Fluent Essays

Instructions attached Overview/Description: The final project for NSG6101 consists of the development of a novel research proposal specific to your role specialization. The project must include an intervention appropriate to nursing practice and consistent with your MSN role option. An alternative to the above includes the selection of a specialty organization to focus research proposals based on the priorities of that organization. Examples of these organizations could include (but are not limited to): Sigma Theta Tau International, American Nurses Foundation, Oncology Nursing Society, Association of Nurses in AIDS Care, American Psychiatric Nursing Association, American Association of Critical Care Nurses, National Association of Pediatric Nurse Associates and Practitioners, National League For Nursing, etc. Throughout this course you have been developing various sections of the research proposal. This week you will assemble the final proposal (addressing faculty feedback). This paper is to be developed in APA format/style using the required template and not to exceed 8-10 pages (excluding title page/references/appendices). Criteria:  Introduction · Background and Significance of Problem · Statement of the Problem and Purpose of the Study Literature Review · Summary of the Evidence for the Proposed Study Research Question, Hypothesis, and Variables with Operational Definitions Theoretical Framework · Overview and Guiding Propositions(s) Described in Theory · Application of Theory to Your Study’s/Project’s Focus Methodology · Sample/Setting: Number and criteria for inclusion and description of place in which data will be collected. · Sampling Strategy · Research Design: Type (e.g., Quasi-Experimental), description, and rationale for selection.  · Extraneous Variables (and plan for how controlled). · Instruments: Description, validity, and reliability estimates, which have been performed (on a pre-established measure). Include plans for testing validity and reliability of generating your own instrument(s). · Description of the Intervention · Data Collection Procedures · Data Analysis Plans · Describe plan for data analysis for demographic variables (descriptive statistical tests). · Describe plan for data analysis of study variables (descriptive and inferential statistical tests). Ethical Issues · Describe ethical considerations and your plan to protect human rights. Limitation of Proposed Study Implications for Practice References Appendices · Informed Consent Letter · Procedure section is clear, described in detail, specific, and all inclusive. Written in lay language (as documented by reading level score). Includes risks and benefits relevant to study. Address assent (if applicable). 2 Nursing Project Student’s Name Department, Institutional Affiliation Course Title Tutor’s Name Date 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 nurses 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 Nurse Retention · Reduction of the overtime · Elimination of the mandatory overtime · Development of a shared governance program · Improvement in the workflow · healthcare policy · Recruitment of more nursing staff Nurse Turnover References Dewanto, A., & Wardhani, 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., Pelone, F., Boiko, 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., & Channell, L. (2017). Reducing annual hospital and registered nurse staff turnover—A 10-element onboarding program intervention. SAGE Open Nursing, 3, 2377960817697712 2 Nursing Project Student’s Name Department, Institutional Affiliation Course Title Tutor’s Name Date Nurses are facing several issues that affect their quests to deliver quality healthcare services within the healthcare system. One of these issues is the increase in nurse turnover due to the poor management of interventions such as retention. Instead of looking at the factors that lead to the increase in nurse turnover, many hospital management fails to consider effective intervention so that suitable solutions can be arrived at. The focus of this paper is focused on providing a literature review on the issue of nurse intervention. According to Halter et al (2017), nurse turnover is a global concern in many healthcare systems. Therefore, understanding the type of interventions that is effective in reducing the rates of turnover is important to the managers as well as healthcare organizations. There are several types of research on the intervention to help in reducing nurse turnover; however, the strength of the pieces of evidence is still hard to find. Therefore, lack of funded primary research work to help in providing robust evidence for nurse and human resource managers to put nurses on the retention strategies. A study by Kurnat-Thoma et al., (2017) outlined turnover analysis and onboarding program performance improvement initiative utilized by a 187-bed community healthcare facility in the Washington DC metropolitan area to help in the reduction of the staff turnover. According to the outcome of the study, even though the degree of employee turnover is expected and healthy, the increase in the rate of this turnover within the hospital environment is threatening the core primary function of providing safer and quality-driven patient care. The turnover cause damages to the overall fiscal health thereby leading to the loss of qualified nursing staff. The replacement of qualified nurses tends to be costly. The frequent orientation of the new staff, working with unskilled staff, and working short when staff is replaced affects the morale, attendance, patient and staff satisfaction, and affecting the bottom line of the healthcare facilities (Kurnat-Thoma et al., 2017). According to this study, having well-researched and collaborative designed turnover reduction initiatives serve as a valuable support system and resource. Many firms are lacking strategies required to ensure a successful reduction in voluntary employee turnover. Lack of strategies is a threat to the organizations performance and competitive advantage of the firm. Employee compensation is the driving force that is used to help in the retention of workers. Having comprehensive compensation and benefits packages and the capacity to offer intangible benefits helps in the reduction of turnover. The ability of the management to understand the strategies that are important in the reduction of turnover and how they should be implemented is important in the creation of positive changes (Burnett, 2018). In the primary care settings, managers are the foundation of the highly functioning teams that deliver quality and safe care in a patient-centered medical home model. The model provides comprehensive, accessible, and coordinated care across the continuum from the primary healthcare provider to the specialty, hospital, home care, and other transition healthcare facilities (Asiimwe, 2021). Asiimwe (2021) performed a literature review on manager onboarding best practices and the impact on the turnover intention, knowledge, and confidence to lead the teams in primary healthcare settings. According to this study, primary care onboarding is often inadequate due to competing operational priorities, time constraints, the absence of mentorship, and the cost. The outcome of this study reveals that a stronger connection is present between the structured onboarding practices and enhanced job satisfaction, retention, and performance. The author recommended that it is crucial to have empirical research work to help in the validation of the perfect practices and their effect on the outcomes. Role-specific onboarding for the managers within primary care is an example of such practices (Asiimwe, 2021). References Asiimwe, C. (2021). Manager Onboarding to Improve Retention, Knowledge, and Confidence to Lead. https://repository.usfca.edu/cgi/viewcontent.cgi?article=1287&context=dnp Burnett, M. J. (2018). Strategies to Reduce Employee Turnover in the Durable Goods Industry. Retrieved from https://scholarworks.waldenu.edu/cgi/viewcontent.cgi?article=6961&context=dissertations Halter, M., Pelone, F., Boiko, 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. DOI:  10.2174/1874434601711010108 Kurnat-Thoma, E., Ganger, M., Peterson, K., & Channell, L. (2017). Reducing annual hospital and registered nurse staff turnover—A 10-element onboarding program intervention. SAGE Open Nursing, 3, 2377960817697712. https://doi.org/10.1177/2377960817697712 2 Nursing Project Student’s Name Department, Institutional Affiliation Course Title Tutor’s Name Date The selected theory According to Frederick Herzbergs theory, the satisfaction of the employees is based on two dimensions for example hygiene and satisfaction. The hygienic issues are associated with the salary and supervision and reduction in employee dissatisfaction within the workplace. The motivators like recognition and achievement are making employees more productive, creative, and remaining committed to their jobs. The motivators are the intrinsic factors that influence the nurses turnover rates and they are related to the level of satisfaction, promotions, the lack of recognition, and the absence of autonomy (Alrawahi et al., 2020). The hygienic factors are extrinsic and they include dissatisfaction with the payment, dissatisfaction with the organizations or administrative policies. The application of Herzberg theory to the issue of nurse turnover Job satisfaction is an important aspect in the maintenance of the number of nurses in the organization. The absence of satisfaction among workers leads to high turnover rates and detrimental impacts on the individuals for example burnout. The main reasons for the lack of job satisfaction are the increase and high workload that results in anxiety, fatigue, physical and mental distress among nurses. There is also a lack of rewards, incentives, lack of motivation, inspiration, and other recreational activities. Herzbergs theory of motivation can be used to help in the reduction of the nurse turnover rates (Alrawahi et al., 2020). This theory proposed the existence of intrinsic factors and extrinsic factors. According to this theory, the nurses turnover rate is reduced when the promotion policies are made to be consistent. The management must ensure that nurses are satisfied with their salaries. The management must ensure that nurses are satisfied with the promotions, given an opportunity for advancement, and involving them in every policy of the organization. Therefore, Herzbergs theory of motivation supports the existence of consistent promotion and policies, advancement in the opportunities, consideration for the qualification when making promotions, clarification on salary issues, and active involvement of the nurses in the policymaking process (Alrawahi et al., 2020). References Alrawahi, S., Sellgren, S. F., Altouby, S., Alwahaibi, N., & Brommels, M. (2020). The application of Herzbergs two-factor theory of motivation to job satisfaction in clinical laboratories in Omani hospitals. Heliyon, 6(9), e04829. https://doi.org/10.1016/j.heliyon.2020.e04829 2 Week 6 Midweek Assignment Student’s Name Department, Institutional Affiliation Course Title Tutor’s Name Date The issue of nurse turnover continues to be the key problem that affects the successful delivery of healthcare services to patients. The effects of a high rate of nurse turnover are not only felt by the patients but also by nurses. Nurse turnover leads to an increase in the nurse workload in the healthcare facility as a result of inadequate or nurse shortages. The nurse turnover rates lead to the increase in the reported cases of medication errors and this is linked to the low nurse-patient ratio thus leaving many patients unattended. Therefore, the research proposal is guided by the objective of finding out the effects of the nurses retention methods on the reduction of the nurse turnover rates in healthcare facilities (Halter, 2017). In this paper, the focusing is to present the sampling or setting; the sampling strategy to be adopted for the research; and the type of research design that will be used. Sampling and settings The selected settings are the HCA-affiliated Central Florida Regional Hospital (CFRH) for example the Fawcett Memorial Hospital, Port Charlotte in Florida, and Las Palmas Medical Centers found in El Paso. These facilities have been on the headline as a result of their employees especially nurses holding informational picketing (Dewanto & Wardhani, 2018). The event was common in 2018 as nurses picket to urge the management of these facilities to address the issue of registered nurse turnover rates and to ensure that there is consistent compliance with the staffing grids. The picketing is purposely aimed at improving the recruitment and retention of the experienced registered nurses to ensure that there is maximum patient care. A sample of 200 nurse participants and a total of 10 human resources from the three facilities will be targeted as the study participants. The information collected from these participants will be important in understanding the real situation in these facilities concerning the techniques that the management of these facilities are employing to retain the workers and how the nurses are feeling about these retention strategies (Dewanto & Wardhani, 2018). Sampling strategy The sampling method that will be adopted in this case is the criterion sampling for both nurses and the human resource managers or the nurse managers. This strategy is involving the identification of the specific criteria of importance and articulating the criteria. For the case of this research proposal, the sampling criterion will be based on the identification of the nurse managers or the human resource managers in the nursing department with hiring responsibilities through using their leadership qualities for hiring for the nurses (Halter, 2017). The targeted nurses must also be registered and have worked in the facility for not less than one year. Research Design The author will adopt a non-experimental design that involves a survey research method to help in the collection of data to respond to the research question. A survey research method would be important in ensuring that both primary and secondary data are collected from the targeted facilities. The success of this research method will be based on listing different questions to help in the collection of specific data from both nurses and the human resource management of the facilities. The survey methods will be conducted in the form of a phone call, emailing, and through the internet (Halter, 2017). Data collected will also include the geographical background of the participants for example the gender, age, the number of years of employment, position within the facility, the organization they are working for, and their initials to help in concealing their identities. References Dewanto, A., Wardhani, V. (2018). Nurse turnover and perceived causes and consequences: a preliminary study at private hospitals in Indonesia. BMC Nurs 17, 52. https://doi.org/10.1186/s12912-018-0317-8 Halter, M., Pelone, F., Boiko, 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. 2 Nursing Project Student’s Name Department, Institutional Affiliation Course Title Tutor’s Name Date Extraneous Variable An extraneous variable is a variable that is not intentionally studied in the experimental test. During the experimental work in a study, the focus is to see whether one variable or the independent variable is affecting another variable known as the independent variable. The extraneous variables are the undesirable variables ad they are categorized as demand characteristics, experimenter or the investigator effects, the participant variables, and the situational variables. The of the research will be to determine the effects of the nurse retention methods being adopted by the healthcare management on the reduction of nurse turnover. In this research, the dependent variable is the nurse turnover whereas the independent variable is the nurse retention method being adopted by the facility in ensuring that nurses are retained in the facility (Dewanto, A., & Wardhani, 2018 ). However, other variables are considered to be extraneous are likely to affect the outcome of the study. One of them is the age of the nurses. This variable must be controlled to prevent it from influencing the outcome of the study that is focused on the effects of the nurse retention method on the reduction of nurse turnover. Therefore, the approach that will be adopted to help in the control of the extraneous variable is through the performance of random sampling to make sure that there is an existence of equality in selecting the participants (Halter et al., 2017). Research instruments The research instruments refer to the tools that are purposely used for the collection, measurement, and analysis of the data that is collected from the study participants based on the topic of the research study. The success of the research project depends on the research instrument used. The type of instrument used for the study is influenced by the type of study being performed. Therefore, for the case of the proposed study, the type of research instruments that will be used is the questionnaire and the interview. The application of the instrument will be based on the participants being targeted for example interview instrument will be used to collect data from the management of the facility for example nurse managers concerning the retention methods being used to retain nurses within their facilities (Halter et al., 2017). The questionnaire instrument will be used to collect data from the nurses. There will be questions that require prompt responses from the participants. It is important to ensure that the validity and reliability of the instruments used for research are maintained. Therefore, a pilot tests, entry of the data into the spreadsheet, using the principal component analysis (PCA), finding out about the internal consistency of the questions, and revising the questions as per the information produced from the PCA (Dewanto, A., & Wardhani, 2018). The reliability and validity of the interview will be achieved by ensuring that the focus is on job-related questions, ensuring that the assessment process is standardized and taking during the interview. Describing the intervention The intervention of focus for this study is the retention methods being used to help in the reduction of the turnover rates. The retention methods as intervention approach involve approaches such as reduction of the overtime, elimination of the mandatory overtime, development of a shared governance program, improvement in the workflow, adherence to the healthcare policy concerning the safety of nurse workers, and recruitment of more nurses in the facility to reduce the workload. The data collection process The method of collection will involve the interview process and the use of the questionnaire. The interview process will be targeting the management and it will be done based on the agreement between the participants and the researcher. The questionnaires will be delivered directly or through the emails of the participants. The responses from the nurses will be collected after one week whereas the data on the interview will be collected on the same day the interview is performed. References Dewanto, A., & Wardhani, 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., Pelone, F., Boiko, 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. 2 Nursing Project Student’s Name Department, Institutional Affiliation Course Title Tutor’s Name Date The process of understanding the effects of the nurse retention methods adopted by the organization on the nurse turnover rate can be made possible through analysis of the data collected. Therefore, one of the data analyses approaches that will be adopted is descriptive statistical data analysis. It will be used in analysing the numerical data gathered through closed-ended questions using the questionnaires and interviews (Halter et al., 2017). In this case, the SPSS computer software will be adopted to help in the production of the data analysis that assists in comparing the participants responses. The rate of turnover is also influenced by the characteristics of the nurses on the decision to seek alternative job opportunities. Therefore, for this research proposal, it would be important to understand the demographic features of these study participants. Therefore, the relative risk test and Mann-Whitney test will be used for the analysis of such data (Halter et al., 2017). Pearson moment correlation analysis would be used to help in the assessment of the association that exists between the internal motivation of the nurses and the nurse retention and the work environment and the retention of the nurses. This will be important in determining the strength of the relationship in the organization. The regression analysis will be used to predict the association between the work environment, the internal motivational factors, and the retention of the nurses (Halter et al., 2017). The results from the regression analysis will be used to reveal the key factors that hold nurses in the organization, the internal motivational factors used by the organizations, and the quality or the effectiveness of the present retention approaches that are used to ensure that the employees are retained in the organization. References Halter, M., Pelone, F., Boiko, 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. THIS IS AN EXAMPLE OF SOUTH UNIVERSITY’S INFORMED CONSENT LETTER AND IS ONLY TO BE COMPLETED AND SUBMITTED AS AN ASSIGNMENT FOR NSG6101 . For Official Use Only Date received: Date reviewed: End date: File #: SELF CONSENT I have been invited to take part in a research study titled: the effects of the retention methods adopted on the rate of nurse turnover This study is being conducted by Name of the student , who can be contacted at: contact of the student I understand that my participation is voluntary and that I can refuse to participate or stop taking part any time without giving any reason and without facing any penalty. Additionally, I have the right to request the return, removal, or destruction of any information relating to me or my participation. PURPOSE OF STUDY I understand that the purpose of the study is to: the focus of this study is to find out how the retention methods adopted by the organizations are impacting the rates of nurse turnover. PROCEDURES I understand that if I volunteer to take part in this study, I will be asked to: to describe the demography; mention the retention practices that are adopted by the organization where I am employed; the personal perception about the retention practices used in the organization; and how such retention affects my decision to quit or stay within the organization. BENEFITS I understand that the benefits I may gain from participation include: improving the retention methods that will be adopted based on the study outcome disseminated to the healthcare organization. Improving employee satisfaction and reduction of burnout; and a drop in the nurse turnover rates. RISKS I understand that the risks, discomforts, or stresses I may face during participation include: security issues during the study and economic harm from the management in terms of dismissal from their jobs for the information revealed. CONFIDENTIALITY The participants will be assured of the identity protection of any personal information collected. All the information collected will be coded to ensure that they are protected. No names or other identities will be used when discussing or giving reports of the data. The file of the data collected will be kept safe within the secured locked cabinet of the principal investigator. FURTHER QUESTIONS I understand that any further questions that I have, now or during the course of the study can be directed to the researcher ( Name Of the Research ). Additionally, I understand that questions or problems regarding my rights as a research participant can be addressed to Dr. Jessica Hillyer, Institutional Review Board Director of Compliance and Training, South University, 7700 W. Parmer Ln., Austin, TX 78729; [email protected] ; 512-516-8779. My signature below indicates that the researchers have satisfactorily answered all of my current questions about this study and that I understand the purpose, procedures, benefits, and risks described above. I have also been offered a copy of this form to keep for my own records. Participant Printed Name Signature of Participant Date (mm/dd/yyyy) Signature of Principal Investigator Date (mm/dd/yyyy) Page 1 of 2