week 6 assign

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.