Design A descriptive correctional and cross-sectional design was used for this study (Donahue, Piazza, Griffin, Dykes, & Fitzpatrick, 2008). But according to Donahue et. al., (2008), a longitudinal study would have been beneficial to use in determining the relationship of nurse’s empowerment and patient satisfaction. The hypothesis of the study was to determine if there is a positive relationship between nurse’s perceptions of empowerment and patient satisfaction. The purpose of this study was to “explore the relationship between nurses’ perceptions of empowerment and patient satisfaction” (Donahue et al., 2008, p. 2). There was no treatment or intervention included in this study. The variable included in this study was nurse empowerment …show more content…
Confidential containers were also located through out the hospital. Press Ganey Associates collected patient’s satisfaction. The sampling methods were adequate. There were a total of 259 participating nurses representing 58% return rate. One hundred fourteen patient survey participants were needed for a power of .8 and alpha of 0.5 but the sample size was more than expected. There were 622 from inpatients, 679 from ambulatory surgery and 305 from the emergency department (Donahue et al., …show more content…
Conditions of Work Effectiveness Questionnaire II (CWEQ-II) was used to measure nurse’s empowerment while the Press Ganey Associates Patient Survey was used to measure patients satisfaction. To test the CWEQ-II scale, Cronbach’s coefficient alpha was used. The result of the CWEQ-II alpha was .778. Cronbach’s alpha acceptable values were from .803 to .851. Using the conduct validity the results was acceptable. Pearson’s product-moment correlation coefficient was used to compute the patient’s satisfaction in relation to nurse’s empowerment. The result showed positive significant correlation between the score from CWEQ-II and Press Ganey Overall Satisfaction scores (r = .052; p < .05). Cronbach’s alpha value was used and resulted in reliability value of .98. The instruments used in the study were previously made before the study was conducted. A physiological measure was not used in this study (Donahue et al.,
McGlynn, K., Griffin, M. Q., Donahue, M., & Fitzpatrick, J. J. (2012). Registered nurse job satisfaction and satisfaction with the professional practice model. Journal of Nursing Management, 20 (2), 260-265. Retrieved from the Walden Library databases.
A diverse range of elements affects patient experiences in relation to the quality of nursing care. However, nurses often have to reconcile systemic biases with their desire to provide nursing care that 's based on patient needs and preferences. Establishing autonomy over their own practice in order to improve patient experiences is considered optimal.
With the ongoing changes in the healthcare field, nursing workforce retention presents itself as one of the greatest challenges facing healthcare systems today. According to the American Nursing Association, nursing turnover is a multi-faceted issue which impacts the financial stability of the facility, the quality of patient care and has a direct affect on the other members of the nursing staff (ANA, 2014). The cost to replace a nurse in a healthcare facility ranges between $62,100 to $67,100 (ANA, 2014). The rising problem with nursing retention will intensify the nursing shortage, which has been projected to affect the entire nation, not just isolated areas of the country, gradually increasing in its scope from 2009 to 2030 (Rosseter, 2014). The nursing shortage is directly related to the increased rate of the population growth, the decrease in enrollment of new nursing students, the aging population as well as the problem of nursing retention (STTI, 2014). In order to determine interventions that are necessary to retain the nursing workforce, evidence-based research must be reviewed to understand strategies needed to alleviate this problem. The literature reviewed shows a direct relationship between nursing retention and the satisfaction of the nurses with the environment in which they work. The healthcare environment, as seen from a nurse’s perspective, is affected by many factors such as the autonomy of the nurses, the support from leadership, the opportunities for professional development and the quality of the relationships between the nurses and other disciplines. These factors should be analyzed and then interventions should be undertaken to improve these aspects of the nursing environment and minimize items that le...
...istency in policies from healthcare organization to healthcare organization. However, the recommendation to achieve magnet status does provide some concrete steps administrators can take to position their organization favorably with nurses. An additional limitation of this study is the methodology. The study was conducted using surveys. The authors did receive a limited response set, 459 responses were received. That presents issues when analyzing the impact of demographics on nurse satisfaction, as there may be very limited responses from specific demographics. The inherent recall bias associated with this type of survey provides another limitation. A final limitation is that the survey is a cross-section, providing perspective at one point in time. A longitudinal study may have different results, especially as it relates to the retention of nursing staff members.
The new nurses may feel bullied and become inclined to leave nursing prematurely. Bullying can be pervasive in the workplace environment and in a study of 612 new graduate nurses, 14% cited this as a significant factor in their decision to leave the profession (D’ambra & Andrews, 2014). Further evidence regarding new nurse retention rates come from a study done at The Children’s Hospital of Michigan. Prior to advocating for higher nurse retention, they had first year new nurse hire retention rates as low as 50% (Hillman & Foster, 2011). Workplace environment and burnout influence new nurse retention as well as high new nurse turnover. Therefore institutions who address these issues with interventions that promote nurse empowerment provide a protective factor and source of positivity for new
Job satisfaction was found to be the high for both groups of nurses. Patients also reported high satisfaction with their care by both groups. There was no significant difference found in the amount of documentation on patient pain and nausea and the following of NCCN guidelines for CINV management. The researchers reported that they analyzed the data using SPSS 15.0. The researchers used independent sample t tests to determine the differences in nurse knowledge, symptom management, patient satisfaction, and nurse satisfaction between the groups. The only result that was statistically significant was the level of pain knowledge between certified and noncertified nurses. The certified nurses had a 0.02 difference, making it significant at the alpha level of 0.05. The fact only one dependent variable was found to be statically significant indicates that this study was not able to fully support its hypothesis and that the study had overall weak results. The researchers used t-tests, a form of inferential statistics, to calculate if certification caused differences in the dependent variable. The authors also used characteristics of descriptive statistics such as mean, range, and frequency. They talk frequency by using percentages to report the patient and nurse demographics. They also use percentages when
In 2011, The Institute of Medicine (IOM) published its recommendations for how to improve the nursing practice and promote recognition of nursing as a profession. IOM’s report consisted of some key suggestions, such as increasing the proportion of nurses with a bachelor degree, expanding leadership opportunities and nursing leadership development, eliminating barriers to practice to the full extent, and creating an effective workforce that resolves health policy issues (Institute of Medicine [IOM], 2011). Since the power to implement those recommendations does not belong to nurses only, the key suggestions were also addressed to government, health care institutions, organizations, and health care professionals. Together, these groups have the ability to better the nursing profession and support its recognition among public as well as health care industry.
Azizi-Fini, Mousavi, Mazroui-Sabdani, and Adib-Hajbaghery used a questionnaire to structure a descriptive research design. This research study was used to identify, specifically, which characteristics of the nursing staff unequivocally affect patient fulfilment (Azizi-Fini, Mousavi, Mazroui-Sabdani, & Adib-Hajbaghery, 2012). This study follows an applied research format, as the question is already answered. It is understood that the care provided by nurses affects patient satisfaction, but now Azizi-Fini et al. want to answer the question in more detail. The research process approach used is quantitative. A quantitative approach was the best approach, because the researchers need specific questions answered in order to form an appropriate outcome.
Effective delegation by registered nurses (RNs) is not a recent concern within nursing and health care management, nor is it tied to economic down or upswings, but rather to the quality of the health care provided and patient outcomes. Therefore effective delegation by nurses is of concern at all times (Kærnested & Bragadóttir (2012).
According to Chinn (2013), empowerment is the growth of personal strength, power, and ability to enact one’s will and love for self in the context of love and respect for others (p.11). On the contrary, disempowerment is the forcible denial by one or more persons in a position of power over the rights and choices of another person (Farlex, 2012). Both examples of empowerment and disempowerment are seen in today’s clinical practice among nurses and other health care professionals. In this essay, a narrative piece discussing an empowering incident that I experienced within a clinical placement will be of main focus. An analytical summary will also be discussed regarding the factors
Nurse job satisfaction, is a demanding test for healthcare institutions, as labour cost are increasingly high as we have to outsourced for foreign talents and as discussed above, shortage are common. Retention of nurses is much depends on how nurses are satisfied with their job. When higher levels of job satisfaction are experienced, there is an increased in morale and commitment which makes it more possible that a
Among caregiving institutions, patient satisfaction is an important, but historically neglected, concern that administrators now view differently. Traditionally, medical institutions have not focused on this issue, because other matters often supersede this priority. However, as fiscal matters move to the forefront, encouraging patients to return when the need may arise is a top priority. Taking a lesson from the business world, cultivating patient advocates is the solution to meeting financial goals in the healthcare setting.
An empowered patient is one who actively participates in their health care. They are control of every aspect of their health and collaborate with health team members when there are issues concerning their body. The health care team may include physicians, nurses, pharmacist, assistants, and family members that may contribute to providing information in making decisions. A team that “approach patients as equal partners is the key to patient empowerment”. (Burkhart & Nathaniel, 2008, p. 518)
Providing direction and supportive leadership has a positive impact on patient safety. Nursing staff perform better when they have a supportive environment, which leads to fewer medication errors, reduced hospital acquired infections and fewer mortalities (Joseph, & Huber, 2015). Staff and patients should be provided with direction that enhances learning so appropriate health care decisions can be made. This can be achieved through empowerment
In this paper I will be discussing the mission, vision, values, and stated goals of the organization where I am employed. I will describe the nursing mission within my organization, as well as within my unit I work on. I will describe my individual role in meeting my unit’s mission or goals. I will describe the structure of my nursing unit, whether or not it is a centralized or decentralized model. I will provide two pros and two cons of my organization’s nursing model. Based on my analysis, I will provide a conclusion describing ways in which nursing could strengthen the mission and vision and organizational structure of nursing, as well as providing two examples of this.