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Research had suggested that the main cause of nurses leaving the position was due to deteriorating work environment, lack of teamwork and lack of support from an organizational level. Moreover, nurses felt that if their values and belief was not supported or equal to the organization values and belief, then a disconnected relationship was for sure to occur. Therefore, this study has drawn the conclusion that job satisfaction and poor work environment had a direct relationship to nurse turnover (Goodare, 2014). For my capstone project, I would like to identify the reason for nurse turnover or nurse intentional turnover. Retaining nurses can save the facility money that would be used to recruit and train new nurses, and improve quality care and outcome. With that said, I suggest these methods to retaining nurse as followed:1.Hiring more nurses to fulfil different positions (e.g team lead, break relief, etc.)2.Provide guidance, direction, and sense of stability3.Allow the nurses to share ideas and vision through collaboration 4.encourage and support teamwork
BENCHMARK – CAPSTONE PROJECT CHANGE PROPOSAL 8AppendixAppendix B: Letter to Management5.Decrease workloadThank You!ReferencesGoodare, P. (2017). Literature review: Why do we continue to lose our nurses?. Australian Journal Of Advanced Nursing, 34(4), 50-56.
BENCHMARK – CAPSTONE PROJECT CHANGE PROPOSAL 9ReferencesAdams, S. L. (2016). Influences of Turnover, Retention, and Job Embeddedness in Nursing Workforce Literature. Online Journal Of Rural Nursing & Health Care, 16(2), 168. doi:10.14574/ojrnhc.v16i2.405Cox, P., Willis, K., & Coustasse, A. (2014). The American Epidemic: The U.S. Nursing Shortage And Turnover Problem. Insights To A Changing World Journal, 2014(2), 54-71.Dotson, M. J., Dave, D. S., Cazier, J. A., & McLeod, M. D. (2013). Nurse retention in rural United States: A cluster analytic approach. International Journal Of Healthcare Management, 6(3), 184-191. doi:10.1179/2047971913Y.0000000037Goodare, P. (2017). Literature review: Why do we continue to lose our nurses?. Australian Journal Of Advanced Nursing, 34(4), 50-56.Omar, K., Abdul Majid, A. H., & Johari, H. (2013). JOB SATISFACTION AND TURNOVER INTENTION AMONG NURSES: THE MEDIATING ROLE OF MORAL OBLIGATION. Journal Of Global Management, 5(1), 44-55.Parker, F. M., Lazenby, R. B., & Brown, J. L. (2014). The Relationship of Moral Distress, EthicalEnvironment and Nurse Job Satisfaction. Online Journal Of Health Ethics, 10(1), 48. doi:10.18785/ojhe.1001.02Roulin, N., Mayor, E., & Bangerter, A. (2014). How to satisfy and retain personnel despite job-market shortage: Multilevel predictors of nurses’ job satisfaction and intent to leave. Swiss Journal Of Psychology, 73(1), 13-24. doi:10.1024/1421-0185/a000123RWJF. (2014). Nearly One in Five New Nurses Leaves First Job Within a Year, According to Survey of Newly-Licensed Registered Nurses. Retrieved from -nurses-leave-first-job-within-a-year--acc.html Wang, Y., Dong, W., Mauk, K., Li, P., Wan, J., Yang, G., & ... Hao, M. (2015). Nurses' Practice Environment and Their Job Satisfaction: A Study on Nurses Caring for Older Adults in Shanghai. Plos ONE, (9), doi:10.1371/journal.pone.0138035
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Nursing, Journal of Advanced Nursing, project change proposal, capstone project change, River Valley Care Center