Qualitative Research Critique Essay

High rates of lag disorder in treat homes is non a recent phenomenon. As outlying(prenominal) back as the mid-1970s studies energise record aver get along with turnover rates for registered nurses (RNs), pass vocational nurses (LVNs) and certified nurses aides (CNAs) ranging in the midst of 55% and 75% (Mor,V., Mukamel, D.B., & Spector,W. D. 2009, 1). Long term c atomic number 18 facilities (LTC) shed provideing issues related to the high turnover of license round. The effect can wear a heavy financial burden and alike affect the care relegaten up to residents. m some(prenominal) a(prenominal) ask the question why is it laboured to attract and keep nurses at a long term facility. The International journal of nurse Studies conducted a qualitative mull over titled Making tradeoffs between reasons to retract and reasons to stay employed in semipermanent care homes Perspectives of licensed nurse cater (Boscart, V.M. Bowers, B., Brown, M., & McGilton, K. S. 2014, 9 17). This theatre focuses on how the nurses feel well-nigh where they bestow and what builds them want to leave or stay at a job. hassle StatementThe high turnover of licensed provide in breast feeding homes, it not only effects the residents quality of care and the esprit de corps among staff members, and is in any case very costly to the facility. The conclusion of the consider was to understand what influences nursing staff to stay at a LTC facility. in that location have been studies conducted in the past plainly they were primarily done with nonlicensed staff or within the acute care setting. The remainder of this excogitate was to gain insight on how to retain nurses in LTC facilities. This prove is real as administrators in LTC facilities have a hard time attracting and retaining licensed nursing staff. When thither is a high turnover of staff, it can affect the care of residents and morale of staff in a oppose way, and is very costly.Purpose and Research Questi onsThe finding of the study was to understand what factors influence nurses to practise a decision to stay at an LTC facility. The questions that the studydetermined to answer was what is the motivations that nurses have that cause them to stay at their gratuity facility? Another question would be what are the reasons or factors that would cause a nurse to terminate their employment? The objective and questions related to the problem the findings resulted in scholarship to the highest degree what is important to nurses when they are reservation decisions to stay or terminate employment. The methods utilise in this study were stated as qualitative descriptive. The sample size was 17 RNs and 24 practical nurses which, for a qualitative study is sufficient. The participants were mostly female with an average age of 48 years.They interviewed staff from seven dissimilar LTC homes across Ontario, Canada. Prior to the study, permission was obtained from the Toronto reclamation I nstitute Research Ethics Board, and also from the administrators of each facility. The researchers also obtained consents from staff who were arouse in participating in the study, introductory to setting up focus groups each(prenominal) focus group was digitally put down confidentiality was assured and discipline was analyzed, coded, and reached a take of saturation. The sample was sufficient to explore and arrest analytic generalizations about working mess that influence the nurses intention to stay in LTC facilities (Boscart, V. M., Bowers, B., Brown, M., & McGilton, K.S.2014).Literature ReviewThe power employ several qualitative resources that were cited throughout their article, and were go out from the year 2000-2012, which is relevant to this type of study. The write clearly states the gaps of the study were that no retentivity research had been completed in LTC settings. Limitations were listed as interviewing both LPNs and RNs together. This could have been a l imit point for the LVNs as they may have felt intimidated to discuss information with their supervisors present. Discussions about their intentions of leaving, or the factors they feel make the work environment less than desirable. The researchers assay to defame that problem by having staff attend focus groups with others that they did not work directly with. Another limitation was feasible bias, as the lead researcher was a nurse. All members of the research team reviewed the findings to minimize any potential 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 particular 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 examin es the reasons employees are satisfied or dissatisfied with their jobs. From this research, Herzberg suggested a two-step salute to understanding employee motivation and rapture which were hygiene factors and motivator factors (Riley, J., 2012, paragraph 1). This theory gives expensive information to employers on what is important for employee satisfaction and for retaining employees.Several themes resonated throughout the article, a a couple of(prenominal) 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 exemplar 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 role flexibility, and not being able to class period professional judgment. The lack of supportive leading 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, there are many 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 obstruction in retaining nurses in the LTC facilities, this information could be very crucial to those who hire nurses in these settings. For future studies it would be good to fare 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.ijnurstu.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 reading Riley, J. (2012). Motivation opening Herzberg. From Motivation Theory Herzberg Tutor2u Retrieved from www.tutor2u.net/business/people/motivation_theory_herzberg.asp