Qualitative research critique essay

“High rates of staff turnover in nursing homes is not a the latest phenomenon. As far back as the mid-1970s studies include documented average turnover prices for authorized nurses (RNs), licensed vocational nurses (LVNs) and qualified nurse’s assists (CNAs) varying between 57% and 75% (Mor, Versus., Mukamel, G. B., & Spector, T. D. 2009, 1). Longer term care facilities (LTC) have staffing issues associated with the large turnover of licensed personnel. The effect may have a heavy monetary burden and in addition affect the proper care given to citizens.

Many question the question what makes it hard to attract and keep rns at a long term facility. The International Journal of Breastfeeding Studies conducted a qualitative study titled: “Making tradeoffs between good leave and reasons to stay employed in long-term care homes: Perspectives of licensed nursing staff (Boscart, V. M. Bowers, N., Brown, M., & McGilton, K. T. 2014, 917). This examine focuses on how the nurses feel about where that they work and what makes all of them want to leave or perhaps stay in a job.

Trouble Statement

The high turnover of qualified staff in nursing homes, it does not only results the resident’s quality of care plus the morale between staff members, and is also also very expensive to the center. The purpose of the analysis was to understand what influences nursing jobs staff to settle at a LTC facility. There have been studies conducted during the past but they were primarily carried out with nonlicensed personnel or within the acute attention setting. The purpose of this examine was to gain insight approach retain nursing staff in LTC facilities. This study is significant as administrators in LTC facilities have a hard time getting and holding onto licensed nursing jobs staff. Once there is a substantial turnover of staff, it might affect the care of residents and morale of staff in a negative approach, and is very expensive.

Purpose and Research Inquiries

The purpose of the research was to know what factors effect nurses to create a decision to remain at an LTC facility. The questions the studydetermined to reply to was: precisely what is the motives that nurses have that cause them to stay at their particular present service? Another problem would be: precisely what are the reasons or factors that might cause a nurse to end their career? The purpose and questions linked to the problem; the findings led to learning about what is important to nurses when they are making decisions to settle or terminate employment. The strategy used in this study had been stated since qualitative “descriptive. The test size was 17 RN’s and twenty four LPN’s which in turn, for a qualitative study is enough. The individuals were typically female with an average associated with 48 years.

They interviewed staff coming from seven different LTC homes across Ontario, Canada. Prior to the study, permission was extracted from the Barcelone Rehabilitation Company Research Ethics Board, and also from the facilitators of each facility. The analysts also received consents by staff who had been interested in playing the study, ahead of setting up concentrate groups¦ Each focus group was electronically recorded; confidentiality was certain and information was assessed, coded, and reached a level of saturation. “The test was satisfactory to explore and develop analytic generalizations regarding working conditions that impact the nurses’ intention in which to stay LTC facilities (Boscart, Sixth is v. M., Bowers, B., Darkish, M., & McGilton, K. S. 2014).

Literature Review

The author utilized several qualitative resources which were cited during their content, and were dated through the year 2000-2012, which is highly relevant to this type of analyze. The author evidently states the gaps of the study had been that no retention exploration had been completed in LTC configurations. Limitations had been listed while interviewing both LPN’s and RN’s with each other. This could have already been a restriction for the LVN’s because they may have got felt intimidated to discuss data with their administrators present. Discussions about their motives of giving, or the elements they truly feel make the work environment less than attractive. The experts tried to reduce that trouble by having staff attend target groups with others that they can did not work directly with. Another limit was feasible bias, as the lead researcher was obviously a nurse. Every members in the research crew reviewed the findings to minimize any potential bias (BoscartV. M., Bowers, B., Brown, M., & McGilton, K. S. 2014). The study offered helpful observations to retaining staff, but the studydoes not really give any information about whether any of the establishments actually executed any of the employees’ ideas.

Conceptional/ Theoretical Structure

The author would not identify a certain theory or perspective that the study was created. The theory that a majority of relates to this kind of study may be the Herzberg’s two-factor theory. This kind of theory investigates the reasons workers are pleased or dissatisfied with their careers. “From this research, Herzberg suggested a two-step approach to understanding employee motivation and satisfaction: which were hygiene factors and driving force factors (Riley, J., 2012, paragraph 1). This theory gives beneficial information to employers in what is important for employee fulfillment and for retaining employees.

A lot of themes resonated throughout the article, a few of the main ones were why the nurses had been staying in LTC, which was because of the relationships that were there with the occupants and their coworkers. The platform that was created from the studies indicated why nurses stay or keep a job. A few of the reasons listed for terminating a job were regulations in LTC that effect role flexibility, and not being able to workout professional wisdom. The lack of supporting leadership and private commitments were mentioned. Rns listed great stay because: relationships while using residents, their particular coworkers, and having for you to learn and become educated.

Summary

As confirmed in the examine, there are many reasons for leaving or perhaps staying at a job. With excessive turnover there are many disadvantages intended for the service as well as the resident and workers. The study indicated what was vital that you nurses to get job satisfaction. With the deficit of nurses as well as the difficulty in keeping nurses inside the LTC services, this information could be very essential to those who work with nurses during these settings. To get future studies it would be very good to follow up and see in the event any of the services in the analyze implemented the data given by the staff. This study is important intended for nursing, as it gives nurses a chance to voice all their concerns and provide employers the chance to make changes.

References

Boscart. V. Meters., Bowers, W., Brown, M., & McGilton, K. H. (2014). Making tradeoffs between reasons to keep and good stay used in long-term proper care homes: Viewpoints of qualified nursing personnel. InternationalJournal of Nursing Research, 51(6). 917-926. dpo: 10/1016/j. ijnurstu. 2013. 10. 015 Mor, Versus., Mukamel, Deb. B., & Spector, T. D. (2009). The costs of turnover in nursing homes. The expense of Proceeds in Assisted living facilities. Retrieved by www.ncbi.nlm.nih.gov/¦ Countrywide Center intended for Biotechnology Information Riley, M. (2012). Determination Theory ” Herzberg. Coming from Motivation Theory ” Herzberg ” Tutor2u Retrieved via www.tutor2u.net/business/people/motivation_theory_herzberg.asp

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