The Role of Ongoing Training and Education on Nurses

The Role of Ongoing Training and Education on Nurses
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Article 3

Article 4

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Price, S., & Reichert, C. (2017). The importance of continuing professional development to career satisfaction and patient care: meeting the needs of novice to mid-to late-career nurses throughout their career span. Administrative Sciences, 7(2), 17.
https://doi.org/10.3390/admsci7020017

Shah, M. K., Gandrakota, N., Cimiotti, J. P., Ghose, N., Moore, M., & Ali, M. K. (2021). Prevalence o f and factors associated with nurse burnout in the US. JAMA network open, 4(2), e2036469-e2036469.
DOI: 10.1001/jamanetworkopen.2020.36469

Xu, S., Tao, L., Huang, H., Little, J., & Huang, L. (2020). Pediatric nurses' turnover intention and its association with calling in China's tertiary hospitals. Journal of Pediatric Nursing, 52, e51-e56. https://doi.org/10.1016/j.pedn.2020.01.005

Drennan, V. M., & Ross, F. (2019). Global nurse shortages: the facts, the impact and action for change. British medical bulletin, 130(1), 25-37.
https://doi.org/10.1093/bmb/ldz014

Article Title and Year Published

The Importance of Continuing Professional Development to Career Satisfaction and Patient Care: Meeting the Needs of Novice to Mid- to Late-Career Nurses throughout Their Career Span (2017)

Prevalence of and Factors Associated with Nurse Burnout in the US (2021)

Pediatric Nurses' Turnover Intention and Its Association with Calling in China's Tertiary Hospitals (2020)

Global nurse shortages the facts, the impact and action for change (2019)

Research Questions (Qualitative)/Hypothesis (Quantitative)

The role of ongoing training and education on nurses’ career satisfaction across different career stages and their ability to provide quality patient care

What were the most recent US national estimates of nurse burnout and associated factors that may put nurses at risk for burnout?

- Are there differences in pediatric nurses' turnover intention across different socio-demographic factors?
- Are low job satisfaction and weak calling associated with pediatric nurses' turnover intention?
- Does job satisfaction mediate the relationship between calling and turnover intention?

What is known about current nurse workforces and shortages and what can be done to forestall such shortages?

Purposes/Aim of Study


To measure rates of nurse burnout and examine factors associated with leaving or considering leaving employment owing to burnout.

To examine the turnover intention of Chinese pediatric nurses, its influential socio-demographic factors, and the association with calling and job satisfaction.

To find out the factors that affect global demand and supply of changes and the corresponding impact for change and impact

Design (Type of Quantitative, or Type of Qualitative)

Qualitative

Quantitative

Quantitative

Quantitative and qualitative research using secondary data

Setting/Sample

There was a total of 185 focus group participants. Each focus group included 8–15 participants

This was a secondary research that used a cross-sectional survey data collected from April 30 to October 12, 2018, in the National Sample Survey of Registered Nurses in the US.

547 nurses were surveyed

Published documents from international organisations with remits for nursing workforces

Methods: Intervention/Instruments

A semi-structured interview and a questionnaire

Descriptive statistics to characterize nurse survey responses
used SAS, version 9.4

Randomly surveyed 10% of the nurses from 50% of the children's tertiary hospitals nationwide in China.
Used questionnaires as instrument of data collection

Secondary research from published reviews with forward citation and key author searches.

Analysis

Data was analyzed using a thematic analysis in which detailed notes and transcripts from each focus group were initially coded into basic concepts that captured the meaning associated with the coded data.

Researchers used descriptive statistics to characterize nurse survey responses.

A score above the 75th percentile was defined as a high intention to leave and that lower than the 25th percentile was defined as a low turnover intention.

Addressing nurse shortages requires a data informed, country specific model of the routes of supply and demand. It requires evidence informed policy and resource allocation at national, subnational and organisation levels.

Key Findings

Ongoing professional development is an expressed need and expectation for nurses across all career stages

high proportions of US nurses reported leaving owing to burnout; the numbers have increased over time; nurses who reported leaving their job owning to burnout; a high proportion reported a stressful work environment

- More than a third of pediatric nurses had intention to quit their current jobs.
- Calling may be the strongest influential factor of turnover intention.
- Job satisfaction can partially mediate the relationship of calling and turnover intention.

The nature and size of the professionally qualified nurse workforce is shaped by the societal context of individual countries

Recommendations

It is important that continuing education funding be made available annually, alongside paid release time for coursework/credentialing.

nurses who reported leaving their job owning to burnout, a high proportion reported a stressful work environment

Hospital managers may reduce the turnover intention of pediatric nurses by improving their calling and job satisfaction

There is need for comprehensive nursing workforce planning which is not only based on historical data but also future projections
It is important to conduct research to inform policy makers on the interventions that work to attract, equitably distribute, retain and sustain a nursing workforce against the requirements of any health care system.

Explanation of How the Article Supports EBP/Capstone Project

The article discusses issues relating to human resource management and development for nurses. The lessons can be applied for pediatric nurses. The capstone project can import some of the findings and recommendations to support key points on issues relating to human resource approach to nursing problems.

This article would be instrumental in helping the researcher understand the reasons and ways to prevent burnout for nurses. It has been noted that nurse burnout is a major issue that leads to high turnover. For this capstone projects, it can deduce some of the suggestions to include as preventive measures for reducing nurses’ turnover.

This capstone project is about pediatric nurses’ turnover. This article sheds light on some of the issues that lead to high pediatric nurses’ turnover. It describes some of the reasons why there is high nurse turnover and recommends remedies to the problem.

This article gives facts on nursing shortage and some of the factors that have led to that outcome. This article would be important in p...