NURS FPX 8045 Assessment 4 Interpretation and Synthesis of Scholarly Sources

Name

Capella university

NURS-FPX 8045 Doctoral Writing and Professional Practice

Prof. Name

Date

Interprofessional Communication and Practice Gap

The ongoing shortage of nursing staff represents a critical issue within healthcare environments, directly affecting patient safety and quality outcomes. Identifying and closing these practice gaps is vital for delivering effective, high-standard care. Lima Memorial Hospital (LMH) currently faces operational challenges due to an insufficient number of nursing professionals, resulting in increased workloads and declining care standards. Financially, this issue is significant, with hospitals incurring losses of \$24 billion in 2021, escalating to \$86 billion in 2022 as a result of nursing shortages (Beauvais et al., 2023). This assessment critically examines the identified practice gap at LMH using empirical evidence and stakeholder engagement to propose targeted interventions addressing nurse understaffing.

Identification of Practice Gap

A comprehensive review of nursing staff levels at LMH has uncovered a pronounced practice gap attributed to workforce shortages. A recent staff survey indicated that workload demands have surged by 65%, contributing to severe nurse burnout. Nationwide, the United States continues to experience a substantial nursing deficit, requiring approximately 3 million additional nurses to meet healthcare demands. The underlying issues include suboptimal resource management, ineffective staff retention initiatives, and inadequate training opportunities, all negatively affecting clinical outcomes, nurse job satisfaction, and compliance with healthcare standards (Tamata & Mohammadnezhad, 2023). High workloads and inadequate institutional support have led to job dissatisfaction and resignation among nurses, with 31.5% leaving their positions in 2018 primarily due to burnout (Shah et al., 2021). This staffing crisis has critical implications for patient care delivery and safety outcomes.

To address these challenges, a multi-faceted strategy incorporating effective recruitment and retention policies, competitive compensation structures, supportive work environments, and professional development programs is essential. A Doctor of Nursing Practice (DNP) project framework offers an ideal avenue for tackling this practice gap, fostering significant improvements in care quality and health outcomes while reinforcing LMH’s commitment to excellence. DNP initiatives emphasize evidence-based interventions, making them suitable for developing and implementing strategies aimed at reducing nursing shortages (Pressley & Garside, 2023). Bridging this practice gap aligns with the broader objectives of DNP programs, which prioritize enhancing patient care quality, promoting healthcare safety, and improving professional nursing environments.

Evidence of Problem at Project Site

A detailed review of internal operational data at LMH confirms a concerning shortfall in nursing staff positions. Current hospital records reveal that 12% of authorized nursing roles remain unfilled, leaving 75 out of 500 registered nurse positions vacant. This gap highlights the risks to consistent, high-quality patient care, elevating the potential for dissatisfaction and negative health outcomes (Tamata & Mohammadnezhad, 2023). National trends mirror these local findings, with the Bureau of Labor Statistics projecting an annual need for 193,100 new nursing positions through 2032 (AACN, 2024). Furthermore, a US Chamber of Commerce analysis reported a loss of 100,000 certified nurses between 2020 and 2021, exacerbating challenges such as nurse burnout, safety concerns, and increased mortality rates (Lucy, 2024). The Health Resources and Services Administration (HRSA) projected a potential shortfall of 78,610 nurses by 2025 (HRSA, 2022). Supporting this, the Ohio Nurses Association (ONA) noted that approximately 83.21% of nurses report frequent turnover issues, leading to insufficient staffing and compromised care standards (ONA, n.d.). Internal audits on adverse patient events and extended hospital stays underscore the profound implications of these staffing shortages (Nantsupawat et al., 2021). This collection of reliable data underlines the urgency for comprehensive quality improvement initiatives tailored to address this practice gap.

Formulating a PICOT Question

Constructing a PICOT question provides a focused, evidence-based framework for addressing LMH’s nursing shortage. This structured approach enhances the development of research strategies aimed at resolving practice gaps (Mitchell et al., 2020). The proposed PICOT question is as follows:

PICOT Question:

In licensed nurses at LMH (P), does the implementation of improved recruitment and retention policies (I) compared to existing, insufficient staffing strategies (C) enhance job satisfaction and staff retention rates (O) over a 12-week period (T)?

• Population (P): Licensed nurses employed at LMH
• Intervention (I): Enhanced retention and recruitment strategies, incorporating competitive salaries, professional development opportunities, and a supportive workplace culture
• Comparison (C): Current staffing and management strategies lacking adequate policy support
• Outcomes (O): Improved nurse job satisfaction and staff retention rates
• Time (T): Measured over a 12-week timeframe

Facilitating Discussions with Stakeholders

Involving stakeholders—including physicians, nurse managers, hospital administrators, and clinical leaders—is vital for collecting meaningful feedback and developing sustainable solutions to LMH’s nursing shortage. Regular formal and informal meetings with these groups were organized to foster open dialogue regarding staffing issues and related policy implications. These sessions encouraged interprofessional collaboration, promoting idea exchange and collective responsibility for resolving the identified gaps. Interactive activities such as brainstorming and scenario-based planning were instrumental in guiding these discussions.

Direct, face-to-face meetings proved effective in promoting transparent communication and building mutual trust among participants. Creating supportive environments and open communication channels played a pivotal role in increasing job satisfaction and morale among nurses (Jankelová & Joniaková, 2021). Additionally, integrating digital communication platforms—including email, online forums, and virtual feedback systems—enhanced stakeholder engagement and improved the efficiency of collaborative efforts (Antonio et al., 2022). Emphasizing transparent communication and team cooperation was critical to maintaining organizational alignment and advancing shared goals.

Conclusion

The nursing shortage and associated practice gap at LMH present significant challenges that require a collaborative, evidence-driven response. By leveraging empirical data, promoting stakeholder engagement, and adhering to evidence-based practices, hospital leadership can develop targeted strategies to address these gaps and improve care delivery standards. Interprofessional collaboration and effective communication are fundamental to enhancing job satisfaction among nurses, improving patient outcomes, and supporting organizational health system objectives.

References

AACN. (2024). Nursing shortage fact sheet. Aacnnursing.org. https://www.aacnnursing.org/news-data/fact-sheets/nursing-shortage

Antonio, M. G., Davis, S., Smith, M., Burgener, P., Price, M., Lavallee, D. C., & Lau, F. (2022). Advancing digital patient-centered measurement methods for team-based care. Digital Health, 25(8). https://doi.org/10.1177/20552076221145420

NURS FPX 8045 Assessment 4 Interpretation and Synthesis of Scholarly Sources

Beauvais, B., Kruse, S. C., Ramamonjiarivelo, Z., Pradhan, R., Sen, K., & Fulton, L. (2023). An exploratory analysis of the association between hospital labor costs and the quality of care. Risk Management and Healthcare Policy, 16, 1075–1091. https://doi.org/10.2147/rmhp.s410296

HRSA. (2022). Nurse workforce projections, 2020-2035. Hrsa.gov. https://bhw.hrsa.gov/sites/default/files/bureau-health-workforce/Nursing-Workforce-Projections-Factsheet.pdf

Jankelová, N., & Joniaková, Z. (2021). Communication skills and transformational leadership style of first-line nurse managers in relation to job satisfaction of nurses and moderators of this relationship. Healthcare, 9(3), 346–346. https://doi.org/10.3390/healthcare9030346

Lucy, I. (2024). Data deep dive: A national nursing crisis. Uschamber.com. https://www.uschamber.com/workforce/nursing-workforce-data-center-a-national-nursing-crisis

Mitchell, R. D., O’Reilly, G. M., Phillips, G. A., Sale, T., & Roy, N. (2020). Developing a research question: A research primer for low-and middle-income countries. African Journal of Emergency Medicine, 10, S109-S114. https://doi.org/10.1016/j.afjem.2020.05.004

Nantsupawat, A., Poghosyan, L., Wichaikhum, A. O., Kunaviktikul, W., Fang, Y., Kueakomoldej, S., Thienthong, H., & Turale, S. (2021). Nurse staffing, missed care, quality of care and adverse events: A cross‐sectional study. Journal of Nursing Management, 30(2), 447–454. https://doi.org/10.1111/jonm.13501

ONA. (n.d.). Official report: The state of nursing in Ohio. Ohnurses.org. https://ohnurses.org/wp-content/uploads/2023/09/ONA-White-Paper_092523.pdf

Paguio, J. T., & Yu, D. S. F. (2020). A mixed methods study to evaluate the effects of a teamwork enhancement and quality improvement initiative on nurses’ work environment. Journal of Advanced Nursing, 76(2), 664-675. https://doi.org/10.1111/jan.14270

NURS FPX 8045 Assessment 4 Interpretation and Synthesis of Scholarly Sources

Pressley, C., & Garside, J. (2023). Safeguarding the retention of nurses: A systematic review on determinants of nurse’s intentions to stay. Nursing Open, 10(5), 2842–2858. https://doi.org/10.1002/nop2.1588

Shah, M. K., Gandrakota, N., Cimiotti, J. P., Ghose, N., Moore, M., & Ali, M. K. (2021). Prevalence of and factors associated with nurse burnout in the US. Journal of American Medical Association Network Open, 4(2), e2036469–e2036469. https://doi.org/10.1001/jamanetworkopen.2020.36469

Tamata, A. T., & Mohammadnezhad, M. (2023). A systematic review study on the factors affecting shortage of nursing workforce in the hospitals. Nursing Open, 10(3), 1247-1257. https://doi.org/10.1002/nop2.1434