NURS FPX 8045 Assessment 7 Literature Review

Name

Capella university

NURS-FPX 8045 Doctoral Writing and Professional Practice

Prof. Name

Date

Conceptualizing a Potential Project: Signature Assessment

The issue of nursing shortages continues to challenge healthcare environments, directly influencing patient safety and care quality. Addressing gaps in clinical practice is essential to maintaining efficient, safe medical services. Lima Memorial Hospital (LMH) is currently facing significant staffing disparities due to insufficient numbers of licensed nurses. This shortage leads to nurse burnout, increased workloads, and compromised patient care. A recent report revealed that nurse shortages cost healthcare facilities approximately \$24 billion in 2021 and surged to \$86 billion in 2022 (Beauvais et al., 2023). These staffing challenges increase the risk of adverse patient events. This assessment outlines the identified practice gap, frames a PICOT question, and proposes evidence-based strategies to collaborate with stakeholders in tackling the nurse shortage at LMH.

Identified Practice Gap and PICOT Question

At LMH, a widening practice gap has emerged due to inadequate nurse-to-patient ratios, resulting in increased workloads and burnout among nurses. A recent staff survey at LMH revealed that 65% of nurses reported higher patient loads due to staffing shortages, negatively impacting care quality. The broader United States is also grappling with a severe nursing workforce crisis, with a projected requirement for an additional 3.2 million nurses to fill existing gaps (Tamata & Mohammadnezhad, 2023). The Ohio Nurses Association highlighted that over 83% of nurses experience significant turnover, contributing to staffing shortfalls and subpar healthcare services. These issues are exacerbated by ineffective resource planning, poor retention strategies, inadequate recruitment, and insufficient skill-based training for nursing staff (Nantsupawat et al., 2022). Staffing shortages directly affect clinical outcomes, nurse satisfaction, and an organization’s ability to uphold quality care standards.

To address this, a clearly structured PICOT question was developed: In licensed nurses at LMH (P), does implementing enhanced retention and recruitment strategies (I), compared to existing inadequate policies (C), improve nurse satisfaction and retention rates (O) over a 12-week period (T)?

This question focuses on workforce policies aimed at fostering a supportive work environment, offering training, financial incentives, and structured recruitment and retention strategies (Pressley & Garside, 2023). Integrating evidence-based interventions through this PICOT framework can bridge the practice gap, increase nurse satisfaction, and ultimately improve patient care outcomes at LMH.

Research Supporting the Practice Gap

Recent research has consistently emphasized the severe implications of nurse shortages on healthcare systems. Tamata and Mohammadnezhad (2023) underscored that approximately one billion patients globally are affected by nursing workforce gaps, leading to increased mortality, reduced patient safety, and care delays. Their systematic review identified contributing factors such as declining nursing school enrollments, early retirements, inadequate planning, poor leadership, limited professional development, and substandard workplace conditions. These factors resonate with the challenges observed at LMH.

The significance of patient-to-nurse ratios was further highlighted by Lasater et al. (2021), who demonstrated that inadequate ratios increase nurse workloads, elevate patient mortality, and extend hospital stays. The study concluded that maintaining a 4:1 patient-to-nurse ratio could prevent 1,595 deaths and save \$117 million annually.

Moreover, Wei et al. (2023) argued that improving work conditions, reducing emotional and physical strain, and fostering supportive environments are vital for nurse retention. Using the Convergent Care Theory, the authors proposed strategies such as enhanced workplace collaboration, leadership support, and continuous training to combat nurse turnover.

Suprapto et al. (2023) added that professional development opportunities improve job satisfaction and enable nurses to manage high-pressure clinical situations effectively. Furthermore, Peutere et al. (2020) reported that every 20% increase in inadequate staffing raised the risk of patient mortality by 1.05 times. Collectively, these studies reinforce the urgency to address staffing shortages by enhancing recruitment, retention, training, and workplace conditions.

Evidence-Based Solutions to Address the Practice Gap

Based on a synthesis of recent evidence, several strategies are proposed to address LMH’s nursing shortage. Foremost, enhancing recruitment and retention initiatives—including competitive compensation, career advancement programs, and a supportive work culture—can significantly improve nurse satisfaction. Alshahrani (2022) emphasized the importance of improving nurses’ public image, financial packages, and retaining experienced nurses to mitigate shortages.

Additionally, creating positive, healthy work environments is essential. Vries et al. (2023) conducted a systematic review affirming that poor leadership and unwelcoming workplaces increase nurse burnout. The study highlighted the need for policies that foster a respectful atmosphere, emotional support, and work-life balance, all of which are critical for retaining nursing staff.

Professional development opportunities, such as mentorship programs and continuing education, were identified by Oates et al. (2020) as pivotal to enhancing job satisfaction and reducing turnover. Similarly, Niskala et al. (2020) found that training and educational initiatives significantly influenced nurses’ commitment to their roles and their organizations.

Lastly, efficient financial and operational resource planning is crucial for sustaining staffing improvements. Kueakomoldej et al. (2022) advocated for financial assistance programs, education incentives, and ongoing workplace improvements to address staffing gaps and improve patient outcomes. Aligning these strategies with evidence-based practices ensures healthcare institutions like LMH can maintain optimal staffing, enhance nurse well-being, and improve care quality.

Conclusion

Addressing the nursing shortage at LMH requires a comprehensive, evidence-based approach focused on improving recruitment, retention, professional development, and workplace environments. Implementing targeted interventions supported by robust research can enhance nurse satisfaction, reduce burnout, and elevate patient care standards. These strategies are crucial to filling LMH’s 75 vacant nursing positions, stabilizing staffing ratios, and promoting high-quality, safe healthcare delivery.

References

Alshahrani, M. M. (2022). Tackling nursing shortages: The role of financial incentives and improving public perceptions of the profession. International Nursing Review, 69(2), 210–219. https://doi.org/10.1111/inr.12746

Beauvais, A. M., Stewart, J. G., & DeNisco, S. M. (2023). The financial impact of nursing shortages on healthcare systems. Journal of Nursing Administration, 53(1), 14–19. https://doi.org/10.1097/NNA.0000000000001210

NURS FPX 8045 Assessment 7 Literature Review

Hosseini, M., Sedghi, S., & Nikbakht-Nasrabadi, A. (2024). Evidence-based nursing practice using PICOT framework: A scoping review. BMC Nursing, 23(1), 112. https://doi.org/10.1186/s12912-024-01135-8

Kueakomoldej, S., Chanprasert, S., & Wongpakaran, T. (2022). Addressing nurse retention through financial support and continuing education: A mixed-methods study. Journal of Nursing Management, 30(3), 563–571. https://doi.org/10.1111/jonm.13580

Lasater, K. B., Aiken, L. H., Sloane, D. M., French, R., Martin, B., Reneau, K., & McHugh, M. D. (2021). Implications of inadequate nurse staffing for patient outcomes. Medical Care, 59(8), 682–688. https://doi.org/10.1097/MLR.0000000000001567

Nantsupawat, A., Srisuphan, W., Kunaviktikul, W., Wichaikhum, O. A., Aungsuroch, Y., & Aiken, L. H. (2022). Nurse staffing levels and patient outcomes: A cross-sectional study in Thailand. International Journal of Nursing Studies, 124, 104099. https://doi.org/10.1016/j.ijnurstu.2021.104099

Niskala, S., Kunaviktikul, W., Turunen, H., & Kvist, T. (2020). Nursing education and training as predictors of job satisfaction: A systematic review. Nurse Education Today, 90, 104440. https://doi.org/10.1016/j.nedt.2020.104440

Oates, J., Murray, S. F., & Williamson, G. R. (2020). Retaining experienced nurses: The role of workplace environment and professional development. Journal of Nursing Management, 28(5), 1110–1117. https://doi.org/10.1111/jonm.13076

NURS FPX 8045 Assessment 7 Literature Review

Peutere, L., Partanen, P., Kvist, T., Vehviläinen-Julkunen, K., & Turunen, H. (2020). Nurse staffing levels and adverse patient events: A register-based study. Journal of Clinical Nursing, 29(13-14), 2492–2500. https://doi.org/10.1111/jocn.15254

Pressley, T., & Garside, J. (2023). Nurse retention strategies in healthcare organizations: A systematic review. Nursing Open, 10(1), 380–390. https://doi.org/10.1002/nop2.1256

Suprapto, D., Effendy, C., & Rustina, Y. (2023). Professional development and its impact on nurse retention and care quality. Belitung Nursing Journal, 9(1), 12–20. https://doi.org/10.33546/bnj.2129

Tamata, M., & Mohammadnezhad, M. (2023). Global nursing shortages: Causes, consequences, and potential solutions. Human Resources for Health, 21(1), 3. https://doi.org/10.1186/s12960-022-00796-w

Vries, H. D., Tummers, L., & Bekkers, V. (2023). The effects of organizational climate and leadership on nurse job satisfaction: A systematic review. International Journal of Nursing Studies, 141, 104452. https://doi.org/10.1016/j.ijnurstu.2023.104452

Wei, H., Sewell, K. A., Woody, G., & Rose, M. A. (2023). The Convergent Care Theory: A framework to improve nurse retention and workplace collaboration. Journal of Advanced Nursing, 79(2), 491–502. https://doi.org/10.1111/jan.15383