Capstone Project Change Proposal Presentation
Create a professional presentation of your evidence-based intervention and change proposal to be disseminated to an interprofessional audience of leaders and stakeholders. Include the intervention, evidence-based literature, objectives, resources needed, anticipated measurable outcomes, and how the intervention would be evaluated. Submit the presentation in LoudCloud for feedback from the instructor.
While APA style is not required for the body of this assignment, solid academic writing is expected, and documentation of sources should be presented using APA formatting guidelines, which can be found in the APA Style Guide, located in the Student Success Center. Capstone Project Change Proposal Presentation
You are not required to submit this assignment to Lopes Write.
iterature Evaluation Table
Change Topic (2-3 sentences): Nurse burnout is common in many healthcare settings and is a threat to the nursing practice threatens the nursing practice. Nurses who are considerably satisfied with their jobs are less likely to quit their jobs. On the other hand, nurses who are not satisfied with their jobs are likely to turnover (leave their organization or the nursing profession entirely). Effective leadership can help nurse retention.
|Criteria||Article 1||Article 2||Article 3||Article 4|
|Author, Journal (Peer-Reviewed), and
Permalink or Working Link to Access Article
|Dall’Ora, C., Ball, J., Reinius, M., & Griffiths, P.
Human Resources for Health
|Gensimore, M. M., Maduro, R. S., Morgan, M. K., McGee, G. W., & Zimbro, K. S.
The Journal of Nursing Administration
|-Hall, L. H., Johnson, J., Watt, I., Tsipa, A., & O’Connor, D. B.
International Journal of Nursing Sciences
|Article Title and Year Published
|Burnout in Nursing: A Theoretical Review (2020).||
The Effect of Nurse Practice Environment on Retention and Quality of Care via Burnout, Work Characteristics, and Resilience: A Moderated Mediation Model (2020).
|Healthcare Staff Wellbeing; Burnout and Patient Safety (2016)||Fifteen Minutes May Decrease Nurse Burnout (2019).|
|Research Questions (Qualitative)/Hypothesis (Quantitative)
|Quantitative Primary Empirical Studies. Hypothesis: here was statistical significance to show that high workload, low control over the job, low rewards, and poor social climate cause nurse burnout||Hypothesis: There is statistical significance to prove that improved nurse work environment reduces burnout and enhances retention||There is statistical evidence to prove that poor wellbeing of nurse professionals leads to poor quality of patient outcomes.||There is evidence to show that giving a paid pre-shift 15 minute program in the mindfulness may improve nurse resilience and reduce burnout|
|Purposes/Aim of Study||Examine associations between burnout and work-related factors||To explore influence of the characteristics of nurse work, resiliency, and burnout on retention,,, and patient safety and quality||To determine whether there is association between the wellbeing of healthcare professionals and burnout, with patient safety||To determine how a paid pre-shift mindfulness program reduces nurse burnout through developing nurse resilience|
|Design (Type of Quantitative, or Type of Qualitative)
|Quantitative||Qualitative online survey||Systematic Research Review||Discussion paper|
|91 quantitative papers were sampled for analysis||A sample size of 507 Registered Nurses (RNs) were interviewed using online survey (anonymous)||psychInfo (1806-2015), Medline (1946-2015), Embase (1947-2015) and Scopus (1823-2016 were researched and analyzed||Hospital setting|
|Hospital setting||RNs in Hospital setting||Quantitative empirical studies were used to measure wellbeing or burnout in relation to patient safety among healthcare staff population||Outlining potential workplace programs that could be used as a pilot study improve and evaluate the effectiveness of nurse resilience programs in the workplace|
|Due to the breadth of evidence, data extracted were summarized through a coding frame to identify the multidimensional aspects of burnout.||The rank-sum (U Test) statistical analysis was used to show how the survey resends to the different questions.||PROSPERO registration number: CRD42015023340 was used for the analysis of data||Discussion and collection of opinion from discussion teams.|
|High workload, long shifts, low staffing, and low control are the main factors associated with burnout in nursing||Positive environment of nursing practice and favorable work characteristics significantly reduce nurse burnout and improve retention.||Out if 46 studies, 16 were measured out of 27 studies and indicated that that there is correlation between poor wellbeing of nurses and worse patient outcomes (low quality and safety).||When nurse employers improve the wellbeing of their employees, leveraging success will be made easier to other disciplines to ensure that job satisfaction is achieved, to reduce burnout|
|Nurse leadership must strive for healthy staffing to increase nurse-patient ratios to reduce long staffing, low shifts, high workloads and low control||There must be leadership support to provide critical nurse shaping of positive perception of the practice environment.||Nurse professionals must be motivated through good pay, incentives and other work-related benefits to enhance their job satisfaction and improve the quality of patient care||Nurse leaders should consider providing a short pre-shift mindfulness program to enable nurses stabilize their resilience in work and reduce burnout.|
|Explanation of How the Article Supports EBP/Capstone Project
|The article supports my EBP Capstone in the sense that leadership must play a role in ensuring that nurse staffing is adequate to reduce workload, stress, which lead to burnout, and enhance retention.||The article supports the Capstone project since it supports the role of leadership in building a positive nurse culture and improving working conditions to reduce burnout hence increase retention||This article significantly supports my capstone project since it advocates for the need to empower the wellbeing of nurses to enhance their work morale and motivation as a way of reducing burnout and enhancing retention.||This article plays a significant role in supporting my capstone project by suggesting that leaders should stabilize nurse’s resilience through paid pre-shift breaks to reduce burnout|
Dall’Ora, C., Ball, J., Reinius, M., & Griffiths, P. (2020). Burnout in nursing: a theoretical review. Human resources for health, 18(1), 41. https://doi.org/10.1186/s12960-020-00469-9
Gensimore, M. M., Maduro, R. S., Morgan, M. K., McGee, G. W., & Zimbro, K. S. (2020). The effect of nurse practice environment on retention and quality of care via burnout, work characteristics, and resilience: A moderated mediation model. JONA: The Journal of Nursing Administration, 50(10), 546-553. Retrieved from: https://pubmed.ncbi.nlm.nih.gov/32925666/ Capstone Project Change Proposal Presentation
Hall, L. H., Johnson, J., Watt, I., Tsipa, A., & O’Connor, D. B. (2016). Healthcare staff wellbeing, burnout, and patient safety: A systematic review. PloS One, 11(7), e0159015. https://doi.org/10.1371/journal.pone.0159015
Jones B. (2019). Fifteen minutes may decrease nursing burnout: A discussion paper. International journal of nursing sciences, 7(1), 121–123. https://doi.org/10.1016/j.ijnss.2019.11.004
Liu, W., Zhao, S., Shi, L., Zhang, Z., Liu, X., Li, L., Duan, X., Li, G., Lou, F., Jia, X., Fan, L., Sun, T., & Ni, X. (2018). Workplace violence, job satisfaction, burnout, perceived organisational support and their effects on turnover intention among Chinese nurses in tertiary hospitals: a cross-sectional study. BMJ Open, 8(6), e019525. https://doi.org/10.1136/bmjopen-2017-019525
Mudallal, R. H., Othman, W. M., & Al Hassan, N. F. (2017). Nurses’ burnout: The influence of leader empowering behaviors, work conditions, and demographic traits. Inquiry: A Journal of Medical Care Organization, Provision and Financing, 54, 46958017724944. https://doi.org/10.1177/0046958017724944
Ross, A., Bevans, M., Brooks, A. T., Gibbons, S., & Wallen, G. R. (2017). Nurses and health-promoting behaviors: Knowledge may not translate into self-care. AORN journal, 105(3), 267–275. https://doi.org/10.1016/j.aorn.2016.12.018
Scammell, J. (2016). Should I stay or should I go? Stress, burnout and nurse retention. British Journal of Nursing, 25(17), 990-990. https://doi.org/10.12968/bjon.2016.25.17.990
Tang, J. H. & Hudson, P. (2019). Evidence-based practice guideline: Nurse retention for nurse managers. Journal of Gerontological Nursing, 45(11), 11-19. doi:http://dx.doi.org.lopes.idm.oclc.org/10.3928/00989134-20191011-03
Van der Heijden, B., Brown Mahoney, C., & Xu, Y. (2019). Impact of job demands and resources on nurses’ burnout and occupational turnover intention towards an age-moderated mediation model for the nursing profession. International Journal of Environmental Research and Public Health, 16(11), 2011. https://doi.org/10.3390/ijerph16112011 Capstone Project Change Proposal Presentation