Evidence Based Practice Question
Evidence Based Practice (EBP) – Development Guidelines using the two articles attached.
1. Complete the protocol/guideline and write the plan to pilot the change in practice.
2. The Clinical Guidelines should include the problem statement, Evidence Based Practice question, literature review, and the clinical protocol/ guideline.
There is no specific template for this guideline/assignment.
– Clinical guideline is clear, comprehensive, and justified by evidence. Guideline is introduced to help users understand the purpose as well as the process. Expected patient outcomes to be used for evaluation are identified and realistic.
– Problem statement: Nurse Turnover is a problem in the health care field. Increasing nurse job satisfaction may decrease turnover and increase staffing. New interventions that keep existing nursing staff need to be identified .
– Evidence Based Practice Question- What factors increase nurse’s job satisfaction?
– Literature Review: of the two articles attached.
It looks like reasons nurses are dissatisfied include: spiritual feelings, work environment, motivation, work hours, wages, prominent turnover, high absentee rates, stress, ownership status, and ethical conflicts or lack of involvement in decisions.
Job satisfaction reasons include: supportive environment, involvement in decisions, adequate resources, autonomy, and work preparation.
So, create a protocol such that it initiates the nurses to increase their job satisfaction?
Use APA style headings for each section with subheadings as appropriate. References should include all documents used for literature review along with sources used to guide the process.
|Title||Enhancing job satisfaction to promote a reduction in nurse turnover|
|Key Word||Job satisfaction; Nurse turnover|
|Working Group||Human resource manager, nurse lead, physician lead, nurse team leaders|
|Approval||The clinical guideline has been approved by the Hospital management after conducting and extensive external and internal evaluation. Quality assessment of the clinical guideline has been carried out in accordance with the organizational requirements.|
|Target Group||This clinical guideline is targeted at all the nurses in the Hospital. All the nurses are affected by job satisfaction as they are exposed to the same work conditions, an aspect that contributes to increased nurse turnover within the organization.|
|Problem statement||Increased nurse turnover is an issue that has far-reaching implications for the organization in terms of the quality of healthcare given to the patients and the workload allocated to the few nurses on duty. It is important to note that nurse turnover is increasingly related to lack of or low job satisfaction. Establishment of effective mechanisms that would promote job satisfaction among individuals is important in ensuring that nurses are provided with conducive working environments and hence the rate of nurse turnover is reduced.|
|EBP question||What factors contribute towards an increase in job satisfaction among nurses?|
|Literature Review||Castaneda and Scanlan (2014) engage in an analysis of the concept of job satisfaction in order to come up with in-depth understanding of how the nursing environment can be manipulated to facilitate increased job satisfaction for the nurses and reduce turnover. The authors clearly identify job satisfaction attributes, which include autonomy, patient care, and interpersonal relationship. It is clear from the authors’ review that proper observation of these attributes would promote job satisfaction among nurses and facilitate increased practice and reduced turnover (Castaneda & Scanlan, 2014). The authors emphasize on the measurability of job satisfaction in the hospital setting, implying that human resource managers and nurse leaders should use the nurse feedback on job satisfaction to identify the need for job satisfaction and the various employee motivators that can be effectively implemented top enhance such satisfaction (Castaneda & Scanlan, 2014). Amiresmaili and Moosazadeh (2013) also engaged in a study to identify the implications of nurse job satisfaction in Iran. The researchers were keen to discover that despite being important members of the patient care delivery team, nurses faced the greatest problem with job dissatisfaction. It was also evident from the study that despite vast resources being channeled towards research in job satisfaction among nurses, the studies failed to impact the professional lives of nurses as no policies were established towards improving the job conditions (Amiresmaili & Moosazadeh, 2013). The authors’ findings had various implications for authorities, most important being that they should channel resources towards promoting increased job satisfaction among nurses as opposed to conducting satisfaction tests.|
|Recommendations||The organization needs to establish an inter-disciplinary team that would ensure that employee needs are identified and addressed across the professions as professionals in the health setting work in sync. Interdisciplinary teams promote cohesiveness and hence promote establishment of conducive environments that would enhance job satisfaction (Valentine, Nembhard, & Edmondson, 2015). The hospital management should allocate additional resources towards promoting nurse satisfaction through initiatives such as offering financial incentives. Developmental programs and training should be established in order to facilitate further career development among the nurses and meet their need for professional growth. The management should establish a feedback system that will allow the management to keep track of the changes in the nurses’ needs and proactively establish measures to meet such needs in order to promote satisfaction. Employee feedback is important in ensuring that the management is well aware of the situation on the ground and hence addresses it on a timely manner (Ivers, et al., 2012).|
|References|| Amiresmaili, M., & Moosazadeh, M. (2013). Determining job satisfaction of nurses working in hospitals of Iran: A systematic review and meta-analysis. Iranian Journal of Nursing and Midwifery Research, 18(5), 343-348. Castaneda, G. A., & Scanlan, J. M. (2014). Job Satisfaction in Nursing: A Concept Analysis. Nursing Forum, 49(2), 130-138. Ivers, N., Jamtvedt, G., Flottorp, S., Young, J. M., Odgaard-Jensen, J., French, S. D., & Oxman, A. D. (2012). Audit and feedback: effects on professional practice and healthcare outcomes. Cochrane Database System Review. |
Valentine, M. A., Nembhard, I. M., & Edmondson, A. C. (2015). Measuring Teamwork in Health Care Settings: A Review of Survey Instruments. (4), e16-e30. https://www.ncbi.nlm.nih.gov/pubmed/24189550