Stratford University Shortage of Nephrology Nurses Article Discussion

For this week's discussion do the following;

1. Choose one of the articles posted and read thoroughly.

2. Identify the theoretical framework used in the article you chose (post the name of the theory).

3. Go the reference section of the article and Identify/select at least one primary source and one secondary source (articles) that supports the theoretical framework (list only the reference of these articles).

4. Now, search the electronic database such as Gale-Infotract on LIRN, CINAHL, or ProQuest to identify the primary and secondary source articles you selected.

Post a brief review of the abstracts of the primary source and secondary source in the article you chose.

Initial post due and Respond to 2 of your mate.

Gaietto, K. J. (2017). The Shortage of Expert Nephrology Nurses and Patient Quality Care Indicators a Quantitative Cross-Sectional Study (Doctoral dissertation, University of Phoenix).

Theoretical Framework in the Article

Banner and Watson’s Nursing Theories; the model helps in supporting research of professional nurses shortages. The theoretical frameworks by Patricia Benner and Jean Watson had to be used to cover the context of interest and thus applied as the core framework for the research (Gaietto, 2017). The theoretical framework has been supported by the following primary and secondary sources;

Primary Source:

Hayes, B., Douglas, C., & Bonner, A. (2015). Work environment, job satisfaction, stress and burnout among hemodialysis nurses. Journal of Nursing Management, 23(5), 588–598. doi:10.1111/jonm.12184

Secondary Source:

McHugh, M., & Lake, E. (2010). Understanding clinical expertise: Nurse Education, experience, and the hospital context. Research in Nursing & Health, 33(4), 276–287. doi:10.1002/nur.20388

Brief Review of the Sources

The primary source supports the theoretical framework above by focusing on exploring the relationship that exists between nurse and work characteristics, satisfaction, job-related stress, burnout, and the work environment of hemodialysis nurses. As indicated in the primary source, these nurses are engaged in intense and frequent contact with the patients within an intense and complex work environment (Gaietto, 2017). To support the framework, the researcher engaged in a cross-sectional online study where 417 hemodialysis nurses were sampled. In the survey, there was the inclusion of work and nurse characteristics, index of work satisfaction, the Brisbane Practice Environment Measure, Maslach Burnout Inventory, and Nursing Stress Scale. Result findings established that hemodialysis nurses held an acceptable job satisfaction level while considering the work environment positively. However, they were found to have higher levels of burnout. Old nurses with more experience in the environment demonstrated higher satisfaction levels, fewer stress levels, and lower burnout cases when compared to the younger nurses. A conclusion was drawn indicating that hemodialysis nurses were faced with higher levels of burnout despite having a favorable work environment as well as acceptable job satisfaction levels (Gaietto, 2017).

On the other hand, the secondary source supports the theoretical framework by holding an argument that clinical nursing expertise plays a crucial role in delivering quality patient care. The study was focused on exploring factors contributing to expertise by emphasizing individual nurse characteristics to the exclusion of circumstantial factors (McHugh & Lake, 2010). To deal with the issue, the article explored the effects of hospital circumstantial factors as well as individual nurse experience and education on clinical nursing professionals. In the research, cross-sectional data was analyzed, having been collected from a sample of 8,611 registered nurses. Following generalized ordered logistic regression assessment, hospital staff composition, more so the proportion of nurses possessing a bachelor of science in nursing, was associated with meaningfully greater unusual of a nurse recording a more progressive proficiency level. According to the research, control of individual characteristics and hospital context have a significant influence on the clinical nursing profession (McHugh & Lake, 2010).

References

Gaietto, K. J. (2017). The Shortage of Expert Nephrology Nurses and Patient Quality Care Indicators a Quantitative Cross-Sectional Study (Doctoral dissertation, University of Phoenix).

Hayes, B., Douglas, C., & Bonner, A. (2015). Work environment, job satisfaction, stress and burnout among hemodialysis nurses. Journal of Nursing Management, 23(5), 588–598. doi:10.1111/jonm.12184

McHugh, M., & Lake, E. (2010). Understanding clinical expertise: Nurse Education, experience, and the hospital context. Research in Nursing & Health, 33(4), 276–287. doi:10.1002/nur.20388

SECOND RESPOND…………………………..

The article I chose was “Job Satisfaction Among ED RNs”. The purpose of this study was to determine job satisfaction among ED nurses. There was a survey posted on social media to ED nurses in the United States. The research question was what is the current level of satisfaction among nurses working in the Emergency Department (Helbing, 2017).

Theoretical Framework

Theoretical framework that was used to guide this study was Hezberg’s Theory of Motivation-Hygiene Factors (1959). It describes elements in the workplace that lead to satisfaction and dissatisfaction (Helbing, 2017) Herzberg identified intrinsic factors for motivation being achievement, recognition, the work-itself, and responsibility (Gawal, 1997). Extrinsic factors being company policy, supervision, salary, benefits, job security and interpersonal relationships. (Parason, 2013).

Primary source

Ramoo, V., Abdullah, K., & Piaw, C. (2013). The relationship between job satisfaction and intention to leave current employment among registered nurses in a teaching hospital Journal of Clinical Nursing, 22,3141-3152. doi: 10.1111/ jocn. 12260

This article states about 40% of the nurses intend to leave their current employment. There were self-administered questionnaires given to registered nurses, 141 were returned and used as the sample. They came up with nurses leaving their job being based on their job satisfaction. If they weren’t satisfied with their current job they were going to leave. In the article they want to focus attention on younger nurses because they represent the majority of the nursing workforce (Ramoo, 2013).

Secondary source

Nursing Solutions, Inc. [NSI]. (2014). 2014 National healthcare & RN retention report. Retrieved from http://www. nsinursingsolutions.com/Files/assets/library/retentioninstitute/NationalHealthcareRNRetentionReport2014.pdf

This article looks at RN staff turnover by speciality and region. Findings suggest that there is correlation between values and career development. Job satisfaction and career development show there is a positive correlation with retention. The purpose of the study was to determine job satisfaction, career development and professional values being an intent to stay hired in a large hospital.

References

Herzberg, F. (2005). The motivation-hygiene theory. Organizational behavior one: Essential theories of motivation and leadership, eds JB Miner, ME Sharpe Inc, New York, 61-74.https://www.taylorfrancis.com/chapters/edit/10.4324/9781315702018-15/motivation-hygiene-theory-frederick-herzberg-chapter-6-job-characteristics-theory-richard-hackman-edward-lawler

Nursing Solutions, Inc. [NSI]. (2014). 2014 National healthcare & RN retention report. Retrieved from http://www. nsinursingsolutions.com/Files/assets/library/retentioninstitute/NationalHealthcareRNRetentionReport2014.pdf

Ramoo, V., Abdullah, K., & Piaw, C. (2013). The relationship between job satisfaction and intention to leave current employment among registered nurses in a teaching hospital Journal of Clinical Nursing, 22,3141-3152. doi: 10.1111/ jocn. 12260