Business Question

Dear Freelancer, revise the attached paper according to the teacher’s comments.

The teacher said “I only need The researcher’s question sentences fixed that is all. I need them to be 4-7 sentences in narrative format. Below that are sentences that explain the research with references. This was my only request to change my research questions into 4-7 sentences and in narrative format ” only the attached part should be fixed.

Name
Cognate: Healthcare Administration
Constructivist Paradigm
Qualitative
Exploring High Turnover Rates in the Nursing Industry
General Problem Statement
•
The general problem to be addressed is the high turnover rates among nurses in the
healthcare industry, resulting in operational disruptions and financial losses.
o Hu et al. (2022) found three key factors crucial for nurses to stay in their roles
were career identities, personal aspirations, and professional satisfaction; the
study also suggests improving the workplace environment and changing people’s
attitudes towards work in healthcare settings.
o Lavoie‐Tremblay et al. (2022) discovered that the COVID-19 pandemic
significantly increased nurse turnover, negatively impacting the quality of
healthcare services.
o A study by Bae (2022) highlighted nurse turnovers, which impact the cost of
training a new nurse at $88,000, with an annual turnover rate resulting in a
substantial financial loss of $1.9 million.
•
The specific problem to be addressed is the potential for operational and financial
consequences faced by home healthcare facilities in southern Virginia, resulting in
possible high nurse turnover rates which hinder their ability to maintain effective patient
care and staff morale.
•
Relationship to Cognate – The study is within the healthcare administration cognate as it
will assist in providing direction and focus to healthcare organizations challenge of
retaining nurses. Bae (2022) suggested that by addressing nurse turnover, organizations
can improve retention rates, increase employee satisfaction, and enhance the
organization’s overall effectiveness and efficiency.
•
Research Questions
o RQ1 – What are the primary factors contributing to nurse turnover in home
healthcare facilities in southern Virginia?
•
RQ1a – To what extent does the work environment influence nurse
turnover in these facilities?
•
RQ1b – How does leadership style impact nurse turnover in home
healthcare settings?
o RQ2 – What are the operational and financial consequences of nurse turnover for
public hospitals in the southern United States?
o RQ3 – What strategies can be implemented in home healthcare facilities in
southern Virginia to enhance nurse retention, particularly by addressing career
identities, personal aspirations, and professional satisfaction, in order to mitigate
operational disruptions and financial losses?
Introduction
Nurse turnover rates have been a persistent concern in the healthcare industry, affecting
patients, institutions, and finances. The problem is widespread, manifesting in personnel
shortages, low morale, and high costs. Research suggests that career identity, personal
aspirations, and professional fulfillment are key factors in nurse retention. The COVID-19
pandemic has exacerbated the issue, leading to increased turnover rates and worse healthcare
outcomes. This study aims to investigate the reasons for high nurse turnover rates and their
effects, with the goal of designing measures to improve retention and reduce costs in healthcare
organizations. By doing so, the research aims to enhance operational efficiency and improve
patient health and workforce welfare.
RQ1 – What are the primary factors contributing to nurse turnover in home healthcare
facilities in southern Virginia.
The research aims to identify the factors that cause nurse turnover in home healthcare settings in
southern Virginia. High nurse turnover rates have significant financial and operational
consequences for healthcare institutions, making it a crucial issue to address. Previous studies
have shown that job satisfaction is a key factor in nurse turnover, and improving job satisfaction
can reduce turnover rates. The study explores how the work environment, leadership style, and
other factors influence nurse turnover. The research questions examine how the work
environment affects nurse turnover, how leadership style impacts nurse turnover, and what
factors contribute to nurse retention. By understanding these dynamics, the study aims to provide
concrete solutions to improve nurse retention, reduce turnover rates, and maintain operational
efficiency and care quality.
RQ2 – What are the operational and financial consequences of nurse turnover for public
hospitals in the southeastern United States.
This research question focuses on the impact of nurse turnover on public hospitals in the
southeastern United States. The study aims to understand how nurse turnover affects the
operational and financial status of these hospitals, including the adverse effects on patient care
and costly turnover-related costs. By examining the operational and financial implications of
high nurse turnover rates, the study aims to identify areas where interventions can be made to
improve retention rates and reduce operational disruptions. The study highlights the importance
of implementing proper retention measures to prevent these effects and improve healthcare
delivery. The research also aims to provide a comprehensive understanding of the economic
pressures that hospitals face due to high nurse turnover rates, including both direct and indirect
costs.
RQ3: What strategies can be implemented in home healthcare facilities in southern
Virginia to enhance nurse retention, particularly by addressing career identities, personal
aspirations, and professional satisfaction, in order to mitigate operational disruptions and
financial losses.
The research question focuses on finding strategic interventions to improve nurse retention in
southern Virginia, which is critical to addressing operational and financial issues in the
healthcare system. The question explores factors such as career identity, individual goals, and
job satisfaction that influence nurses’ decisions to stay or leave. Studies have shown that career
development programs and recognition initiatives can enhance job satisfaction and reduce
turnover intentions among nurses. Implementing these strategies can help stabilize the
workforce, reduce costs, and improve patient care. The goal is to develop a framework that
improves nursing standards and supports professional growth, ultimately enhancing the
efficiency of healthcare services in the region.
Specific Problem Sentence Coverage
The research questions aim to understand the root causes of high nurse turnover rates in
the healthcare sector, specifically in home healthcare organizations in southern Virginia. The
three research questions focus on different factors that contribute to nurse turnover, including
workplace and leadership factors, operational and financial effects, and strategies for retaining
employees. The study will target nurses in Southern Virginia to understand the specific
challenges and requirements of nurses in the home care setting. By improving nurses’ career
identification and job satisfaction, the study aims to enhance staff morale and operations
stability, ultimately ensuring quality patient care. The study seeks to address the operational
disturbances and financial losses caused by nurse turnover, as well as improve the work
experience of nurses and healthcare standards.
References
Bae, S. (2022). Noneconomic and economic impacts of nurse turnover in hospitals: A systematic
review. Internal Nursing Review, 69(3), 392-404 https://doi.org/10.1111/inr.12769.
Hu, H., Wang, C., Lan, Y., & Wu, X. (2022). Nurses’ turnover intention, hope and career
identity: The mediating role of job satisfaction. BMC Nursing, 21(1), 43
https://doi.org/10.1111/jonm.13462.
Lavoie-Tremblay, M., Gelinas, C., Aube, T., Tchouaket, E., Tremblay, D., Gagnon, M., & Cote,
J. (2022). Influence of caring for COVID-19 patients on nurse’s turnover, work
satisfaction and quality care. Journal of Nursing Management , 30(1), 33-43
https://doi.org/10.1186/s12912-022-00821-5.