Fluent Essays

Informed Consent Form By the due date assigned, submit the Informed Consent Letter to the Submissions Area (please note that this is only an example and no data may be collected).     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). 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: This study is being conducted by , who can be contacted at: 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: PROCEDURES I understand that if I volunteer to take part in this study, I will be asked to: BENEFITS I understand that the benefits I may gain from participation include: RISKS I understand that the risks, discomforts, or stresses I may face during participation include: CONFIDENTIALITY I understand that the only people who will know that I am a research subject are members of the research team. No individually-identifiable information about me, or provided by me during the study will be shared with others except when necessary to protect the rights and welfare of myself and others (for example, if I am injured and need emergency care, if the provided information concerns suicide, homicide, or child abuse, or if revealing the information is required by law). 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 ( ). 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 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