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Introduction
It should be noted that evidence-based care practices are fundamental to effective care. Qualitative and quantitative research is a tool for obtaining new medical data and results. In the context of this study, an analysis of nursing turnover associated with dissatisfaction with work processes due to stress is provided. The purpose of this essay is to critically analyze between two qualitative and quantitative research papers and the PICOT issue raised during the training. PICOT: Do individuals (P) gain from enhanced hiring as well as scheduling methods for nurses (I) than strategies presently applied to an institution (C), expressed as improved patient outcomes along with a six-month decrease in nurse turnover (O) after the implementation of the brand-new method (T)?
Quantitative Research
PICOT evaluates the necessity for new strategies to recruit nurses compared to existing human resource management procedures in the organization. For this purpose, independent quantitative research has been analyzed that explores the issue of the approach to maintaining nursing employment rates. The key issue around which quantitative research is built is the dependence of the degree of professional burnout of the nursing staff on various factors. Critique of quantitative research describes two scientific papers that have similar views on the phenomenon of staff turnover. In particular, Schmitt and Schiffman (2019) write that the moral and physical support that nurses must feel throughout their work must be essential to maintain employment in the clinic. Kurnat-Thoma et al. (2017) have no opposing views: they calculate that if nurses get the proper attention, the number of layoffs is being reduced by more than six percent. The researchers separately highlight the current problem with the lack of effect of immersing nurses in the work process. Nurses do not understand whether their labor is meaningful and important to the collective work. As a result, they may feel alienated and useless in their organization.
Stressing the connection with the PICOT issue, it is essential to clarify that both studies are aimed at preserving the current trends in the HR practice of companies. The articles demonstrate the efficiency of the adopted programs, expressed in the reduction of the resignation rate. Moreover, the authors put the problem of training and rendering various assistance to already hired employees in the main focus, which includes familiarization with work processes.
Qualitative Research
Qualitative research focused on the study of stress as a factor of professional burnout of employees of medical institutions. PICOT assumes that the use of better recruitment will show better efficiency than the existing mechanisms of the clinics internal work. Scientific data presented in the Nowrouzi et al. article (2015), partly correlate with this issue. The authors of the paper assume that it is the stress that is the cause of staff dismissal because they are not prepared for the heavy burden of responsibility. The most frequent problems that researchers talk about lie in the plane of overtime, challenging working hours, and, certainly, the death of patients. In other words, staff turnover is directly linked to the ability of supervisors to neutralize the level of the daily stress of employees.
A large-scale meta-analysis of 54 sources conducted in a qualitative study showed the importance of improving nursing management practices. These techniques can include reducing stress levels and mentoring employees over a while. However, over time, they need to gain independence to maintain the effectiveness of business processes. At the same time, researchers are convinced that it is necessary to design a work environment in which the nurses stay and work are as comfortable and loyal as possible (Bragadà ttir, 2016). This leads to the conclusion that the qualitative research presented in this context does not support the idea of PICOT. Instead of creating new recruitment practices, the concepts used in work have to be changed.
References
Bragadà ttir, H. (2016). Recognize the symptoms of great workplaces in nursing as determinants of well-being in the 21st century. Revolutionary, 22(4), 218 225.Â
Kurnat-Thoma, E., Ganger, M., Peterson, K., &Channell, L. (2017). Reducing annual hospital and registered nurse staff turnover A 10-element onboarding program intervention. SAGE Open Nursing, 3, 1-13.Â
Nowrouzi, B., Lightfoot, N., Larivière, M., Carter, L., Rukholm, E., Schinke, R., and Belanger-Gardner, D. (2015). Occupational stress management, and also burnout interventions in nursing, and also the implications of theirs for superior work environments. Occupational Health and Safety, 63(7), 308 315.Â
Schmitt, C. A., & Schiffman, R. (2019). Perceived needs and coping resources of newly hired nurses. SAGE Open Medicine, 7, 1-9.Â
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