Medicine and Health Sciences Commons^™

Compounding Effects Of Reducing Nurse Burnout And How It Can Produce An Increase In Patient Safety And Satisfaction, Alexander Mua

Master's Projects and Capstones

The reduction of nurse burnout has shown to have an increase in patient satisfaction and quality of care. It also has shown a decrease in patient-related or sentinel events. Accordingly, with the reduction of nurse burnout, there has also been a reduction of compassion fatigue. This project has illuminated the benefits of acuity-based caseload at the micro-level, including the cost-effective nature of overtime pay, including HCHAPS benefit score. The method of obtaining, planning, and implementing was based on the Plan, Do, Study, Act (PDSA), which required collaboration amongst multiple disciplines, groups, departments, and executives. The process and goals concluded to …

Mindfulness-Based Stress Reduction Activities Via Smartphone In Advanced Practice Providers: A Pilot Quality Improvement Project To Reduce Perceived Stress, Burnout, And Intent To Leave, Cynthia L. Larsen-Bednarchik

Doctor of Nursing Practice Projects

Abstract

Burnout, attrition, and decreased work engagement among Advanced Practice Providers (APPs) are growing concerns and can have a negative influence on health care provider wellbeing. Chronic workplace stress is linked to various physical health problems, such as fatigue, insomnia, heart disease, depression, anxiety, and obesity. Chronic provider burnout is costly and extends to organizations and hospitals due to higher attrition, increased absenteeism, and decreased work engagement. Mindfulness-based stress reduction (MBSR) programs focus on the intent of practicing mindfulness to cultivate a state of being that is nonjudgmental, openhearted, friendly, curious, accepting, and compassionate. MBSR programs afford clinicians a way …

Caring Science Education: The Essence Of Professional Practice For The Registered Nurse, Linda C. Ackerman

Doctor of Nursing Practice (DNP) Projects

Problem: Hospitals have moved from caring, healing environments to business or economic models of caring institutions that focus on census instead of on patients and on technology instead of on touch or human connection (Watson, 2006).

Context: As nurse leaders, we have an obligation to create an environment of authentic, professional, human caring practices within our organizations. Caring science empowers nurses to balance the art and science of clinical judgment by engaging and collaborating with the patient and their family, focusing on the needs of the whole person, honoring the unique perception of health and healing, and engaging them to …

Implementation Of A Mentor Program To Support Nurse Retention: A Pilot Project, Lucy Camarena

Doctor of Nursing Practice (DNP) Projects

Abstract

Problem: Primary factors affecting nurses’ decisions to stay at an organization include nurse self-concept, job satisfaction, and professional growth. A high turnover rate of nurses poses a risk to patients’ safety and healthcare outcomes. The implementation of mentor programs in institutions that employ new nurses has been shown to reduce turnover rates, increase the quality of patient care, and empower nurses in professional development. The existing literature supports the use of mentor programs and encourages their implementation in healthcare institutions.

Interventions: The DNP project’s goal was to identify effective methods of promoting positive nurse self-concept and increasing job satisfaction …

Generational Differences In Nursing Influencing Job Satisfaction, Sarah Carter, Rn, Capa, Maryjo Marino Hertzog, Rn, Bsn, Capa, Demetrius Trihoulis, Rn, Viktor Hum, Rn

Aria Health Posters

Purpose

A generation is defined as a group of individuals who are roughly the same age, and who experience and are influenced by the same set of significant historical events during key developmental periods in their lives.

With multiple Nursing generations working together in the heath care setting identifying and understanding generational differences that influence job satisfaction will help to promote a healthy work environment and a sustainable work force.

Impact Of Nurse Manager Peer Mentorship Program On Job Satisfaction And Intention To Stay, Tonya Roth, Diane Whitehead

Journal of Excellence in Nursing and Healthcare Practice

Nurse managers (NMs) play a vital role in patient outcomes by providing a stable work environment for teams. Numerous factors influence a NM’s job satisfaction and intent to remain in a job. The purpose of this project was to develop an evidence-based formal mentorship program for NMs in an effort to impact retention rates. A secondary purpose was to evaluate the impact that a formal mentorship program has on NMs’ job satisfaction and intent to stay. Across two hospitals in the Pacific Northwest, 15 NMs participated in a 6-month mentorship program. The program was guided by both the mentorship enactment …

Applying The Plan-Do-Study-Act (Pdsa) Approach To Community Health Worker Job Satisfaction: Local And Global Perspectives, Wendy R. Thal, Rosalinda Jimenez

Journal of Refugee & Global Health

Community Health Workers (CHW) have been a continuing presence in the world health care arena for several decades. While the work they do is diverse, all abide by local social and cultural “norms” and are stakeholders within the population they serve. [1] While much literature is available on the importance of community health workers in the provision of care in regions with limited access to health care, there is little known on what inspires someone to engage in the role. The World Health Organization purports that building value for these lay health care providers within their community via training, support, …

Improving Nurse-Physician Collaboration: Building An Infrastructure Of Support, Marshall Blue

Doctor of Nursing Practice (DNP) Projects

Abstract

Healthcare organizations have come to realize the 21st century brings many challenges. First and foremost is the challenge of improving patient satisfaction with their health care and their associated experience accessing this complex system. Other challenges are incorporating the patient perceptions of delivering high quality, safe, equitable care to the surrounding community while demonstrating cohesive teamwork. Healthcare professionals and organizations must find an effective and efficient pathway to provide excellent care to the patient within an extremely competitive market. Current research demonstrates a patient perceives they are receiving exceptional care when interdisciplinary conversations are noticed between the nurse and …

A Guide For A Shared Governance Program, Lydia Joan Lefchuck

UNLV Theses, Dissertations, Professional Papers, and Capstones

Shared governance (SG) within an organization promotes professional growth with the expectation that employees will be active contributors in attaining organizational goals. Healthcare organizational leaders ultimately have a fiduciary responsibility to stakeholders to seek quality improvement initiatives. SG leads to a healthy workplace environment staffed by empowered nurses. Having a committed workforce practicing within SG leads to increased employee satisfaction and engagement, and longer nursing tenures with loyalty to their organization. The low nursing turnover rates, associated with a satisfied and engaged staff, translate into efficient productivity, continuous quality improvement, better patient outcomes, and operational cost savings.

Health systems administrators …

Benchmarking Nurse Outcomes In Australian Magnet® Hospitals: Cross-Sectional Survey, L. Stone, M. Arneil, Linda Coventry, V. Casey, S. Moss, A. Cavadino, B. Laing, A. L. Mccarthy

Research outputs 2014 to 2021

Background: Positive reports of nursing-related outcomes such as quality nursing care, nursing engagement with work and good practice environment are crucial in attaining and maintaining Magnet® designation. The majority of Magnet®-designated organisations (N = 482) are in the USA, with their aggregate nursing outcomes widely published as benchmark data. Australian Magnet® outcomes have not been aggregated or published to date. Methods: The aims are to benchmark educational preparation, occupational burnout, job satisfaction, intention to leave and working environment of nurses in Australian Magnet®-designated facilities and to determine the reliability of the Practice Environment Scale-Australia. The design is a cross-sectional multisite …

Faculty Incivility And Academic Nurse Administrator Job Satisfaction, Kimberly S. Lindquist

Walden Dissertations and Doctoral Studies

Academic nurse leaders hold an essential role in preparing future nurses who have the skills and abilities to meet complex healthcare system. However, vacancies in academic leadership positions are on the rise and may be connected to faculty incivility which affects job satisfaction of academic nurse leaders. The purpose of this descriptive correlational study, guided by Herzberg'€™s two-factor theory, was to explore the relationships between perceptions of and experiences with faculty incivility and job satisfaction in a population of academic nurse leaders. Leader perceptions of and experiences with faculty incivility were measured using the Workplace Civility/Incivility Survey and leader job …

Impact Of A Formal Mentorship Program On Frontline Nurse Managers, Tonya Ranee Roth

Walden Dissertations and Doctoral Studies

There are numerous factors that influence a nurse manager's job satisfaction and intention to remain in a job. The purpose of this project was to evaluate whether a formal mentorship program for nurse managers impacted job satisfaction and intention to remain in a job. A pilot program was developed and 15 nurse managers from 2 hospitals in the Pacific Northwest participated in a 6-month mentorship program. The program was guided by mentorship enactment theory and Kouzes and Posner's exemplary leadership framework. Using the Leadership Profile Inventory (LPI) and the Nurse Manager Practice Environment Scale (NMPES), job satisfaction, intention to stay …

"I Love Being A Midwife; It's Who I Am": A Glaserian Grounded Theory Study Of Why Midwives Stay In Midwifery, Dianne Bloxsome, Sara Bayes, Deborah Ireson

Research outputs 2014 to 2021

Aims and objectives: To understand why Western Australian (WA) midwives choose to remain in the profession.

Background: Midwifery shortages and the inability to retain midwives in the midwifery profession is a global problem. The need for effective midwifery staff retention strategies to be implemented is therefore urgent, as is the need for evidence to inform those strategies.

Design: Glaserian grounded theory (GT) methodology was used with constant comparative analysis.

Methods: Fourteen midwives currently working clinically area were interviewed about why they remain in the profession. The GT process of constant comparative analysis resulted in an overarching core category …

Nurse Manager Leadership Styles, Tristy Morrison

Nursing Theses and Capstone Projects

Strong leadership skills are crucial to establish, grow, and sustain a healthy work environment in healthcare. Transformational leadership behaviors drive nursing teams to achieve higher levels of engagement, increased nursing satisfaction, increased retention rates, and higher commitment levels to the organization. The purpose of this research was to assess the transformational leadership characteristics among assistant nurse managers, managers, and directors, in a southeastern hospital in the United States. The Multifactor Leadership Questionnaire (MLQ-5X) was administered to evaluate the leadership characteristics. A convenience sample of 14 nurse leaders rated themselves as more transformational than the norm with an average score of …