Applied Sciences Proposal Assignment

Legend

Inputs: What resources do you need to make this happen? (e.g., staff, space, funding)

Activities: What are you going to do? (e.g., educate and establish partnerships)

Outputs: What will happen because of your activities? (e.g., 100 people trained)

Short-Term Outcomes: Immediate changes you expect to occur (e.g., changes in knowledge)

Mid-Term Outcomes: (e.g., changes in behavior)

Long-Term Outcomes: How will this program help in the future? (e.g., obesity prevention)

Logic Model

Health issue: Healthcare worker in hospital environments caused by workload balance (Dall’Ora et al.,2020).

Population affected by the health issue: RNs, LPNs, nurse managers, and other hospital staff affected by burnout, stress, overtime, and staffing shortages (Yoon, 2022).

Proposed intervention: Implement flexible scheduling, workload balance strategies, wellness programs, burnout assessment and increased access to Employee Assistance Program (EAP) services to reduce burnout and improve employee retention (Dall’Ora et al.,2020).

Theory or model used inform an intervention: The Job Demands-Resources (JD-R) Theory explains that high job demands such as overtime, stress, and staffing shortages can lead to burnout, while supportive resources like leadership support, wellness programs, and flexible scheduling can improve employee well-being and job satisfaction (Tummers & Bakker, 2021).

Hold monthly manager check-ins with staff

Increased use of EAP resources

Inputs

Long-Term Outcomes

Mid-Term Outcomes

Short-Term Outcomes

Outputs

Activities

Hospital administration, HR staff, nurses and EAP counselors.

Budget for scheduling software, wellness programs and staff training

Hospital scheduling systems, HR records and staffing policies.

Burnout assessments tools and training materials.

Burnout data collected from nursing units

Flexible scheduling implemented in hospital units

Staff trained on workload balance and patient assignments

Quarterly policy review reports completed

Conduct burnout and workload assessments

Introduce flexible scheduling options

Create fair patient assignment guidelines

Provide workload balance training every 3 months

Reduced burnout scores and overtime hours

Improved attendance and staff satisfaction

Flexible scheduling used across departments

Continued increase in EAP participation

Lower nurse burnout and turnover rates

Improved

employee well-

being an

work-life

balance

Better staff

Recruitment

and retention

Reduced

overtime and

absenteeism

costs

Increased staff awareness of burnout and workload balance

Flexible scheduling pilot started

Improved patient assignments across shifts

Increased use of support resources

References:

Tummers, L. G., & Bakker, A. B. (2021). Leadership and job demand-resources theory: A systematic review. Frontiers in Psychology, 12, 1–13. https://doi.org/10.3389/fpsyg.2021.722080

Dall’Ora, C., Ball, J., Reinius, M., & Griffiths, P. (2020). Burnout in nursing: A theoretical review. Human Resources for Health, 18(1), 1–17. https://doi.org/10.1186/s12960-020-00469-9

Yoon, H.-J. (2022). The effect of nurse staffing on patient outcomes in acute care hospitals in Korea. International Journal of Environmental Research and Public Health, 19(23), 15566. https://doi.org/10.3390/ijerph192315566

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