NURS FPX 8045 Assessment 7 Literature Review Solutions to Address the Practice Gap Based on Analysis and Synthesis of Articles

The participation of nurses at work, job satisfaction, and intention to depart are significant indicators of hospital success, such as LMH. Reducing intention to depart and improving satisfaction help to alleviate the nursing shortage. Nurses’ poor working circumstances and potential risks, such as emotional and physical dangers, can drastically reduce job satisfaction and retention, exacerbating staffing shortages. Challenging workplaces also contribute to the overall negative results in nursing, leading to significant stress due to work and shortages of resources, leading to nurses’ desire to leave their jobs (Wei et al., 2023). Using Convergent Care Theory, Wei et al. (2023) asserted that Nurse turnover can be reduced by employing retention methods such as encouraging workplace cultures, cooperation, and training for skill acquisition. Recognizing factors allows LMH to close the practice gap and improve nurse satisfaction and retention.

Retention of nurses in hospitals such as LMH is contingent on providing opportunities for professional advancement, which increases staff happiness and nursing care abilities. Through a quantitative, analytical approach, Suprapto et al. (2023), underscored the need to develop training resources, advocate for advanced certifications, and provide an appealing workplace to nurses with proficiencies for effective nursing care. Nursing shortages are associated with compromised patient safety, resulting in complications, long hospitalization, and mortality.

NURS FPX 8045 Assessment 7 Literature Review

The register-based study of Peutere et al. (2020), revealed that a 20% rise in inadequate staffing in nursing contributed to a 1.05-fold higher probability of patient fatality. Lack of skill development training leads to poor work experience and satisfaction with nurses’ jobs, ultimately leading to nurses’ understaffing. The studies are crucial to offer an in-depth overview of the factors that lead to nurse shortages in health settings like LMH. A research gap and area of uncertainty exist regarding the role of interprofessional collaboration in improving the practice gap. Further research is needed to learn about the nurses’ perspectives on improving their satisfaction and retention.

Solutions to Address the Practice Gap Based on Analysis and Synthesis of Articles

Recommending solutions and actions to solve the nursing shortage at LMH is crucial to improving the standard of care. Recent research studies also provide convincing evidence supporting the adoption of interventions or solutions focused on improving nurse fulfillment and retention, eliminating the observed practice disparities at LMH. First of all, refining hiring and retention processes based on retention and recruitment policy intervention enhances the nurse’s satisfaction. Offering compensation packages and increments can encourage nurses and boost their satisfaction and retention. The research by Alshahrani (2022), underlined the vital significance of changing the adverse impression of nursing, improving wage packages, and the continuing retention of older nurses in solving the shortage of nurses.

Secondly, promoting a positive workplace setting for nurses can aid in reducing nurses’ burnout and turnover rates. Providing a courteous atmosphere, interpersonal support, and a proper balance between work and personal life are critical actions in boosting the retention of nurses. Vries et al. (2023), undertook a systematic evaluation to analyze the impact of workplace conditions on retaining nurses and contentment in hospitals. The study discovered that inadequate nursing leadership and administration and an unappealing job setting contribute to nurse burnout. Research emphasizes the importance of retention and hiring policies, including positive workplaces, to enhance nurses’ satisfaction and resolve understaffing issues.

NURS FPX 8045 Assessment 7 Literature Review

Offering nurses growth opportunities assists nursing staff in improving their skills and enables them to work in stressful environments efficiently. Skill development training and education also enhance nurses’ satisfaction with their jobs and organizations, resulting in increased intention to retain and reducing understaffing issues. Oates et al. (2020), stated the impact of nurses’ experience in psychological settings on retention and hiring by merging data from multiple research. The researchers proposed that investing in mentoring, nurses’ well-being, and educational opportunities can help improve nurses’ experiences and engagement. Niskala et al. (2020) undertook a meta-analysis that indicated the importance of  educational and training opportunities for nursing staff in determining satisfaction w