Please review the question and rubric
Literature Evaluation Table
Student Name:
Change Topic (2-3 sentences): Nursing turnover and inadequate staffing in oncology setting: causes and interventions for the nursing turnover
Criteria
Article 1
Article 2
Article 3
Article 4
Author, Journal (Peer-Reviewed), and
Permalink or Working Link to Access Article
Elshahat, E. M., Shazly, M. M., & Abd-Elazeem, H. (2019). Relationship between quality of work life and turnover intention among staff nurses. Egyptian Journal of Healthcare, 10(1), 178-193.
https://ejhc.journals.ekb.eg/jufile?ar_sfile=56499
Carter, T., & Bright, K. (2020). NURS 360: For a great deal of nurses they are subject to having
to participate in mandatory overtime, are nurses that are required to participate in mandatory overtime, just as successful and functional in care for patients as nurses who are not required to participate in mandatory overtime?.
https://digitalcommons.longwood.edu/cgi/viewcontent.cgi?article=1063&context=spring_showcase
Al Sabei, S. D., Labrague, L. J., Miner Ross, A., Karkada, S., Albashayreh, A., Al Masroori, F.,
& Al Hashmi, N. (2020). Nursing work environment, turnover intention, job burnout, and quality of care: the moderating role of job satisfaction. Journal of Nursing Scholarship, 52(1), 95-104.
https://sigmapubs.onlinelibrary.wiley.com/doi/pdf/10.1111/jnu.12528
Hariyati, R. T. S., & Nurdiana, N. (2018). Retention Strategy to Minimize Nurse Turnover: A
Systematic Review. International Journal of Nursing and Health Services (IJNHS), 1(2), 99-109.
https://www.ijnhs.net/index.php/ijnhs/article/download/47/20
Article Title and Year Published
Relationship between quality of work life and turnover intention among staff nurses.(2019)
For a great deal of nurses they are subject to having
to participate in mandatory overtime, are nurses that are required to participate in mandatory overtime, just as successful and functional in care for patients as nurses who are not required to participate in mandatory overtime?.(2020)
Nursing work environment, turnover intention, job burnout, and quality of care: the moderating role of job satisfaction.(2020)
Retention Strategy to Minimize Nurse Turnover: A Systematic Review (2018)
Research Questions (Qualitative)/Hypothesis (Quantitative)
The quality of work life reduces the intention of turnover for nurses.
There is a relationship between mandatory overtime and nursing fatigue and patient safety.
The nursing work environment is related to the rates of turnover and the quality of patient care.
Positive work environment, leadership, professional development and nursing staffing help increase retention rates.
Purposes/Aim of Study
To assess the relationship between the quality of work life and the rates of turnover of nurses.
To investigate current evidence on relationship between nursing mandatory overtime and turnover.
To investigate the causes of turnover and burnout in nursing.
To investigate how to retain nurses in an organization
Design (Type of Quantitative, or Type of Qualitative)
Quantitative, correlational study
Quantitative, correlational study
Quantitative- cross sectional study
Qualitative; systematic review.
Setting/Sample
Alagouza government hospital, 148 nurses
Scholarly sources: websites, journals
a public hospital in Muscat, Oman, 207 nurses
8910 studies from Data from Scopus, EBSCO Cinahl, ProQuest, Science Direct, JSTOR, dan Sage Journals
Methods: Intervention/Instruments
Self-administered questionnaires
Literature review
Electronic survey
Literature review
Analysis
Statistical analysis
Mandatory overtime forces nurses to work even when they are exhausted and this impacts on satisfaction.
A good working environment encourages nurses to work.
There are many strategies that organizations can use to increase the retention rates.
Key Findings
There is a relationship between the work environment and the turnover.
Nurses who have to do the mandatory overtime are less effective
Staffing adequacy and participation in hospital affairs were predictors of burnout in the nurses.
There is a relationship between an organization’s intervention and the rate of turnover
Recommendations
Organizations can lower nursing turnover by improving job satisfaction.
Mandatory overtime should be scrapped off.
Nursing requires a positive working environment to work effectively.
Organizations and leaders should pay attention to nurses and their needs and wants
Explanation of How the Article Supports EBP/Capstone Project
Helps in addressing the issue of job satisfaction.
Addresses the issue of mandatory overtime.
The article explains the issue of burnout.
This article looks at the factors that influence the quality of nursing productivity.
Criteria
Article 5
Article 6
Article 7
Article 8
Author, Journal (Peer-Reviewed), and
Permalink or Working Link to Access Article
Park, B., & Ko, Y. (2020). Turnover rates and factors influencing turnover of Korean acute care
hospital nurses: A retrospective study based on survival analysis. Asian Nursing Research, 14(5), 293-299.
https://www.sciencedirect.com/science/article/pii/S1976131720300748
Burmeister, E. A., Kalisch, B. J., Xie, B., Doumit, M. A., Lee, E., Ferraresion, A., … &
Bragadóttir, H. (2019). Determinants of nurse absenteeism and intent to leave: An international study. Journal of nursing management, 27(1), 143-153.
https://deepblue.lib.umich.edu/bitstream/handle/2027.42/147841/jonm12659.pdf?sequence=2
Shaffer, F. A. (2020). Nurse turnover: Understand it, reduce it.
https://www.myamericannurse.com/wp-content/uploads/2020/08/an8-Turnover-728.pdf
Zhou, L., Kachie Tetgoum, A. D., Quansah, P. E., & Owusu‐Marfo, J. (2021). Assessing the effect of nursing stress factors on turnover intention among newly recruited nurses in hospitals in China. Nursing Open.
https://onlinelibrary.wiley.com/doi/full/10.1002/nop2.969
Article Title and Year Published
Turnover rates and factors influencing turnover of Korean acute care
hospital nurses: A retrospective study based on survival analysis. (2020)
Determinants of nurse absenteeism and intent to leave: An international study.(2019)
Nurse turnover: Understand it, reduce it.(2020)
Assessing the effect of nursing stress factors on turnover intention among newly recruited nurses in hospitals in China (2021).
Research Questions (Qualitative)/Hypothesis (Quantitative)
What are the factors that influence the rate of turnover of Korean acute care hospital nurses?
What are the determinants of nurse absenteeism and the intent to leave?
What can employers do to increase the rate of nursing retention?
What are the effects of nursing stressors on turnover?
Purposes/Aim of Study
To study the rates of turnover in Korean acute care hospitals and explain the factors that lead to the turnover.
To determine the factors that lead to nurse absenteeism and an intention to leave their jobs.
To determine the ways in which employers can decrease the rates of turnover.
To determine how the nurses respond to stressors in the workplace.
Design (Type of Quantitative, or Type of Qualitative)
Quantitative, retrospective
Qualitative, secondary review
Qualitative, secondary analysis
Quantitative, cross sectional study
Setting/Sample
Korea’s Health Insurance Review Assessment Service, 96158 nurses.
Direct‐care registered nurses’ responses to the MISSCARE Survey, with data from seven countries included.
Analysis of research and statistics
654 responses of nurses working in 20 counties in china.
Methods: Intervention/Instruments
Cohort study.
Multi-level modelling
Statistical analysis
The article analyzes the different stress factors and their impact on nursing efficiency.
Analysis
The observation period was 4 years and data from the nurses was analyzed.
An analysis of the results from seven countries was done.
Analysis of different factors for turnover in nursing.
A series of surveys was conducted on the nursing stress factors.
Key Findings
The results of analysis show that the rates of turnover increase with the length of the career.
The factors that influence absenteeism and intent to live include the age of the nurse, experience, staffing, and job satisfaction among others.
Employers can increase retention by flexible working hours, good pay, improved communication and respecting nurses.
Nurses get a lot of stress from taking care of patients, supervisors, management and even employers.
Recommendations
Further research is needed to determine the causes of nursing turnover rates for small hospitals.
Regardless of the country, staffing adequacy and job satisfaction should be a priority for organizations.
Employers need to understand the workforce to design policies which work for them.
Stress increases turnover and hence it is important for organizations to reduce the stress levels of nurses in the working place.
Explanation of How the Article Supports EBP/Capstone
The research helps understand other factors that influence turnover other than satisfaction.
This article looks at the factors that result into turnover which is my topic.
This research article explains a range of interventions to help in reducing nursing turnover.
The research article is useful in explaining the factors that lead to nursing turnover rates.
© 2015. Grand Canyon University. All Rights Reserved.
© 2017. Grand Canyon University. All Rights Reserved.
Running Head: High turnover rates 2
2
High turnover rates
High turnover rates
Student’s Name
Institutional affiliation
Introduction
High turnover rates of nursing staff have adverse effects in the organization and they influence the quality of patient care and the nursing practice because of the congestion and the delays that result from the turnover. The turnover rates are caused by job dissatisfaction as the nurses feel that their needs are not catered for in the facility. One of the reasons for the dissatisfaction is being overworked due to the mandatory overtime. The high rates of turnover disrupt the functioning of the organization and impact on the patients and the nursing practice negatively but there are nursing and evidence interventions that help correct the issue.
Clinical Problem (High turnover rates)
P- Oncology nurses
I- reduced mandatory overtime
C-nurses with the regular mandatory overtime
O- low turnover rates
T- one year
PICOT question: Will oncology nurses who have reduced mandatory overtime have low turnover rates compared with nurses who have regular mandatory overtime over one year?
Evidence-based solution
One solution which works in reducing turnover rates for nurses and other employees is increased wages and salaries for the employees. Monetary rewards represent one of the easiest ways to motivate nurses to work harder and stay in a particular organization. Nurses who feel that they are underpaid compared to nurses in other similar facilities or compared to the amount of work they do always end up quitting their jobs when they get a chance (McDermid et al., 2020). The oncology setting thus can increase the pay of the nurses and have more financial benefits such as medical covers and insurance to help cater for the nurses’ treatment when need be.
Nursing intervention
One solution for the increased turnover rates in the oncology settings is to lower the amount of mandatory overtime for the nurses. Nursing being a demanding profession most of the nurses are required to work overtime especially in case of emergencies in the organization. These overtime hours should be structured in a manner that considers the needs of the nurses. Nurses have personal matters and issues that they need to attend to and also feel fatigued when they work for long hours. When the nurses have to work for long then they end up feeling that they are not considered by a medical facility and hence end up looking for better organizations to work for.
Patient care
High turnover rates will always impact negatively on various elements in the healthcare setting but mostly on the quality of patient care. When the nurses leave an organization to get jobs elsewhere an organization is left without adequate staffing. Inadequate staffing results in patients getting very minimal medical attention since the time they spend with nurses is very limited (Martin & Ramos-Gorand, 2017). To help ensure that patients are served well and the quality of the patient care is high, nurses have to be at the right levels in an organization and hence the organization must always ensure that it hires more nurses to replace those who quit.
Health care agency
Various healthcare agencies are connected to the issue of high turnover rates of nurses in organizations. Nurse staffing agencies can help solve this issue because they provide qualified nurses to help fill in the positions which are left by the nurses who quit their jobs. The advantage of using a nursing agency is that the organization can be guaranteed that the quality of healthcare is at the optimum level (Martin & Ramos-Gorand, 2017). The agencies secure contracts for nurses to work in various facilities. If nurses are employed on a contract basis then the rates of turnover go down as well.
Nursing practice
The nursing turnover rates impact negatively on the nursing practice in an organization. When nurses quit work then organizations are left with nurses who are not enough to meet the needs and demands of the patients. The existing nursing staff will always get overwhelmed when the work is too much and end up losing the morale to work hard (Wang & Yuan, 2018). Turnover rates impact negatively on the productivity of nurses and the engagement they have in the healthcare setting. The new nurses who are hired to replace the gone nurses are in most cases not skilled for the jobs and that affects the quality of services offered.
References
Martin, C., & Ramos-Gorand, M. (2017). High turnover among nursing staff in private nursing
homes for dependent elderly people in France: impact of the local environment and the wage. Économie et Statistique, 493(1), 49-66.
McDermid, F., Mannix, J., & Peters, K. (2020). Factors contributing to high turnover rates of
emergency nurses: A review of the literature. Australian critical care, 33(4), 390-396.
Wang, Y., & Yuan, H. (2018). What is behind high turnover: a questionnaire survey of hospital
nursing care workers in Shanghai, China. BMC health services research, 18(1), 1-7.
While the implementation plan prepares students to apply their research to the problem or issue they have identified for their capstone project change proposal, the literature review enables students to map out and move into the active planning and development stages of the project.
A literature review analyzes how current research supports the PICOT, as well as identifies what is known and what is not known in the evidence. Students will use the information from the earlier PICOT Question Paper and Literature Evaluation Table assignments to develop a 750-1,000 word review that includes the following sections:
1. Title page
2. Introduction section
3. A comparison of research questions
4. A comparison of sample populations
5. A comparison of the limitations of the study
6. A conclusion section, incorporating recommendations for further research
Prepare this assignment according to the guidelines found in the APA Style Guide,
Rubic_Print_Format
Course Code Class Code Assignment Title Total Points
NRS-493 NRS-493-O502 Literature Review 50.0
Criteria Percentage 1: Unsatisfactory (0.00%) 2: Less Than Satisfactory (75.00%) 3: Satisfactory (79.00%) 4: Good (89.00%) 5: Excellent (100.00%) Comments Points Earned
Content 80.0%
Literature Review 10.0% An introduction is not present. An introduction is present, but it does not relate to the body of the paper. An introduction is present, and it relates to the body of the paper. There is nothing in the introduction to entice the reader to continue reading. An introduction is present, and it relates to the body of the paper. Information presented in the introduction provides incentive for the reader to continue reading. An introduction is present, and it relates to the body of the paper. Information presented in the introduction is intriguing and encourages the reader to continue reading.
Comparison of Research Questions 20.0% No comparison of research questions is presented. A comparison of research questions is presented, but it is not valid. A cursory though valid comparison of research questions is presented. A moderately thorough and valid comparison of research questions is presented. A reflective and insightful comparison of research questions is presented.
Comparison of Sample Populations 20.0% No comparison of sample populations is presented. A comparison of sample populations is presented, but it is not valid. A cursory though valid comparison of sample populations is presented. A moderately thorough and valid comparison of sample populations is presented. A reflective and insightful comparison of sample populations is presented.
Comparison of the Limitations of the Study 20.0% No comparison of the limitations of the study is presented. A comparison of the limitations of the study is presented, but it is not valid. A cursory though valid comparison of the limitations of the study is presented. A moderately thorough and valid comparison of the limitations of the study is presented. A reflective and insightful comparison of the limitations of the study is presented.
Conclusion and Recommendations for Further Research 10.0% No conclusion and recommendations for further research are presented. A conclusion and recommendations for further research are presented, but they are not valid. A conclusion and recommendations for further research are valid, but they are cursory. A conclusion and recommendations for further research are valid and moderately thorough. A conclusion and recommendations for further research are reflective and insightful.
Organization and Effectiveness 15.0%
Thesis Development and Purpose 5.0% Paper lacks any discernible overall purpose or organizing claim. Thesis is insufficiently developed or vague. Purpose is not clear. Thesis is apparent and appropriate to purpose. Thesis is clear and forecasts the development of the paper. Thesis is descriptive and reflective of the arguments and appropriate to the purpose. Thesis is comprehensive and contains the essence of the paper. Thesis statement makes the purpose of the paper clear.
Argument Logic and Construction 5.0% Statement of purpose is not justified by the conclusion. The conclusion does not support the claim made. Argument is incoherent and uses noncredible sources. Sufficient justification of claims is lacking. Argument lacks consistent unity. There are obvious flaws in the logic. Some sources have questionable credibility. Argument is orderly, but may have a few inconsistencies. The argument presents minimal justification of claims. Argument logically, but not thoroughly, supports the purpose. Sources used are credible. Introduction and conclusion bracket the thesis. Argument shows logical progressions. Techniques of argumentation are evident. There is a smooth progression of claims from introduction to conclusion. Most sources are authoritative. Clear and convincing argument that presents a persuasive claim in a distinctive and compelling manner. All sources are authoritative.
Criteria 3Mechanics of Writing (includes spelling, punctuation, grammar, language use) 5.0% Surface errors are pervasive enough that they impede communication of meaning. Inappropriate word choice or sentence construction is used. Frequent and repetitive mechanical errors distract the reader. Inconsistencies in language choice (register), sentence structure, or word choice are present. Some mechanical errors or typos are present, but they are not overly distracting to the reader. Correct sentence structure and audience-appropriate language are used. Prose is largely free of mechanical errors, although a few may be present. A variety of sentence structures and effective figures of speech are used. Writer is clearly in command of standard, written, academic English.
Format 5.0%
Paper Format (use of appropriate style for the major and assignment) 2.0% Template is not used appropriately or documentation format is rarely followed correctly. Template is used, but some elements are missing or mistaken; lack of control with formatting is apparent. Template is used, and formatting is correct, although some minor errors may be present. Template is fully used; There are virtually no errors in formatting style. All format elements are correct.
Documentation of Sources (citations, footnotes, references, bibliography, etc., as appropriate to assignment and style) 3.0% Sources are not documented. Documentation of sources is inconsistent or incorrect, as appropriate to assignment and style, with numerous formatting errors. Sources are documented, as appropriate to assignment and style, although some formatting errors may be present. Sources are documented, as appropriate to assignment and style, and format is mostly correct. Sources are completely and correctly documented, as appropriate to assignment and style, and format is free of error.
Total Weightage 100%
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