导力缺乏多样性。有色人种护士在护理管理中的领导角色不到20%，教育,和专业组织。需要努力确定和实施策略，以增加色彩护士在高影响力职位上的代表性。
目的：回顾文献，揭示可能影响黑人护士在护理管理中追求领导角色的因素，教育,和专业组织。
方法：作者进行了范围审查，2022年11月搜索CINAHL和PubMed数据库，以进行同行评审的美国护士领导力英语研究。他们排除了不包括研究方法的研究，没有参与者，最低限度的学士学位准备作为参与者的纳入标准，或在2012年1月1日之前发布。
结论：在确定的331篇文章中，共有12人符合纳入标准。对这些研究的评估揭示了与导师相关的三个概念，种族主义,和招聘实践。在12项研究中，9解决了与指导有关的问题，5解决了与种族主义有关的问题，和2解决了与招聘实践有关的问题。一些研究涉及多个概念。十项是定性研究，两个是定量研究。
结论：研究结果表明，黑人护士领导者在考虑进入和/或保持领导角色时面临障碍和挑战。关于黑人护士在领导角色方面的研究仍然有限。
目的：回顾文献，揭示可能影响黑人护士在护理管理中追求领导角色的因素，教育,和专业组织。
方法：作者进行了范围审查，2022年11月搜索CINAHL和PubMed数据库，以进行同行评审的美国护士领导力英语研究。他们排除了不包括研究方法的研究，没有参与者，最低限度的学士学位准备作为参与者的纳入标准，或在2012年1月1日之前发布。
结论：在确定的331篇文章中，共有12人符合纳入标准。对这些研究的评估揭示了与导师相关的三个概念，种族主义,和招聘实践。在12项研究中，9解决了与指导有关的问题，5解决了与种族主义有关的问题，和2解决了与招聘实践有关的问题。一些研究涉及多个概念。十项是定性研究，两个是定量研究。
结论：研究结果表明，黑人护士领导者在考虑进入和/或保持领导角色时面临障碍和挑战。关于黑人护士在领导角色方面的研究仍然有限。
