Order ID:89JHGSJE83839 | Style:APA/MLA/Harvard/Chicago | Pages:5-10 |
Instructions:
Nursing Project
Background and the Significance
The nurse turnover is undergoing rapid growth as a human resource issue affecting the healthcare sector in the entire world. The rate of nurse intervention is considered to be higher with a range of 15 to 44 percent. The management of the nurse turnover is an important aspect in the successful delivery of healthcare services to the patients. However, the poor management of the high nurse turnover is affecting the quality of service delivery in healthcare institutions. The high nurse turnover is also having a considerable effect on the overall national healthcare system performance. Nurse turnover is leading to the disruption in the operations of service operations to different degrees ranging from the fairly disruptive to very disruptive (Dewanto & Wardhani, 2018).
Based on the adverse outcomes associated with nurse turnover, there is an opportunity to address the issues that leads to nurse turnover. The managers of healthcare facilities need to ensure that focus is put on the approaches and maximize solutions concerning the causes of nurse turnover. The approaches include the prevention of resignation as a result of the new job offers, ensure that there is an existence of conducive working conditions, make sure that the unmet expectations of the new nurses are addressed, and maximization of the selection process to help in understanding the perspective of the new nurse’s expectations (Halter et al., 2017).
Statement of the problem and the purpose of the study
Nurse turnover is a major healthcare concern that affects the quality of healthcare services. It leads to a low nurse-patient ratio as a result of few nurses caring for the patients. It leads to an increase in medication errors and preventable hospital-acquired infections. This is associated with work overload which makes it hard for the nurses to adhere to other safety measures like those aimed at preventing patient falls when they are overwhelmed with the responsibilities. The purpose of the paper is therefore to determine how the methods used in the nursing staff retention are impacting the retention of the new nurses (Kurnat-Thoma et al., 2017).
Research Question
The study is guided by the research question that is based on the PICOT question that is looking at how the staff retention methods within the in-hospital nurses are implemented by the management to address the issue of retention as compared to no intervention. Therefore, the possible research question for this paper is: what are the effects of some of the nurse retention methods adopted on the reduction of nurse turnover in the in-hospital nurses’ facilities?
Research or Null Hypothesis
The study is based on the research hypothesis that staff retention methods help address the issue of nurse turnover. The null hypothesis is that nursing staff retention methods do not help address the issue of nurse turnover in healthcare facilities.
Identification and definition of the variables
The variables in this study are both dependent and independent. The dependent variable is the nurse turnover while the independent variable is the nurse retention methods being adopted and they include reduction of the overtime; elimination of the mandatory overtime; development of a shared governance program with the nurses for example having a sat on the work schedule, improvement in the workflow, and healthcare policy; and recruitment of more nursing staff and the acuity-based staffing tools.
Operationalization of the variables
The dependent variable is impacted by the independent variable. The process of addressing the nurse turnover is depending on the nurse retention approach that is adopted by the management of the healthcare facility. The success of handling the issue of nurse turnover depends on how the management is implementing the nurse retention approaches.
Dependent Variable Independent variables
References
Deante, A., & Wadhwani, V. (2018). Nurse turnover and perceived causes and consequences: a preliminary study at private hospitals in Indonesia. BMC nursing, 17(2), 1-7 https://doi.org/10.1186/s12912-018-0317-8
Halter, M., Pallone, F., Boyko, O., Beighton, C., Harris, R., Gale, J., … & Drennan, V. (2017). Interventions to reduce adult nursing turnover: a systematic review of systematic reviews. The open nursing journal, 11, 108.
Kurnat-Thoma, E., Ganger, M., Peterson, K., & Channel, L. (2017). Reducing annual hospital and registered nurse staff turnoverA 10-element onboarding program intervention. SAGE Open Nursing, 3, 2377960817697712
RUBRIC |
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Excellent Quality 95-100%
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Introduction
45-41 points The background and significance of the problem and a clear statement of the research purpose is provided. The search history is mentioned. |
Literature Support 91-84 points The background and significance of the problem and a clear statement of the research purpose is provided. The search history is mentioned. |
Methodology 58-53 points Content is well-organized with headings for each slide and bulleted lists to group related material as needed. Use of font, color, graphics, effects, etc. to enhance readability and presentation content is excellent. Length requirements of 10 slides/pages or less is met. |
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Average Score 50-85% |
40-38 points More depth/detail for the background and significance is needed, or the research detail is not clear. No search history information is provided. |
83-76 points Review of relevant theoretical literature is evident, but there is little integration of studies into concepts related to problem. Review is partially focused and organized. Supporting and opposing research are included. Summary of information presented is included. Conclusion may not contain a biblical integration. |
52-49 points Content is somewhat organized, but no structure is apparent. The use of font, color, graphics, effects, etc. is occasionally detracting to the presentation content. Length requirements may not be met. |
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Poor Quality 0-45% |
37-1 points The background and/or significance are missing. No search history information is provided. |
75-1 points Review of relevant theoretical literature is evident, but there is no integration of studies into concepts related to problem. Review is partially focused and organized. Supporting and opposing research are not included in the summary of information presented. Conclusion does not contain a biblical integration. |
48-1 points There is no clear or logical organizational structure. No logical sequence is apparent. The use of font, color, graphics, effects etc. is often detracting to the presentation content. Length requirements may not be met |
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Nurse turnover in healthcare Project paper