These issues did not correlate in any explicit way with the level of education that the nurse had received, which indicates that there may be more to the problem of staffing shortages than education alone can solve.
The study by Zboril-Benson (2016) also focuses on absenteeism and why it is occurring in the nursing industry. The researcher notes that, like Baydoun et al. (2016), absenteeism is a costly factor for organizations and one that has to be reduced substantially in order for facilities to maintain high standards of care for patients. The problem is that organizations are unable to tend to the issue for a lack of understanding why it occurs in the first place. Zboril-Benson (2016) notes that there is “relatively little cumulative knowledge regarding its determinants” and that her approach was designed to establish a better understanding of why staffing shortages occurred (p. 89). To that end Zbori-Benson (2016) conducted a quantitative, non-experimental study that examined why 2000 front-line nurses in Canada called in to work or did not show. What the researcher found was that an astonishing 450 respondents admitted to seriously considering quitting the nursing field because of overwork and stress. Moreover, the researcher found that the less job satisfaction there was among nurses, the more likely absenteeism was to occur. In other words, negative workplace environments created a feedback loop in which staffing shortages occurred, which fueled the worsening of the workplace environment by creating more stress for the nurses and compelling more of them to want to quit. The researcher did not examine the correlation of education levels with commitment to the nursing profession within the context of staffing shortages but rather focused on social complaints connected to the problem.
The study by AbuAlRub et al. (2016) looked at the connections between workplace environment, job satisfaction among nurses, and the nurses’ intention to stay in the profession. It also examined the predictive power of the nurses’ intention to stay in the profession within the context of staffing shortages. The researchers used a descriptive correlational method to obtain data from 330 nurses working in Jordanian hospitals. The study’s findings showed that there was a significant link between job satisfaction and the workplace environment. Logistic regression analysis was used to identify the predictive power of the variables housing, job satisfaction and workplace—each having predictive abilities. The researchers thus concluded that in order to stop staffing shortages, health care organizations must set about providing a better workplace culture and environment where nurses want to work, feel good about working there, and look forward to their job because it gives them satisfaction in life. Without these qualities and characteristics in place, the health care facility is likely to continue to experience staffing shortages that will never be adequately addressed. The study made no indication of education levels as a factor or variable in the outcome of nurses’ intention to stay in the profession or to continue on at the organization.
The study by Walker (2017) identified a number of factors related to the problem of staffing in nursing. Walker (2017) viewed an aging population and an aging workforce as factors in the problem. She also viewed a lack of specialty or higher-level education as a factor. Mobility within the nursing industry and a shortage of nurse educators were also cited as factors. Walker’s (2017) study thus identified two school-related factors that may impact the problem of staffing in nursing organizations: a lack of higher education and a lack of teachers to provide instruction. In other words, the shortage is not one that is restricted specifically to the nursing industry: it also touches and is touched by the lack of nurse educators in the educational industry. The problem that Walker (2017) sees in her qualitative assessment of the issue is that there is too little connection between the workplace environment where professionals live and the educational environment where the researchers and academics live. The real-world experience of the nursing field has to be better integrated into the educational field so that nurses can be better prepared for the future—this is the main conclusion of Walker’s (2017) study.
Aboshaiqah (2016) examines the problem of nursing shortages in Saudi Arabia…
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1%." (AACN, 2008) VII. Negative Affects of Nursing Shortage on Patient Care Study findings indicate that a connection exists between adequate nursing staffing and patient care and specifically state in the findings of the latest studies published in the journals of Health Services Research (August 2008) and the Journal of Nursing Administration (May 2008) are findings that confirm previous study findings linking education level and patient outcomes. This indicates that "…efforts to
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