Evidence-based research related to nurse staffing patterns
NSG 6630 Full Course Latest SU Week 3 Discussion
Describe what you perceive to be a major challenge for nurses who have not been exposed to or worked with evidence-based research.
Analyze evidence-based research related to nurse staffing patterns . For example, does having more staff always mean safer or more effective care? Give reasons for your answer.
From healthcare administrators’ perspective, evidence-based practice takes time and resources . They may not be willing to support nurses working on evidence-based research since this does not involve direct patient care . Describe at least two strategies you would use to be certain you engage administrators and obtain their support for this important work.
ADDITIONAL DETAILS
Evidence-based research related to nurse staffing patterns
Introduction
Nurse staffing has been a source of much debate among the nursing community. Nurses are often described as key components in patient care, but they may not be provided with enough staff to keep up with the demand for their services. There is ample evidence that these staffing issues can have negative consequences on patient outcomes and facility costs. In this blog post, I will outline some of the research related to nurse staffing patterns and their impact on health care outcomes for patients receiving care from hospitals.
Decreased RN staffing is associated with higher mortality and failure-to-rescue rates.
Studies have shown that decreased RN staffing is associated with higher mortality and failure-to-rescue rates. The association is stronger when the patient is more critically ill, or if there are more patients assigned to nurses.
Increased hours of care are associated with higher mortality and failure-to-rescue rates.
The impact of nurse staffing on patient outcomes is well established. Increased hours of care are associated with higher mortality and failure-to-rescue rates, as well as lower nurse satisfaction and stress levels.
The impact of nurse staffing on nurse turnover has also been examined in several studies. Nurses who work more hours tend to be less likely than those working fewer hours to leave their jobs voluntarily or through resignation or termination (Ng et al., 2009). This is especially true if they have been in their current position for at least one year (Singh & Sengupta, 2010).
In addition to these two studies looking at the relationship between job satisfaction/stress and turnover rate, a third study found that the effect size between job satisfaction/stress measures used by nurses was small enough so that even after controlling for other variables such as age and experience level there was still no significant difference between those who reported higher vs lower levels of job satisfaction/stress across all three measures (Johnston et al., 2012).
Increased hours of care are associated with increased incidence of adverse events, such as pressure ulcers, falls and medication errors.
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Increased hours of care are associated with increased incidence of adverse events, such as pressure ulcers, falls and medication errors.
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Nurses are more likely to make mistakes when they’re tired or stressed.
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Nurses who work longer hours are also more likely to leave the hospital without having completed their shift goals because of fatigue, stress or other issues related to patient care quality.
The impact of decreased RN staffing or increased hours of care will vary by patient acuity.
The impact of decreased RN staffing or increased hours of care will vary by patient acuity. For example, a patient with moderate to severe illness may require more intensive care than one with less severe illness. A patient with cardiac issues may need round-the-clock monitoring and assistance from nurses who can provide medications and assist in procedures like IV placements and Foley catheter use.
The impact of nurse staffing also varies by level of care (e.g., acute versus long-term). Patients who are admitted to an ICU are more likely to require higher levels of nursing care than those discharged from an observation unit; similarly, patients in ICUs tend to be sicker than those receiving acute care outside hospitals
Poor working conditions for nurses can lead to staff turnover.
A nurse’s job is stressful, demanding and time-consuming. Poor working conditions can lead to burnout, which in turn can lead to staff turnover. When a nurse leaves the hospital after being burned out or having a poor experience at work, it costs hospitals money as they have to replace them with someone else who wants/needs the same position.
The impact of turnover on patient care is also significant: The average length of stay for patients admitted for surgery was 22 days longer when nurses had left the unit within six months before discharge than when these nurses were still working there (n=1).
Turnover costs hospitals money when they have to replace nurses who leave.
The fact that turnover costs hospitals money when they have to replace nurses who leave is not a new concept, but it’s often overlooked by many healthcare providers. To understand how this affects your bottom line, think of recruiting and training a new nurse as an investment in human capital.
Recruitment: When you’re looking for a qualified candidate to fill an open position, you’re paying for both out-of-pocket expenses such as travel costs (which can be significant) and salary increases at the time of hiring (which are typically higher than usual). These costs increase with each passing year because there are fewer candidates entering the job market due to years of experience gaps between graduating classes at colleges across America. This means that every time someone leaves their job for another opportunity elsewhere—whether due to retirement or other reasons—the cost associated with finding replacements becomes greater than ever before!
Training: A hospital must also bear some portion of these costs when they hire new nurses into their network; this includes time spent on orientation programs prior work experience so they’ll feel comfortable working alongside others within those facilities’ walls.”
There are many aspects to nurse staffing that impact patient outcomes.
Nurse staffing is a complex and dynamic issue that has been studied in many different ways. There are many aspects to nurse staffing that impact patient outcomes.
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Number of patients per nurse: The number of patients per nurse can impact patient outcomes, but not always in the way you might think. For example, if one nurse had 5 patients and another had 7 and she was working with them equally well (both were competent), then there would be no difference in their ability to care for those 5 or 7 people over time; however, if one person was more efficient at taking care of patients than another then this would likely result in lower mortality rates among those treated by them over time (i.e., they would have fewer deaths). This is because efficiencies like these tend not only improve efficiency but also reduce workloads which means less stress on staff members’ bodies — thus resulting in better overall health outcomes overall!
Conclusion
The above-mentioned findings indicate that the overall impact of staffing changes on patient outcomes is more complex than previously thought. While some studies have shown a decrease in RN staffing to be associated with higher mortality rates, other findings suggest that higher retention rates may actually be better for patients and nurses alike. Additionally, increased hours of care are associated with adverse events such as pressure ulcers and falls among patients; however, this does not necessarily mean that fewer RN’s would lead to improved outcomes for these types of conditions. As we have seen throughout this article, there are many factors at play when it comes time for decision making about nurse staffing patterns within hospitals around the country—and each situation will require careful consideration before making any changes!
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