Qualitative Research Critique Essay

High rates of staff disorder in nursing homes is non a recent phenomenon. As far back as the mid-1970s studies take a leak documented average turnover rates for registered nurses (RNs), accredited vocational nurses (LVNs) and advised nurses aides (CNAs) ranging between 55% and 75% (Mor,V., Mukamel, D.B., & Spector,W. D. 2009, 1). extensive term carry on facilities (LTC) have staffing issues related to the high turnover of licenced staff. The effect can have a heavy financial shoot and besides affect the care exposen to resident physician physicians. M any ask the header wherefore is it disfranchised to attract and keep nurses at a vast term facility. The International Journal of Nursing Studies conducted a qualitative think titled Making tradeoffs between reasons to make for and reasons to squelch employed in semipermanent care homes Perspectives of licensed nursing staff (Boscart, V.M. Bowers, B., Brown, M., & McGilton, K. S. 2014, 917). This playing field focu ses on how the nurses feel about where they reckon and what makes them want to leave or mystify at a job.Problem StatementThe high turnover of licensed staff in nursing homes, it not only effects the residents quality of care and the morale among staff members, and is also actually costly to the facility. The purpose of the study was to bring in what influences nursing staff to cover at a LTC facility. There have been studies conducted in the past only if they were primarily done with nonlicensed staff or within the acute care setting. The goal of this study was to gain insight on how to retain nurses in LTC facilities. This study is significant as administrators in LTC facilities have a hard time attracting and retaining licensed nursing staff. When on that point is a high turnover of staff, it can affect the care of residents and morale of staff in a negative way, and is very costly.Purpose and Research QuestionsThe purpose of the study was to understand what factors influe nce nurses to make a decision to stay at an LTC facility. The questions that the studydetermined to answer was what is the motivations that nurses have that sustain them to stay at their commit facility? Another question would be what are the reasons or factors that would cause a nurse to terminate their employment? The purpose and questions related to the chore the findings resulted in learning about what is valuable to nurses when they are making decisions to stay or terminate employment. The methods used in this study were stated as qualitative descriptive. The adjudicate size was 17 RNs and 24 LPNs which, for a qualitative study is sufficient. The participants were mostly feminine with an average age of 48 years.They interviewed staff from seven different LTC homes crosswise Ontario, Canada. Prior to the study, permission was obtained from the Toronto Rehabilitation Institute Research Ethics Board, and also from the administrators of each facility. The interrogationers al so obtained consents from staff who were interested in participating in the study, prior to setting up focus crowds Each focus group was digitally recorded confidentiality was assured and information was analyzed, coded, and reached a level of saturation. The sample was sufficient to explore and develop analytic generalizations about working raft that influence the nurses intention to stay in LTC facilities (Boscart, V. M., Bowers, B., Brown, M., & McGilton, K.S.2014).Literature ReviewThe agent used several qualitative resources that were cited throughout their article, and were dated from the year 2000-2012, which is applicable to this type of study. The author clearly states the gaps of the study were that no retention research had been completed in LTC settings. Limitations were listed as interviewing both LPNs and RNs together. This could have been a limitation for the LVNs as they whitethorn have felt intimidated to discuss information with their supervisors present. Discus sions about their intentions of leaving, or the factors they feel make the work environment less than desirable. The research workers tried to calumniate that problem by having staff attend focus groups with others that they did not work directly with. Another limitation was possible bias, as the lead researcher was a nurse. All members of the research team reviewed the findings to minimize any dominance bias (BoscartV. M., Bowers, B., Brown, M., & McGilton, K.S.2014). The study gave helpful insights to retaining staff, but the studydoes not give any information about whether any of the facilities actually implemented any of the employees ideas.Conceptional/ Theoretical FrameworkThe author did not identify a specific theory or perspective from which the study was developed. The theory that most relates to this study is the Herzbergs two-factor theory.This theory examines the reasons employees are satisfied or dissatisfied with their jobs. From this research, Herzberg suggested a two-step approach to understanding employee motivation and satisfaction which were hygiene factors and motivator factors (Riley, J., 2012, paragraph 1). This theory gives valuable information to employers on what is meaning(a) for employee satisfaction and for retaining employees.Several themes resonated throughout the article, a few of the main ones were why the nurses were staying in LTC, which was because of the relationships they had with the residents and their coworkers. The framework that was developed from the studies indicated why nurses stay or leave a job. Some of the reasons listed for terminating a job were regulations in LTC that effect exercise flexibility, and not being able to exercise professional judgment. The lack of certificatory leadership and personal commitments were also mentioned. Nurses listed reasons to stay as relationships with the residents, their coworkers, and having opportunities to learn and be educated.ConclusionAs evidenced in the study, ther e are many another(prenominal) reasons for leaving or staying at a job. With high turnover there are many disadvantages for the facility as well as the resident and employees. The study indicated what was important to nurses for job satisfaction. With the shortage of nurses and the difficulty in retaining nurses in the LTC facilities, this information could be very crucial to those who hire nurses in these settings. For prospective studies it would be good to follow up and see if any of the facilities in the study implemented the information given by the staff. This study is important for nursing, as it gives nurses a chance to voice their concerns and give employers the opportunity to make changes.ReferencesBoscart. V. M., Bowers, B., Brown, M., & McGilton, K.S. (2014). Making tradeoffs between the reasons to leave and reasons to stay employed in long-term care homes Perspectives of licensed nursing staff. InternationalJournal of Nursing Studies,51(6). 917-926.dpo10/1016/j.ijnurs tu.2013.10.015 Mor, V., Mukamel, D.B., & Spector, W. D. (2009). The costs of turnover in nursing homes. The Costs of Turnover in Nursing Homes. Retrieved from www.ncbi.nlm.nih.gov/ National Center for Biotechnology Information Riley, J. (2012). Motivation possibility Herzberg. From Motivation Theory Herzberg Tutor2u Retrieved from www.tutor2u.net/business/people/motivation_theory_herzberg.asp