Capstone Project Topic Selection and Approval - Edited
Capstone Project Topic Selection and Approval - Edited
Capstone Project Topic Selection and Approval - Edited
Student’s Name
Institutional Affiliation
Course Name
Professor’s Name
Date
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Problem Statement
Nursing turnover is a problem facing the health services sector that needs to be dressed
carefully. However, Nursing Turnover associated with the inadequacy of nursing staff in clinical
facilities has been an important topic of concern of late. On average lower nurse-to-patient ratio
has resulted in more injuries to the patient, job dissatisfaction, burnout among nurses leading to
Nurses and patients face significant health challenges attributed to nursing turnover. For
the elderly generation, the challenges of injuries and poor medical attention are even worse. They
are caused by the competition for services offered by a small number of overworked and stressed
nurses. Of late, through hospitals, the Government has helped deal with nursing turn over trying
to mitigate the adverse effects of this problem by reducing or eliminating mandatory overtime.
Despite several attempts by the hospitals to eliminate job dissatisfaction and burnout to nurses,
management is also required to employ strategies that would help reduce conflicts within clinical
facilities.
Description
According to NSI Nursing Solutions, in 2019 hospital nursing turnover rate was 15.9%, a
decrease of about 1.3% from 2018. It showed that paediatrics, burn care, and women's health
care recorded the lowest turnover rate while behavioural health and emergency services nurses
reflected the highest turnover rate. High Nursing turnover is caused, high levels of stress among
new nurses, longer shifts and the problem of nurses’ shortages leading to nurses performing
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duties beyond their skills levels and capabilities (Lee & Kim, 2020). Mastering these causes of
nursing turnover, hospitals, under the help of the Government, can come up with ways of
improving nurse retention (Mills et al., 2017). This is because retention will save the cost of
recruiting new nurses whenever some workers leave their jobs. Improving working conditions
and reducing working hours would see fewer chances of burnout among the nurses.
Organizations, nurses and patients all feel the effects of Nursing Turnover. Nurses
burnouts contribute to nurses leaving their jobs due to disappointments, lack of motivation, low
self-esteem and poor communication with others. Despite the disruption of health care services
associated with clinicians leaving their positions, burnouts also cause high financial costs to the
organizations (Dewanto & Wardhani, 2018). A study by the NSI Nursing Solutions shows that a
hospital can lose an average of $3.6 million to $ 6.1 million per year since the average cost of
turnover for a bedside can range between $33,300 and $56,000. Increased suffering on the
patients is also an effect of nursing turnover as very few nurses attend an overwhelming number
This topic will be very significant to the nursing sector. Highlighting the causes and the
possible ways of mitigating the effects of nurses' burnout will put the Organization at a place
where they can deal with the problem quite well. This will improve nurse’s retention, thus
The proposed solutions of nursing turnover include reducing overtime and eradicating
mandatory overtime on nurses. Secondly, developing a system of policies that help nurses air
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their grievances whenever overwhelmed by work. Ensuring adequate nurse staffing ratios and
encouraging a working culture that would promote a healthy relationship between physicians and
nurses will solve this problem (Brook et al., 2019). Solving this problem will promote the safety
References
Halter, M., Pelone, F., Boiko, O., Beighton, C., Harris, R., Gale, J., ... & Drennan, V. (2017).
Lee, E. K., & Kim, J. S. (2020). Nursing stress factors affecting turnover intention among
Brook, J., Aitken, L., Webb, R., MacLaren, J., & Salmon, D. (2019). Characteristics of
Dewanto, A., & Wardhani, V. (2018). Nurse turnover and perceived causes and consequences: a
Riyasat, S., Waqas, A., Azhar, M., Gillani, S. A. R., & Kousar, R. (2017). Causes of Nursing
Mills, J., Woods, C., Harrison, H., Chamberlain-Salaun, J., & Spencer, B. (2017). Retention of
372-385.
Jarrar, M. T., Rahman, H. A., Minai, M. S., AbuMadini, M. S., & Larbi, M. (2018). The function
56.