Nurses Role in US HealthCare Review

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Author

Journal

Name/ Year of Publication

Research Design

Sample Size

Outcome Variables Measured

Quality

(A, B, C)

Results/Author’s Suggested Conclusion

For this assignment, you will prepare a 3 to 4 page review of the literature pertinent to a selected problem for healthcare research and to use that review to propose a methodology to address the problem. Nurses Role in US HealthCare Review

Conduct a search of literature relevant to the problem/topic. Identify a minimum of 4 references, most of which are randomized clinical trials. Only one opinion articles may be included.
Read the peer- reviewed articles with the focus of preparing a document that will compare and contrast the information in the articles you found. Copies of the articles used must be submitted with the final paper.
The reader of your literature review should be able to clearly identify the gaps in the knowledge in the problem area as well as the purpose of the study you are proposing. The number of pages in this assignment should be no longer than 4 pages. You should be able to write enough to create an effective argument but not so much that the result looks padded.
Prepare an Evidence Matrix using the template located in Module 2: Lecture Materials & Resources.

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Name: ______________________________ Date: _____________________________

Literature Review & Evidence Matrix Assignment

Anna K. Rodriguez

St. Thomas University

Nursing Question

Nurses play a vital role in healthcare, including the provision of quality care and leadership. They form the single largest group of healthcare experts in the US, and their demand is still increasing (Haddad, Annamaraju, & Toney-Butler, 2020). The increasing demand leads to a shortage, which is an issue of concern because of the increasing number of baby boomers, an aging nursing workforce, turnover, and low supply. Notably, with more nurse practitioners retiring, an increased number of healthcare seekers, and a low supply of new staff, patient care becomes overwhelming, affecting management outcomes. This literature analysis provides the various elements contributing to the nursing shortage, including the aging workforce, aging population,retention, and hospital acuity.

Aging Workforce and Nursing Shortage

Uthaman, Chua, and Ang (2016) presume that an aging workforce exacerbates the widespread shortage of nurses. The average age of working nurses in the United Kingdom, Canada, and Australia is mid-to-late forties. Besides, thirty to forty percent of the nurses are above fifty years old (Uthaman et al., 2016). Nursing entails interaction with critically ailing persons, regularly missed breaks, physical care, and shift works, making the demand for an age-friendly working environment essential. Aging also limits the senses, acuity, reaction speed, endurance and muscular strength, and aerobic power. This makes certain activities undesirable and difficult for aging nurses, further increasing early retirement (Uthaman et al., 2016). In a study to evaluate the causes of the global nursing shortage, Shamsi and Peyravi (2020) also found increased retirement requests and aging nurses to be the most essential cause of the nursing shortage. Nurses Role in US HealthCare Review

Aging Population, Growing Population, and Nurse Shortage

The growing population increases the demand for healthcare experts, and the present nursing shortage increases the chances of creating grievous hindrances for caregivers and patients, thereby affecting the healthcare system (Mehdaova, 2017). The population of baby boomers is also increasing, adding to the demand for healthcare services. According to Mehdaova (2017), the capacity to meet the aging population’s demands is under pressure because of the accelerating nursing shortage. This demand donates to nurses’ self-perception, competence, attitudes, and performance, which influences retention and turnover. In a study to evaluate the determinants of nursing shortage in Poland, Marć, Bartosiewicz, Burzyńska, Chmiel, and Januszewicz (2019) found worldwide demographic changes to be a huge contributor to the nursing shortage. Shamsi and Peyravi (2020) found similar findings where the increasing older adult population and the demand for further care leading to increased demand and aggravated nursing inadequacy were ranked as the third top cause of nurse’s shortage internationally. Nurses Role in US HealthCare Review

Retention and Turnover

Another factor contributing to the nursing shortage is turnover, which is largely influenced by the intention to resign from the profession (Yang, Lv, Zhou, Liu, & Mi, 2017). The elements linked to the desire to leave include job satisfaction, support from peers or superiors, discerned autonomy at work, and high work demands. These claims are also supported by Bordignon and Monteiro (2019), who investigated the predictors of nurses’ desire to leave the profession, health institution, and work unit. In their study, Bordignon and Monteiro found that increased occupational violence reduced job satisfaction and increased the intention to leave work (2019). Yang et al. (2017) found work pressure as the most common factor affecting nurses’ intention to resign. The elements associated with work pressure included workload, experience, and age. According to Uthaman et al. (2016), efficacious management and supportive approaches are required to minimize the nurse occupational stresses accordingly.

Hospital Acuity

The rate of occurrence of long-term illnesses and multiple morbidities increases with aging, thereby increasing care acuity. As a result, the need for critical and emergency care services has increased, and older adults utilize a bigger portion of the services. MacPhee, Dahinten, and Havaei (2017) undertook a study to explore the connections between seven workload elements and nurse and patient outcomes. The workload elements included activity-level interruptions to workflow, compromised professional directions and nursing tasks left undone, work-level discernments of heavy workloads, and unit-level nurse staffing levels and client acuity and dependency reports. MacPhee et al. (2017) found that task-level interruptions and work-level discernments of heavy workloads directly affected the nurse and patient outcomes. Work left undone mediated the connection between patient and nurse outcomes and heavy workloads and between patient and nurse outcomes and interruptions. Compromised professional directions mediated the connection between nurse outcomes and heavy workloads, and between nurse outcomes and interruptions.

Strategies to Address Nursing Shortage

In a study to explore various approaches to address nursing inadequacy, Mehdaova (2017) identified various themes to increase retention, including positive occupational surroundings, nursing education investments, increased worker participation, and establishment of communication initiatives. In another study to explore the intercessions to lower nurses’ turnover in developed economies’ adult health care services, Halter et al. (2017) found group cohesion to be essential intercessions for reducing worker turnover. In another study to navigate leadership approaches utilized by senior managers to ameliorate nurse retention, Colwell (2019) found various themes to reduce turnover, including recruitment strategies, institutional challenges, training and development, retention strategies, and leadership strategies.

Summary

Nursing inadequacy is an essential issue affecting healthcare and service delivery today and expert foresee an escalation of the problem with increasing patient and nurse demographic changes, retention, and acuity. A shortage in the nursing workforce translates to higher possibilities of negative nurse and patient outcomes, thereby making retention-focused intercession vital. The various strategies found essential to address nurses’ inadequacy include supportive programs, leadership approaches, recruitment strategies, training and development, retention strategies, and healthy work surroundings to ease burnout and intentions to leave the profession.

Author	Journal Name/Yearof Publication	Research Design	Sample Size	Outcome Variables Measured	Quality (A, B, C)	Results/Author’s Suggested Conclusion
Bordignon and Monteiro	Predictors of nursing workers’ intention to leave the workunit, healthinstitution and profession/(2019)	Cross-sectional study with quantitative approach.	267	Intention to leavethe work unit and profession.	A	Promoting work contentment, work ability and a violence-free environment is possible to decrease the workers’ intention to leave the job or profession.
Colwell	Leadership Strategies to Improve Nurse Retention/(2019)	Semistructured interviews	6	Retention and leadership strategies.	B	The ability to utilize effective leadership strategies is essential to improve retention.
Halter et al.	The open nursing journal/(2017)	Systematic review.	7	Interventions to reduce turnover.	C	Nurse managers’ management style that pays attention to a positive work environment and the nurse as an individual reduces turnover.
MacPhee, Dahinten, and Havaei	Administrative Sciences/(2017)	Cross-sectional correlational study	472	Workload factors and patient and nurse outcomes.	A	Administrators should collaborate with nurses to pinpoint work environment approaches that improve workload demands at various levels.
Mehdaova	International nursing review/(2017)	Semistructured interviews and document review.	5	Intention to quit, nursing shortage, and job satisfaction.		Developing of communication programs, increasing worker engagement, investing in nursing education, positive work environment, and improving the healthcare system can help overcome nursing shortage.
Shamsi and Peyravi	Medical journal of the Islamic Republic of Iran/(2020)	Systematic review	32	Causes of nurse shortage.	A	The approaches to resolve nursing shortage should be based on the unique situation of each nation because the shortage is a multifaceted concept with varying magnitudes
Uthaman, Chua, and Ang	Proceedings of Singapore Healthcare/(2016)	Meta-analysis	20	Factors that promote or deter retirement.	B	Managers could pay attention to the demands of an older workforce through improved occupational practices and being familiar with factors linked to retention and early retirement.
Yang, Lv, Zhou, Liu, and Mi,	BMC health services research/ (2017)	Cross-sectional survey.	800	Turnover intention	A	The intention to leave is dynamically multifactorial, and efficacious managements and supportive approaches are required to minimize the nurses work stress accordingly.

References

Bordignon, M., & Monteiro, M. I. (2019). Predictors of nursing workers’ intention to leave the work unit, health institution and profession. Revistalatino-americana de enfermagem, 27.

Colwell, F. J. (2019). Leadership Strategies to Improve Nurse Retention.

Haddad, L. M., Annamaraju, P., & Toney-Butler, T. J. (2020). Nursing shortage. StatPearls [Internet].

Halter, M., Pelone, F., Boiko, O., Beighton, C., Harris, R., Gale, J., … & Drennan, V. (2017). Interventions to reduce adult nursing turnover: a systematic review of systematic reviews. The open nursing journal, 11, 108.

MacPhee, M., Dahinten, V. S., &Havaei, F. (2017). The impact of heavy perceived nurse workloads on patient and nurse outcomes. Administrative Sciences, 7(1), 7.

Mehdaova, E. (2017). Strategies to overcome the nursing shortage (Doctoral dissertation, Walden University). A nursing shortage–a prospect of global and local policies. International nursing review, 66(1), 9-16.

Shamsi, A., &Peyravi, H. (2020). Nursing shortage, a different challenge in Iran: A systematic review. Medical journal of the Islamic Republic of Iran, 34, 8.

Uthaman, T., Chua, T. L., & Ang, S. Y. (2016). Older nurses: A literature review on challenges, factors in early retirement and workforce retention. Proceedings of Singapore Healthcare, 25(1), 50-55.

Yang, H., Lv, J., Zhou, X., Liu, H., & Mi, B. (2017). Validation of work pressure and associated factors influencing hospital nurse turnover: a cross-sectional investigation in Shaanxi Province, China. BMC health services research, 17(1), 1-11.