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I need help with the conclusion for this paper. Rubric: PICO…
I need help with the conclusion for this paper.
Rubric:
PICO question is restated. A summary of what was learned (from all sources) is present. Sources are cited. Recommendations for practice are offered.
Are Nurses Who Are Members of Professional Organizations More Resilient Than Nurses Who Are Not?
The nursing shortage crisis affects average citizens, healthcare professionals, and professional institutions. For example, 40% of United States nurses report feeling burned out (Manomenidis et al., 2018). The pandemic further exacerbated the strain causing an increasing number of nurses to report feelings of burnout and intent to reduce their work hours or leave the profession. The nursing shortage crisis involves various costs, morbidity and mortality, and safety concerns. According to NSI Nursing Solutions, Inc. (2022), in 2030, the United States is projected to lose 1.2 million nurses from nursing professions with no replacements. It is, therefore, of the utmost importance to identify and implement interventions that can help reduce the risk of burnout and improve the resiliency of nurses. To that end, this paper seeks to answer the following research question: Are nurses who are members of professional nursing associations more resilient than those who are not?
Summary
To determine the connection between nurses’ resilience, burnout, and subsequent organizational and job turnover, Kelly et al. (2021) conducted a quantitative cross-sectional longitudinal designed study with event planning. In addition, the study was non-experimental. The research team intended to lessen nurse burnout and enhance organizational and job stability by comprehending the interaction between nursing resilience, burnout, and subsequent organizational and job turnover. The study was conducted in three hospitals in a single healthcare system. The study participants were the hospital’s direct-care nurses. As an added measure of compliance, the study was conducted by a third-party honesty broker. The honesty broker determined eligible participants, administered the electronic surveys, and collected the data. The hospital administered the email survey; however, the survey could be taken by email outside the hospital.
The nurses were asked various questions, including their race, work shift, workload, and whether they were professional nursing association members. In addition, the researchers assessed the nurse’s workplace conditions.
The validation tools used to measure burnout and resilience were the Maslach Burnout Inventory (MBI) and the CDRISC-10. The MBI measures emotional tiredness, cynicism, and personal success to determine an individual’s burnout level. High scores on the subscales measuring fatigue and cynicism indicate high levels of burnout. Burnout is characterized by lower scores on the personal accomplishment subscale due to lost desire. These lower scores evidence less burnout. In this study, scores of 16 to 26 that indicated severe burnout were considered severe, while scores of 27 and higher were considered extreme. The CDRISC-10 is a validated instrument that is used to measure resilience. One definition of resilience is the capacity to adjust to novel or difficult life circumstances successfully. It is exemplified by mental, emotional, and behavioral adaptability in the individual who possesses this capacity (American Psychological Association, 2022). A cumulative score is derived from ten items on the CDRISC-10 to measure resilience. If the subjects’ cumulative score is on the numerically higher, end of the scale, the participant has a more substantial amount of resilience. A higher score on the CDRISC-10 suggests the individual’s resilience is high, whereas a lower score indicates the individual’s resilience is declining and has declined.
To analyze the algorithm for resilience to burnout and, as a result, organizational turnover and to avoid a feedback loop, the researchers used a recursive modeling structure that followed the algorithm of how the independent variables lead to dependent variables.
The study utilized a standard error cluster to account for nurses included in the second survey and who had previously taken the same survey in the prior year.
The research by Kelly et al. (2021) has substantial ramifications for formulating plans to lessen nurse burnout and enhance organizational and position stability. The study suggests that organizations foster an environment that encourages resiliency by encouraging nurses to remain in their roles and actively encouraging membership in professional nursing organizations. According to the researcher’s conclusion, nurses who are members of professional organizations demonstrate a higher level of resiliency than their peers. Though the study concluded that nurses who are members of professional organizations are more resilient than nurses who are not, the researchers noted that additional discussions could assist in explaining how membership in professional associations increases nurses’ resilience role and value.
Major Variables
The significant variables in this study are the independent variables of resiliency and nurse burnout and the dependent variables of organizational and position turnover. The conceptual definition for burnout is the mental, emotional, and physical tiredness experienced by nurses owing to prolonged periods of increased stress and job demands in their careers American Psychological Association (2022). The conceptual definition for Organizational and Position Turnover: The number of employees who quit their jobs in a specific period is referred to as organizational and position turnover (American Psychological Association (2023). The operational definition for nurse burnout is the Maslach Burnout Inventory used in the study to assess nurse burnout (MBI). The MBI measures a person’s level of burnout based on emotional exhaustion, cynicism, and personal success. The operational definition for organizational and position turnover is the number of employees who leave within a specific period. CDRISC-10 is a scale that is used to measure resilience. Therefore, the measurement for each variable appropriate measurement level for each variable is nurse burnout: Nursing burnout is measured on an ordinal scale.
Survey Weakness and Strengths
The research study has several strengths, including its cost-effectiveness, simplicity of access, dependability, and adaptability. The study was conducted by email over three weeks, creating ease of access for the participants. The researchers utilized an honest third-party broker to recruit eligible participants, administer the survey, and collect the data. In addition, the same research study questions were used in each survey, with accountability given to participants who had previously taken the survey.
The limitation of the research study included being limited to a single healthcare system in a single state and the use of right-censored time frames. Right-censored time frames are utilized when the behavior in question, such as nurse burnout, is either actively occurring or is expected to occur.
Guidelines
By joining a professional nursing organization, nurses like me may enhance their practice and interact with other professionals to advance their knowledge and abilities. According to the ANA Nursing Scope and Standards of Practice, nurses should pursue knowledge and skills that reflect current methods and are proactive. Professional nursing organizations provide nurses with the tools and chances to achieve this, making them essential resources.
The conferences held at professional nursing association meetings promote best practices and research findings on a regional level, aligning with the ANA Nursing Scope and Standards of Practice, which states that nurses should share peer-reviewed research and integrate those findings into their nursing practice.
The American Nurses Association recommends that nurses achieve specialty certifications and pursue continuing education opportunities to develop and maintain their knowledge base and skill set. An added advantage to joining professional nursing associations is that the associations generally offer specializations directly through the organization.
According to the ANA Nursing Scope and Standards of Practice, registered nurses (RNs) are the leaders of their practice settings and the profession. This includes peer mentoring. Many professional nursing organizations are set up to facilitate mentoring opportunities, with members acting as mentors and mentees. Mentorship benefits nurses aspiring to or entering new practice areas and the relationship. Mentors report that the experience gave their work purpose and a sense of fulfillment; mentees gain support, knowledge, and insight (Echevarria, 2018).
Fourth Reference
“Communities of practice: Acknowledging vulnerability to improve resilience in healthcare teams” is a research study published by the Journal of Medical Ethics. This research aimed to understand better the role of communities of practice play in nursing resilience. As part of the research project, a survey was administered to healthcare professionals from various fields, including nursing. According to the survey findings, the organizational resilience and stability of healthcare professionals depended on the resources that were made available to the institution as well as the response of the institution to the working environment.
According to the results of this study, nurses who are members of professional organizations have a higher level of resilience than nurses who are not. The challenges nurses face on the job can be made more manageable with the assistance of professional organizations offering resources and support. Enhancing a nurse’s resiliency can also be accomplished through increased access to educational and networking opportunities, both of which can be provided by professional organizations. In addition, professional organizations have the potential to instill a sense of community, which, in turn, can assist in mitigating feelings of alienation and exhaustion.
Conclusion
PICOT question: Are nurses who are members of the professional organization more resilient than nurses who are not? Kelly et al. data from 2021 demonstrated that resilience, burnout, and turnover are related. Additionally, nurses who are members of professional nursing associations demonstrate more resilience than nurses who are not members of any professional nursing association. According to researchers, 40% of American nurses report feelings of burnout. The nursing crisis is expected to worsen increasingly due to nurses leaving the profession and changing professional roles due to stress and feeling undervalued. Nurses with the highest level of resiliency intended to stay in their current working position and were members of professional nursing organizations. Membership in a professional nursing organization assists nurses in meeting many best practices, such as sharing peer-reviewed information, mentoring, and continuing education.
