NURS 3046 | Nursing Project | Factors That Influence The Employees ⭳81 Download📄15 Pages / 3746 Words

Conduct a systemic review which will help to explore the factors that might an effect or influence the employees to stay in their given position as well as retention of the nurse managers in their present position.

Answer:

Introduction

Presence of a healthy work environment has evidently shown to have a positive impact on the employee turnover rate and creation of retention cultures among the employees (Blake et al., 2013). The leadership roles of the nurse managers and their behaviours tend to have an effect on the job satisfaction of the nursing staff which in turn helps in their retention. Retaining of the employees is significant to ensure high quality of health care delivery systems. Therefore considering the importance of nursing leadership and its impact on the factors of employee retention, this has been identified as a significant problem related to nursing practise (Bormann & Abrahamson, 2014). This paper aims to conduct a systemic review which will help to explore the factors that might an effect or influence the employees to stay in their given position as well as retention of the nurse managers in their present position. Using qualitative studies retrieved from several databases, the paper will discuss the leadership behaviour that might affect the workplace setting in terms of healthcare setting in addition to the maintenance of a quality health-care delivery system.

Significance of study

Conceptual framework

The conceptual framework indicating the factors influencing retention of healthcare professionals

Literature review

Many researchers have often used the concept of social exchange theory in order to explain the attitude and behaviour of an organization. According to this, when the employees receive unfavourable treatment from the employers, they tend to change their attitudes and their behaviour towards their respective organization (Negussie & Demissie, 2013). In another study conducted by (Lartey, Cummings & Profetto?McGrath, 2014), it was argued that transformational leadership generally includes four major elements like idealised influence, motivation, stimulation in an intellectual manner and lastly individualised consideration. The study was one of the few to examine interventions that promote the retention of experienced Registered Nurses in healthcare. According to this concept, it is required that the leader should strive to inculcate trust and respect through playing a role model character and set an example for the people following them. (Kutney-Lee et al., 2013). Motivation or rather inspirational motivation takes place only when nurse managers are able to motivate their staff to achieve their mission and the goals that are set by the organization and even their own personal goals. Considering the intellectual stimulation, it tends to arise only when nurse managers are able to motivate their staff to implement new ideas. Is also includes continuity of learning either through formal training courses or from evidence-based materials (Bamford, Wong & Laschinger, 2013). In terms of individualized consideration, it refers to nursing managers who should possess the ability to encourage the staff members individually by helping and supporting them. There is also a need to achieve high functioning or positive feedback to every employee. Therefore the study suggests that transformational leadership possesses the capability to elevate the nurse’s interest in committing to the mission and vision of the organization for which they are working. Additionally they can influence the nursing staff to think and act beyond their personal interests. According to Lavoie?Tremblay et al., (2016), transformational leadership is one of the better known leadership styles and most frequently studied leadership approach especially in the clinical setting. A study by Laschinger & Fida, (2014), concluded that the existing literature on nurse leadership supported the idea that the use of transformational leadership practices among nurse managers is positively associated with improved nursing staff outcomes. The study also states that development of transformational leadership is crucial for improvement of the health outcomes of the patients. The evidences also suggests that relationships between the leadership styles and the higher patient satisfaction.

Research design and methodology

Study design

The study will be conducted through systematic review that will be conducted by collecting secondary data and by appraising the existing literature. The research will follow a deductive approach through the implementation of qualitative data analysis (Wong, Cummings & Ducharme, 2013). The inclusion criteria that will be considered are retention, nurse managers in acute care settings. The exclusion criteria will be the primary care nurses and nurse managers. For this particular study the systematic review design has been used because since it acts one of the most reliable sources in terms of provision of evidence in order to guide a clinical practice. The systematic review provides a summary of the already existing primary research in a meticulous way. The researchers can establish the existing knowledge through the use of systematic review.

Sampling method selected

Databases used

Instruments used

Data collection

Data analysis

Data analysis or in this case quality review assessment will be carried out. Each paper that will be selected should be reviewed at least twice and will be appraised using the quality rating tool that will be adapted from some instrument which will be chosen from any previous work. The tool that will be adapted will be used to measure the quality of the overall design that will be based on the design of the research, the sampling method used along with the statistical analysis and the measurement for each chosen paper. The Critical Appraisal Skills Programme (CASP) screening tool will be used for proper screening of the quantitative studies that were chosen. The appropriateness of the chosen qualitative studies in terms of the research design, the data collection method, the sampling technique and the ethical issues along with data analysis will be determined through the use of the CASP tool (Hutchinson & Hurley, 2013).

Synthesis of results

The method of content analysis will be used to synthesize the results deduced from the qualitative studies that were selected. The concept of analysis of the content refers to a systemic means using which the content of the study can be categorised and the factors recognised can be segregated into various themes. In this study, the method of meta-analysis was not carried out as there was variability between the study designs in each of the papers which were selected (Brunetto et al., 2013). Therefore for each of the factor, examination will be conducted for number of times, in order to determine in which context and how significant are the factors to influence the nurse manager and the intention of the employees to stay in their present position.

Ethical consideration

Conclusion

References

Bormann, L., & Abrahamson, K. (2014). Do staff nurse perceptions of nurse leadership behaviors influence staff nurse job satisfaction? The case of a hospital applying for Magnet® designation. Journal of Nursing Administration, 44(4), 219-225.

Brown, P., Fraser, K., Wong, C. A., Muise, M., & Cummings, G. (2013). Factors influencing intentions to stay and retention of nurse managers: a systematic review. Journal of Nursing Management, 21(3), 459-472.

Lartey, S., Cummings, G., &Profetto?McGrath, J. (2014). Interventions that promote retention of experienced registered nurses in health care settings: a systematic review. Journal of nursing management, 22(8), 1027-1041.

Laschinger, H. K. S., &Fida, R. (2014). New nurses burnout and workplace wellbeing: The influence of authentic leadership and psychological capital. Burnout Research, 1(1), 19-28.

Negussie, N., &Demissie, A. (2013). Relationship between leadership styles of nurese managers and nurses’ job satisfaction in jimma university specialized hospital. Ethiopian journal of health sciences, 23(1), 50-58.

Nei, D., Snyder, L. A., &Litwiller, B. J. (2015). Promoting retention of nurses: a meta-analytic examination of causes of nurse turnover. Health care management review, 40(3), 237-253.

Twigg, D., & McCullough, K. (2014). Nurse retention: a review of strategies to create and enhance positive practice environments in clinical settings. International journal of nursing studies, 51(1), 85-92.

Wallis, A., & Kennedy, K. I. (2013). Leadership training to improve nurse retention. Journal of nursing management, 21(4), 624-632.

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