Stratford University Shortage

For this week’s discussion do the following;

1. Choose one of the articles posted and read thoroughly.

2. Identify the theoretical framework used in the article you chose (post the name of the theory).

3. Go the reference section of the article and Identify/select at least one primary source and one secondary source (articles) that supports the theoretical framework (list only the reference of these articles).

4.
Now, search the electronic database such as Gale-Infotract on LIRN,
CINAHL, or ProQuest to identify the primary and secondary source
articles you selected.

Post a brief review of the abstracts of the primary source and secondary source in the article you chose.

Initial post due and Respond to 2 of your mate.

FIRST RESPOND ………………………………..

Gaietto, K. J. (2017). The
Shortage of Expert Nephrology Nurses and Patient Quality Care Indicators a
Quantitative Cross-Sectional Study
(Doctoral dissertation, University of
Phoenix).

Theoretical Framework in
the Article

Banner
and Watson’s Nursing Theories
; the model helps in
supporting research of professional nurses shortages. The theoretical
frameworks by Patricia Benner and Jean Watson had to be used to cover the
context of interest and thus applied as the core framework for the research (Gaietto, 2017).
The theoretical framework has been supported by the following primary and
secondary sources;

Primary Source:

Hayes,
B., Douglas, C., & Bonner, A. (2015). Work environment, job satisfaction,
stress and burnout among hemodialysis nurses.
Journal of Nursing Management, 23
(5), 588–598. doi:10.1111/jonm.12184

Secondary Source:

McHugh,
M., & Lake, E. (2010). Understanding clinical expertise: Nurse Education,
experience, and the hospital context. Research
in Nursing & Health, 33
(4), 276–287. doi:10.1002/nur.20388

Brief Review of the
Sources

The
primary source supports the theoretical framework above by focusing on
exploring the relationship that exists between nurse and work characteristics,
satisfaction, job-related stress, burnout, and the work environment of
hemodialysis nurses. As indicated in the primary source, these nurses are
engaged in intense and frequent contact with the patients within an intense and
complex work environment (Gaietto, 2017). To support the framework, the
researcher engaged in a cross-sectional online study where 417 hemodialysis
nurses were sampled. In the survey, there was the inclusion of work and nurse
characteristics, index of work satisfaction, the Brisbane Practice Environment
Measure, Maslach Burnout Inventory, and Nursing Stress Scale. Result findings
established that hemodialysis nurses held an acceptable job satisfaction level
while considering the work environment positively. However, they were found to
have higher levels of burnout. Old nurses with more experience in the
environment demonstrated higher satisfaction levels, fewer stress levels, and
lower burnout cases when compared to the younger nurses. A conclusion was drawn
indicating that hemodialysis nurses were faced with higher levels of burnout
despite having a favorable work environment as well as acceptable job satisfaction
levels (Gaietto, 2017).

On
the other hand, the secondary source supports the theoretical framework by
holding an argument that clinical nursing expertise plays a crucial role in
delivering quality patient care. The study was focused on exploring factors
contributing to expertise by emphasizing individual nurse characteristics to
the exclusion of circumstantial factors (McHugh & Lake, 2010). To deal with
the issue, the article explored the effects of hospital circumstantial factors
as well as individual nurse experience and education on clinical nursing
professionals. In the research, cross-sectional data was analyzed, having been
collected from a sample of 8,611 registered nurses. Following generalized
ordered logistic regression assessment, hospital staff composition, more so the
proportion of nurses possessing a bachelor of science in nursing, was
associated with meaningfully greater unusual of a nurse recording a more
progressive proficiency level. According to the research, control of individual
characteristics and hospital context have a significant influence on the
clinical nursing profession (McHugh & Lake, 2010).

References

Gaietto, K. J. (2017). The
Shortage of Expert Nephrology Nurses and Patient Quality Care Indicators a
Quantitative Cross-Sectional Study
(Doctoral dissertation, University of
Phoenix).

Hayes,
B., Douglas, C., & Bonner, A. (2015). Work environment, job satisfaction,
stress and burnout among hemodialysis nurses.
Journal of Nursing Management, 23
(5), 588–598. doi:10.1111/jonm.12184

McHugh,
M., & Lake, E. (2010). Understanding clinical expertise: Nurse Education,
experience, and the hospital context. Research
in Nursing & Health, 33
(4), 276–287. doi:10.1002/nur.20388

SECOND RESPOND…………………………..

The article I chose was “Job Satisfaction Among ED RNs”.
The purpose of this study was to determine job satisfaction among ED
nurses. There was a survey posted on social media to ED nurses in the
United States. The research question was what is the current level of
satisfaction among nurses working in the Emergency Department (Helbing,
2017).

Theoretical Framework

Theoretical
framework that was used to guide this study was Hezberg’s Theory of
Motivation-Hygiene Factors (1959). It describes elements in the
workplace that lead to satisfaction and dissatisfaction (Helbing, 2017)
Herzberg identified intrinsic factors for motivation being achievement,
recognition, the work-itself, and responsibility (Gawal, 1997).
Extrinsic factors being company policy, supervision, salary, benefits,
job security and interpersonal relationships. (Parason, 2013).

Primary source

Ramoo,
V., Abdullah, K., & Piaw, C. (2013). The relationship between job
satisfaction and intention to leave current employment among registered
nurses in a teaching hospital Journal of Clinical Nursing, 22,3141-3152.
doi: 10.1111/ jocn. 12260

This article states about
40% of the nurses intend to leave their current employment. There were
self-administered questionnaires given to registered nurses, 141 were
returned and used as the sample. They came up with nurses leaving their
job being based on their job satisfaction. If they weren’t satisfied
with their current job they were going to leave. In the article they
want to focus attention on younger nurses because they represent the
majority of the nursing workforce (Ramoo, 2013).

Secondary source

Nursing
Solutions, Inc. [NSI]. (2014). 2014 National healthcare & RN
retention report. Retrieved from http://www.
nsinursingsolutions.com/Files/assets/library/retentioninstitute/NationalHealthcareRNRetentionReport2014.pdf

This article looks at RN staff turnover by speciality and region.
Findings suggest that there is correlation between values and career
development. Job satisfaction and career development show there is a
positive correlation with retention. The purpose of the study was to
determine job satisfaction, career development and professional values
being an intent to stay hired in a large hospital.

References

Herzberg,
F. (2005). The motivation-hygiene theory. Organizational behavior one:
Essential theories of motivation and leadership, eds JB Miner, ME Sharpe
Inc, New York, 61-74.https://www.taylorfrancis.com/chapters/edit/10.4324/9781315702018-15/motivation-hygiene-theory-frederick-herzberg-chapter-6-job-characteristics-theory-richard-hackman-edward-lawler

Nursing
Solutions, Inc. [NSI]. (2014). 2014 National healthcare & RN
retention report. Retrieved from http://www.
nsinursingsolutions.com/Files/assets/library/retentioninstitute/NationalHealthcareRNRetentionReport2014.pdf

Ramoo,
V., Abdullah, K., & Piaw, C. (2013). The relationship between job
satisfaction and intention to leave current employment among registered
nurses in a teaching hospital Journal of Clinical Nursing, 22,3141-3152.
doi: 10.1111/ jocn. 12260

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