Table 5 Sample infrastructures of strategic EBP change in nursing department

▪ Building EBP capacity (e.g., extensive orientation/education/skill development; EBP model review; active journal clubs; multiple research/EBP experts and mentors)

▪ Building mostly research capacity (e.g., some orientation/education; some journal clubs; a research expert)

▪ Providing enablers of EBP activity (e.g., internet resources; project funding; EBP-related councils)

▪ Providing enablers of activity (e.g., internet resources; research funding; a research champion)

▪ Creating special EBP-related roles and functions, including for staff nurses (e.g., facilitator/champions and data/outcome specialists)

▪ APN role created to enhance EBP/research**; a central 'EBP' role focusing on Magnet overall

▪ Creating broad-based EBP-related incentives and expectations (e.g., career ladders; clear performance expectations for roles and within governance structures)

▪ Creating incentives (e.g., career ladder and Magnet status)

▪ Integrating EBP into practice processes (e.g., policy/procedures and documentation).

▪ Integrating EBP into practice processes (e.g., policy/procedures and documentation)

**NOTE: QI department has special roles that work collaboratively with nursing, particularly around performance indicators and hospital-wide initiatives; some expertise in EBP.