Selecting Sources of Literature (Book Review Sample)
Assignment Selecting Sources of Literature How does nurse retention in hospitals with Healthy work environment/magnet status compare to nurse retention in non-magnet hospitals? Details: Locate a minimum of 15 peer-reviewed articles that describe the problem or issue and that support the proposed solution. Eight of the 15 articles must be research-based (e.g., a study which is qualitative, quantitative, descriptive, or longitudinal). For this assignment, place the reference, in APA format above your answers to the 4 questions. You don't need to include a separate reference page in the assignment since you will already have each full reference listed in APA format as part of the assignment. You don’t need to attach any articles or the module checklist. Perform a rapid appraisal of each article by answering the following questions (one to two sentences are sufficient to answer each question): 1.How does each article describe the nature of the problem, issue, or deficit you have identified? 2.Does each article provide statistical information to demonstrate the gravity of the issue, problem, or deficit? 3.What are example(s) of morbidity, mortality, and rate of incidence or rate of occurrence in the general population? 4.Does each article support your proposed change? Prepare this assignment according to the APA guidelines found in the APA Style Guide, located in the Student Success Center. An abstract is not required. 1.Beecroft p.c., Dorey f. & Wenten m. (2008) Turnover intention in new graduate nurses: a multivariate analysis. Journal of Advanced Nursing 62(1), 41–52 retrieved from http://www.ncbi.nlm.nih.gov/pmc/articles/PMC2440489/ 2.Twigg, D., & McCullough, K. (2014). Nurse retention: A review of strategies to create and enhance positive practice environments in clinical settings. International Journal Of Nursing Studies, 51(1), 85-92. doi:10.1016/j.ijnurstu.2013.05.015 3.RITTER, D. (2011). The relationship between healthy work environments and retention of nurses in a hospital setting. Journal of Nursing Management, 19(1), 27-32. doi:10.1111/j.1365-2834.2010.01183.x 4.Milliken.T, Clements.P., Tillman.H. (2007)The Impact of Stress Management on Nurse Productivity and Retention, Nursing Economics25 (4):203-210 http://www.medscape.com/viewarticle/562717_3 5.Upenieks, V. (2005). Recruitment and retention strategies: a magnet hospital prevention model. MEDSURG Nursing, 21-27. 6.Whitaker, C. (2009). A chief nursing officer's perspective. AORN Journal, 89(4), 745-748. doi:10.1016/j.aorn.2009.03.008 7. Taylor, N. (2004). The Magnetic pull: administrators share how their facilities gained Magnet status. Nursing Management, 35(1), 38. 8. Armstrong, K., & Laschinger, H. (2006). Structural empowerment, magnet hospital characteristics, and patient safety culture: making the link. Journal Of Nursing Care Quality, 21(2), 124-134. 9. Wagner, C. (2005). Is your nursing staff ready for magnet hospital status?... this article originally appeared in: JONA: The Journal of Nursing Administration: Volume 34(10) October 2004 pp 463-468. Nevada Rnformation, 14(1), 5-7. 10. Stordeur, S., & D'Hoore, W. (2007). Organizational configuration of hospitals succeeding in attracting and retaining nurses. Journal Of Advanced Nursing, 57(1), 45-58. doi:10.1111/j.1365-2648.2006.04095.x 11. Force, M. (2004). Creating a culture of service excellence: empowering nurses within the shared governance councilor model. Health Care Manager, 23(3), 262-266. 12. van Betten, P. (2005). Magnetism: the solution to nurse retention & satisfaction in hospitals. Nevada Rnformation, 14(1), 8 13. Nemcek, M. (2007). Registered nurses' self-nurturance and life and career satisfaction. AAOHN Journal, 55(8), 305-310 14. Pinkerton, S. (2005). Administrative angles. The financial return on Magnet recognition. Journal Of Continuing Education In Nursing, 36(2), 51-52. 15. Schlag, M. (2005). Administrative angles. Education: key to the Magnet culture. Journal Of Continuing Education In Nursing, 36(1), 12-13. 16. Ulrich, B., Woods, D., Hart, K., Lavandero, R., Leggett, J., & Taylor, D. (2007). Critical care nurses' work environments value of excellence in beacon units and magnet organizations. Critical Care Nurse, 27(3), 68-77. 17. Nemcek, M., & James, G. (2007). Relationships among the nurse work environment, self-nurturance and life satisfaction. Journal Of Advanced Nursing, 59(3), 240-247. doi:10.1111/j.1365-2648.2007.04309.x 18. Shirey, M. (2006). Authentic leaders creating healthy work environments for nursing practice. American Journal Of Critical Care, 15(3), 256-268. 19. Rondeau, K., & Wagar, T. (2006). Nurse and resident satisfaction in magnet long-term care organizations: do high involvement approaches matter?. Journal Of Nursing Management, 14(3), 244-250. doi:10.1111/j.1365-2934.2006.00594.xsource..
In this paper, a rapid appraisal is performed on 15 peer-reviewed articles that describe the issue and that support the proposed solution. For this research, the PICOT question is as follows: How does nurse retention in hospitals with healthy work environments/magnet status compare to nurse retention in non-magnet hospitals? The proposed solution is that hospitals should provide healthy work environments to their nurses and attain magnet status in order to retain nurses.
Article 1: Taylor, N. T. (2004). The Magnetic Pull. The Nursing Management: 35(1): 38-44
This article describes the nature of the issue by profiling several hospitals which have achieved Magnet status from the American Nurses Credentialing Center. This article does not provide statistical information to demonstrate the gravity of the issue. This article supports my proposed solution by highlighting how various hospitals strive to retain nurses for instance by rewarding nurses for being direct care nurses, and paying bonuses to nurses after they meet monetary, quality, as well as patient satisfaction goals.
Article 2: Upenieks, V. (2005). Recruitment and Retention Strategies: A Magnet Hospital Prevention Model. MEDSURG Nursing.
The article describes the nature of the issue by stating how Magnet hospitals have allowed professional nurses to be empowered and independent, and to do for patients what they know has to be done in a way that is consistent with professional standards. This article supports my proposed solution by describing the Magnet Hospital model which has empirically proven job satisfaction severally. Magnet hospitals have performed better compared to average hospitals with lower vacancy and turnover rates, and higher levels of job satisfaction.
Article 3: DeSilets, L. D & Pinkerton, S. E. (2005). Education: Key to the Magnet Culture. The Journal of Continuing Education in Nursing; 36(1).
The article describes the nature of the issue by claiming that creating a Magnet culture necessitates a conscious decision by a hospital to include the Magnet strategies in the whole environment. The process of incorporation will succeed only if every employee in the hospital puts a high value on the significance of education. To attain a Magnet culture, every level of staff has to be very much knowledgeable and skillful.
Article 4: Nemcek, M. A., & James, G. D. (2007). Relationships among the Nurse Work Environment, Self-nurturance and Life Satisfaction. Journal of Advanced Nursing; 59(3): 240-247
In this article, the authors state that Magnet features are basically hospital policies which the nursing staff members see as enabling job performance, and nurses value them as significant to their professional practice. These policies include organizational responsiveness, clearness of mission, as well as autonomy in decision-making. Magnet features help to retain and ...
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