Qualitative Research Critique Essay

High rates of mental faculty overthrow in care for homes is not a recent phenomenon. As far back as the mid-1970s studies have documented fairish perturbation rates for registered nurses (RNs), licensed vocational nurses (LVNs) and certified nurses support (CNAs) ranging between 55% and 75% (Mor,V., Mukamel, D.B., & Spector,W. D. 2009, 1). Long term financial aid facilities (LTC) have laging issues related to the high turnover of licensed staff. The arrange cease have a heavy financial burden and also run into the financial aid given to residents. M any ask the question why is it hard-fought to attract and keep nurses at a long term ease. The transnational ledger of Nursing Studies conducted a qualitative survey titled fashioning tradeoffs between reasons to leave and reasons to stay assiduous in long-term c ar homes Perspectives of licensed nursing staff (Boscart, V.M. Bowers, B., Brown, M., & McGilton, K. S. 2014, 917). This claim focuses on how the nurses obtain about where they ferment and what makes them want to leave or stay at a job.Problem StatementThe high turnover of licensed staff in nursing homes, it not only effects the residents quality of care and the morale among staff members, and is also very pricey to the facility. The purpose of the study was to understand what operates nursing staff to stay at a LTC facility. There have been studies conducted in the past but they were originally done with nonlicensed staff or within the acute care setting. The aspiration of this study was to gain insight on how to retain nurses in LTC facilities. This study is signifi placet as administrators in LTC facilities have a hard judgment of conviction attracting and retaining licensed nursing staff. When there is a high turnover of staff, it can affect the care of residents and morale of staff in a nix way, and is very costly.Purpose and Research QuestionsThe purpose of the study was to understand what factors solve nurses to mak e a decision to stay at an LTC facility. The questions that the study  inflexible to answer was what is the motivations that nurses have that cause them to stay at their present facility? Another question would be what are the reasons or factors that would cause a nurse to terminate their employment? The purpose and questions related to the problem the findings resulted in containing about what is important to nurses when they are making decisions to stay or terminate employment. The methods used in this study were stated as qualitative descriptive. The sample size was 17 RNs and 24 licensed practical nurses which, for a qualitative study is equal. The participants were mostly female with an average age of 48 years.They interviewed staff from seven different LTC homes across Ontario, Canada. forward to the study, permission was obtained from the Toronto Rehabilitation Institute Research Ethics Board, and also from the administrators of distributively facility. The searchers also obtained consents from staff who were interested in participating in the study, former to setting up focus groups Each focus group was digitally recorded confidentiality was assured and information was analyzed, coded, and reached a level of saturation. The sample was sufficient to explore and develop analytic generalizations about working circumstances that influence the nurses intention to stay in LTC facilities (Boscart, V. M., Bowers, B., Brown, M., & McGilton, K.S.2014).Literature ReviewThe germ used several qualitative resources that were cited throughout their article, and were dated from the year 2000-2012, which is applicable to this type of study. The author clearly states the gaps of the study were that no retention research had been completed in LTC settings. Limitations were listed as interviewing both LPNs and RNs together. This could have been a limitation for the LVNs as they whitethorn have felt intimidated to discuss information with their supervisors p resent. Discussions about their intentions of leaving, or the factors they feel make the work environment less than desirable. The investigators tried to play down that problem by having staff attend focus groups with others that they did not work directly with. Another limitation was possible bias, as the lead researcher was a nurse. All members of the research team reviewed the findings to minimize any electric potential bias (BoscartV. M., Bowers, B., Brown, M., & McGilton, K.S.2014). The study gave helpful insights to retaining staff, but the study does not give any information about whether any of the facilities actually implement any of the employees ideas.Conceptional/ Theoretical FrameworkThe author did not detect a specific guess or perspective from which the study was developed. The theory that most relates to this study is the Herzbergs two-factor theory.This theory examines the reasons employees are satisfied or dissatisfied with their jobs. From this resear ch, Herzberg suggested a two-step approach to understanding employee motivation and atonement which were hygiene factors and motivator factors (Riley, J., 2012, paragraph 1). This theory gives valuable information to employers on what is important for employee satisfaction and for retaining employees.Several themes resonated throughout the article, a few of the briny ones were why the nurses were staying in LTC, which was because of the relationships they had with the residents and their coworkers. The framework 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 exercise professional judgment. The pretermit of supportive leadership 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 difficulty 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 follow 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 luck 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. International Journal 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 bioengineering Information Riley, J. (2012). Motivation Theory Herzberg. From Motivation Theory Herzberg Tutor2u Retrieved from www.tutor2u.net/business/ mickle/motivation_theory_herzberg.asp