Capstone Project Change Proposal Presentation

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.

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iterature Evaluation Table

Student Name:

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

Peer-Reviewed

Link:https://doi.org/10.1186/s12960-020-00469-9

 

Gensimore, M. M., Maduro, R. S., Morgan, M. K., McGee, G. W., & Zimbro, K. S.

The Journal of Nursing Administration

Peer-Reviwed

Link:https://pubmed.ncbi.nlm.nih.gov/32925666/

-Hall, L. H., Johnson, J., Watt, I., Tsipa, A., & O’Connor, D. B.

PloS One

Peer-Reviewed

Link:https://doi.org/10.1371/journal.pone.0159015

Jones, B.

International Journal of Nursing Sciences

Peer-Reviewed Link:https://doi.org/10.1016/j.ijnss.2019.11.004

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
Setting/Sample

 

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
Methods: Intervention/Instruments

 

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
Analysis

 

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.
Key Findings

 

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
Recommendations

 

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

 

 

Criteria Article 5 Article 6 Article 7 Article 8
Author, Journal (Peer-Reviewed), and

Permalink or Working Link to Access Article

 

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.

BMJ Open

Peer-Reviewed

Link:https://doi.org/10.1136/bmjopen-2017-019525

Mudallal, R. H., Othman, W. M., & Al Hassan, N. F.

Inquiry: A Journal of Medical Care Organization, Provision and Financing

Peer-Reviwed

Link:https://doi.org/10.1177/0046958017724944

Scammel, J.

British Journal of Nursing

Peer-Reviewed

Link:https://doi.org/10.12968/bjon.2016.25.17.990

Van der Heijden, B., Brown Mahoney, C., & Xu, Y.

International Journal of Environmental Research and Public Health

Peer-Reviwed

Link:https://doi.org/10.3390/ijerph16112011

Article Title and Year Published

 

Workplace Violence, Job Satisfaction, Burnout Perceived Organizational Support among Chinese Nurses in Tertiary Hospitals. (2018). Nurses’ burnout: The influence of leader empowering behaviors, work conditions, and demographic traits. (2017). “Should I stay or should I go?” Stress, burnout and nurse retention. (2016). Impact of job demands and resources on nurses’ burnout and occupational turnover intention towards an age-moderated mediation model for the nursing profession (2019).
Research Questions (Qualitative)/Hypothesis (Quantitative)

 

Research Question: “What is the correlation between workplace violence, job satisfaction, burnout, organizational support, turnover and nurse turnover intentions?” Hypothesis: There is statistical significance to believe that the influence of leader-empowering behaviors reduce nurse burnout and enhance retention Hypothesis: There is statistical significance to believe that proper nurse education reduces stress and burnout hence decreases the intention to leave (nurse turnover). Research Question: Does nurses’ emotional, physical, qualitative, and family-work conflicts contribute to nurse frustration and in the workplace?
Purposes/Aim of Study

Assessing the relationship between workplace violence, burnout, job satisfaction, organizational support and turnover intention, and how they are associated with turnover intention in Chinese Tertiary Hospitals. To establish the level of nurse burnout among Jordanian nurses and the influence of leader empowering behaviors To establish the role that nurse education plays in ensuring that nurses put the needs of their colleagues and others before their own needs. To investigate whether emotional, qualitative, and physical demands, and family-work conflicts have negative impact on nurses’ effort
Design (Type of Quantitative, or Type of Qualitative)

 

Purposive sampling method of data collection Cross-sectional and correational design was used. Nursing College setting Qualitative data by interviewing registered nurses (RNs)
Setting/Sample

 

A total of 1761 nurses were sampled from 9 tertiary hospitals in 4 provinces of eastern Beijing. Maslach Burnout Inventory (MBI) and Leader Empowering Behaviors Scale were used to recruit 407 registered nurses drawn across 11 hospitals in Jordan Students in the Nursing College setting Registered Nurses in a hospital setting
Methods: Intervention/Instruments

 

Sample population filled questionnaires with effective response rate of 85.20% Hospitals with high bed capacity were classified while those with low bed capacity grouped, to realize the difference in job satisfaction and burnout in the two groups Two groups of different education levels. Higher education level group showed more persevering and resilient qualities to manage work-related stress than the lower educated lot. Divided into two intervention groups. One with leadership support and social support showed lower burnout and turnover intentions, while the non-intervention group showed higher levels of turnover intentions
Analysis

 

A cross-sectional study was conducted using workplace violence scale, Chinese Maslach Burnout Inventory General Survey, Minnesota Job Satisfaction Questionnaires and Perceived Organizational Support Simplified Version Scale and Turnover Intention Scale to determine the correlations. A stepwise regression model was used to expose 4 factors such as hospital type, providing autonomy, nurse’s work shift and fostering participation in decision making as source of ways of reducing emotional exhaustion (EE). Qualitative analysis methods were used to collect and measure nurses’ opinions and attitudes towards work resilience. Longitudinal method of analysis was employed
Key Findings

 

69% of the 1706 sample had high turnover intention since the previous 12 months was involved with workplace violence and psychological violence towards nurses. On the other hand, participants who showed job satisfaction due to organizational support had low turnover intention. Jordanian nurses showed high levels of burnout according to their high scores of depersonalization (DP) and emotional exhaustion (EE), and moderate scores in personal accomplishment (PA). Proper nurse education plays a key role in shaping the nurses’ philosophy of enduring with work conditions t meet the needs of patients. That will help them to manage stress and reduce burnout and intention to leave. Quality of nurse leadership, developmental opportunities and social support from supervisors and colleagues enhance the meaning to work levels and morale, which decreases burnout levels and occupational turnover intention among nurses.
Recommendations

 

Nurse leaders must ensure they reduce cases of workplace violence, provide organizational support and create job satisfaction for nurses to reduce burnout and turnover intentions in the workplace. Nurse leaders must lead by example to demonstrate positive and empowering behaviors to nurses as a way of influencing their resilience toward reducing burnout hence, enhancing their retention Nurse students and professionals should be trained to put the needs of others before their own needs. Nurse leaders must engage in providing social support, developmental opportunities, and reduce work-related conflicts to enhance work morale for nurses. That will ensure that nurse burnout and turnover intentions come down by a significant margin
Explanation of How the Article Supports EBP/Capstone

 

This study is supportive to my capstone project as it recognizes the role of nurse leadership in reducing workplace violence, improving organizational support and creating job satisfaction for nurses to reduce burnout and turnover intentions. Since the study recognizes the role of leaders in influencing nurse empowered behaviors in the workplace, it will be relevant to the capstone project to examine how these behaviors reduce nurse burnout and enhance retention. The study will be significant to the capstone project as it points out the need for nurse leaders to ensure that nurse students get proper education to help them prioritize the principles of perseverance, resilience and sacrifice to save lives. That will help nurses to cope with whichever situation and reduce burnout and intention to leave This study will be relevant to the capstone project since it demands that nurse leaders play the active role of providing social support, reducing workplace conflict, and providing developmental opportunities to nurses to reduce burnout and turnover intention.

References

Dall’Ora, C., Ball, J., Reinius, M., & Griffiths, P. (2020). Burnout in nursing: a theoretical review. Human resources for health18(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 Administration50(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 One11(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 sciences7(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 Open8(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 Financing54, 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 journal105(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 Nursing25(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 Health16(11), 2011. https://doi.org/10.3390/ijerph16112011 Capstone Project Change Proposal Presentation

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