NAME COURSE

PROSED TITLE Transforming Nursing Preceptors by Developing Emotional Intelligence

ADVISE
BACKGROUND OF THE STUDY
Our current nursing workforce is dominated by a baby boomer generation preparing to leave the
profession over the next 12 years and it is estimated the nursing workforce in the United States will lose
nearly 1 million experienced nurses to retirement (Buerhaus, Skinner, Auerbach, & Staiger, 2017). These
nurses have provided countless hours of patient care and accumulated experiences within the profession
that can only be acquired through on the job learning, which is an important attribute for the continuation
of the nursing profession.
Experienced nurses leaving the workforce will establish a gap in nursing knowledge and expertise
requiring an immediate call to action for training newly licensed nurses through preceptorships and
socialization into their new role.
Related Literature / Study References
Lewis, Veville, and Ashkanasy (2017) present a narrative literature
review to investigate current knowledge of emotional intelligence and
its impact on nursing student clinical placement experiences. The Lewis, G.,M., Nevelle, C.,
authors accessed 7 data bases and reviewed 32 articles published Ashkanasy, N., M. (2017).
between 1990-2016 all written in English with a final selection of 10 Emotional Intelligence and
articles to include in the review paper. The results identified four major Affective Events in Nurse
themes associated with EI: buffers stress, reduces death anxiety, Education: A Narrative
promotes effective communication, and leads to improved Review. Nurse Education
performance. The author’s review of literature suggests that EI is a Today, 53, 34-40.
useful adjunct to nurses and can lead to improved academic and clinical
performance.
Carlson and Bengtsson (2015) completed a qualitative study using
focus group interviews with 27 preceptors after completion of a
continuous professional development course. The interviews were
completed 6 months after course completion. Each interview lasted
between 59 and 65 minutes and included one standardized question Carlson, E., & Bengtsson, M.
regarding self-perceived value of being a preceptor after completing the (2015). Perceptions of
professional development education. A follow-up question asking for preceptorship in clinical
further explanation or to provide an example was used to draw more practice after completion of a
detail from those being interviewed. The interviews were recorded and continuous professional
transcribed verbatim then reviewed by each author using naturalistic development course- A
inquiry to illustrate patterns in the interview responses. These results qualitative study part II.
were put in a table identifying the major themes which was then BioMed Central Nursing,
discussed by the authors and each of the themes was placed into a sub 14(1), 1-7.
category. Common themes included preceptor’s perceptions to provide
support, trust, reflection, and identify with professional status. The final
outcomes included data suggesting the preceptors had a sense of
increased competence after completing the course and applying their
new knowledge to nursing practice
Coladonato, A., & Manning, M.L. (2017) designed a study using the
Emotional Quotient Inventory 2.0 (EQI 2.0) assessment tool and
correlating this data to previous job satisfaction scores from the
National Database of Nursing Quality Indicators (NDNQI). The study
took place at a non-profit 245-bed community based acute care hospital
in Pennsylvania. A convenience sample of twenty nurse managers and Coladonato, A., & Manning,
directors were asked to participate in the study by completing the EQI M.L. (2017). Nurse Leader
assessment and n-20 participants fully completed the 133-items. In Emotional Intelligence: How
addition, the previous NDNQI nurse job satisfaction survey was does it Affect Clinical Nurse
completed by 79% (n-476) earlier in the same year. Two subscales Job Satisfaction? Nurse
within the satisfaction survey were identified for inclusion into the Management, 48(9), 26-42
study, job enjoyment and nurse manager ability, leadership, and
support of nurses. Data were analysed using Statistical Package for
Social Sciences (SPSS) software and descriptive statistics provided
demographics, EI and NDNQI scores. The nurse leaders in this study all
scored within the middle to high range on the EI assessment and the
nurse job satisfaction scores were also in the mid to high range.
Although there was not a statistically significant connection, the study
correlated nurse leaders with high EI developed positive relationships
with their staff who reported higher job satisfaction.
Statement of the Problem
SOP 1
METHODOLOGY Design
Research Instrument Interview
Pop. & Sampling The scope of this evidence-based project included
participation from secondary hospital all within a large
integrated healthcare system in the province of Palawan.
Each of the hospitals is governed by a similar leadership
structure with a Chief Nurse Executive leading all hospital
operations, multiple service line directors and one director
specifically for clinical education, nursing practice, and
informatics.
Nursing preceptor’s at all three locations are self-selected
and provided an hourly contractual monetary stipend to
perform these duties. Keeping this in mind when planning
for the evidence-based intervention, learners were asked
to self-identify to participate in the advancing preceptor
leadership learning event.
Statistical Treatment
 NAME COURSE
PROSED TITLE Quality Healthcare: The Palaweṅo Nurses’ Perspective
ADVISE
BACKGROUND OF THE STUDY
A growing interest in evaluating quality of healthcare services has led to several initiatives
geared toward quality improvement and increased efficacy focusing on patient needs. However,
efforts designed to standardize quality healthcare delivery are difficult because of variations in
treatment preferences and responses to those treatments. Large scale projects usually rely on
quantitative data, indicators, such as stroke incidences and successful treatment rates, are
compared to denote improved quality through clinical measurement criteria. These types of
studies illustrate performance indicators. However, analysis of quantitative data alone does not
always take into account patients or healthcare professional’s perceptions of quality care delivery
or many difficult to measure beliefs and understandings that are not captured within quantitative
parameters.
There is also little in the province of Palawan research looking at the impact of employee
morale as an indicator of quality. The ‘Managing Quality in the Province of Palawan Secondary
Hospitals’ project was the first in the Cty of Puerto Princesa to explore employee morale as a
quality indicator. As such, this study will contribute to the body of knowledge by exploring the
quality and morale perceptions of nurses in Puerto Princesa City hospitals. Further, this research
contributes to the body of knowledge using Hobfoll’s 3 conservation of resources (COR) theory
in relation to nurses’ stress processes and relating it with their quality of care perceptions, which
to the writer’s knowledge has yet to have been done.
Related Literature / Study References
There are three types of regulated professional nurses in Canada
(licensed practical nurses (LPN), registered nurses (RN), and registered Canadian Nurses
psychiatric nurses (RPN)); each type of nurse has their own regulating body Association. (2012).
that is held accountable, through provincial legislation, for the provision of Evidence to inform
safe, ethical and competent nursing care. The regulatory bodies are staff mix decision-
responsible for providing codes of ethics, standards of practice, approving making: A focused
nursing education programs and defining scope of practice for their literature review.
members (Canadian Nurses Association, 2012).
The State to assume responsibility for the protection and improvement
of the nursing profession by instituting measures that will result in relevant
nursing education, humane working conditions, better career prospects and
a dignified existence for our nurses.
A person shall be deemed to be practicing nursing within the meaning of Republic Act No.
this Act when he/she singly or in collaboration with another, initiates and 9173 October 21,
performs nursing services to individuals, families and communities in any 2002
health care setting. It includes, but not limited to, nursing care during
conception, labor, delivery, infancy, childhood, toddler, preschool, school
age, adolescence, adulthood, and old age. As independent practitioners,
nurses are primarily responsible for the promotion of health and prevention
of illness. A members of the health team, nurses shall collaborate with other
health care providers for the curative, preventive, and rehabilitative aspects
of care, restoration of health, alleviation of suffering, and when recovery is
not possible, towards a peaceful death.
 Within their code of ethics the Philippine Nurses Association (PNA)
states that RNs have professional values and corresponding responsibilities Philippine Nurses
to their patients (the RN values are: providing safe, compassionate, Association, 2008
competent and ethical care; promoting health and well-being; promoting
and respecting informed decision making; preserving dignity; maintaining
privacy and confidentiality; promoting justice; and being accountable)
(Philippine Nurses Association, 2008).
Statement of the Problem
Healthcare is changing, research has shown that the cost of healthcare is being driven by price
inflation, increased lengths of stay in hospitals, remuneration of healthcare professionals, an
aging population, improved medical technologies, and the changes in clinical practices that
accompany new technologies (Canadian Institute for Health Information, 2011). The 9th annual
National Report Card on Health Care (Canadian Medical Association, 2015) indicated that
residents of Saskatchewan and Manitoba rated the quality of their healthcare services lower than
the rest of the country. Moreover, the Organization for Economic Co-operation and Development
(OECD) reports that in Canada access to physicians and diagnostic technologies remains lower
than the OECD averages, although the health spending per capita remains above the OECD
average (Organization for Economic Co-operation and Development, 2013). Further, provincial
spending related to healthcare is on the rise (Canadian Institute for Health Information, 2011).
This increase in expenditures leads to an increased need to demonstrate the value and quality of
services. Therefore, it has become important to achieve a conceptualization of what ‘quality
healthcare’ looks like and the factors that influence a quality healthcare system.
SOP 1
METHODOLOGY Design This thesis is a descriptive secondary analysis on
quantitative data gathered for their ‘Managing Quality
in Canadian Hospitals’ study. A descriptive study is
concerned with describing the distribution of existing
variables, it is use to identify trends, but not causal
relationships, between gathered data with the intention
of creating hypotheses from which future research can
be based (Grimes &Schulz, 2002).
Secondary analysis is define as the analysis of data
collected by another researcher, which is often done
for a different purpose than the original study, and
primarily focuse on data from surveys and censuses
(Lewis-Beck, Bryman, & Liao, 2004). It is important
to note that in secondary data analysis, the secondary
researcher has no opportunity to influence the
questions ask or the methods used to code the primary
data set, as such the secondary researcher ‘re-
contextualizes’ the data in search of any generalizable
relationships in the population studied.
Research Instrument The main research question in this study on how is
(Statement of the the perceive work environment related to quality
problem) healthcare?
More specifically, this study was looking into
 nurses’ perceptions and is interested in:
1. What relationship(s) might exist between
perceptions of the quality of care provide and stress,
recognition, and job satisfaction experience at work?
2. Is there a difference between registered nurses (RN)
in terms of how they perceive quality care, stress,
recognition, and job satisfaction?
3. In terms of the COR theory, do perceptions of
recognition and job satisfaction serve as indirect
indicators of quality by mediating distress levels?
Pop. & Sampling The participants are full-time and part-time nursing
staff; both registered nurses (RN). The nurses who
participated in the questionnaire portion of this project
are all RNs who had sufficient experience on the
nursing unit according to the judgment of the manager
of nursing of each particular medical and surgical
nursing unit.
The unit manager is ask to add the names of any
nurses who may not be on the list and to determine
which nurses would have an understanding of the unit
and how it work at that time. As such, only nurses
who were thought by the manager to have been
working on the unit long enough to fully understand
the unit and its daily functioning is ask to participate
in the questionnaire.
Statistical Treatment All data are analyse using a computer program
called ‘Statistical Package for the Social Sciences’
(SPSS), version 20.
The mean of the overall quality rating from section
one of the nurses’ questionnaire is calculated for all
participating nurses involved in this study.
Spearman’s correlations is done to determine if
relationships exist between the variables. The Kruskal-
Wallis H-Test, the non-parametric equivalent to the
one-way analysis of variance (a.k.a. ANOVA) (Green
and Salkind, 2003), is use to compare the different
hospital participating nursing units to determine if
they differ in their perceptions of the variables. The
MannWhitney U-test, the non-parametric equivalent to
the independent t-test (Laerd Statistics, 2012), is use to
compare the nursing credentials to determine if they
differ in their perceptions of quality, stress,
recognition and job satisfaction.
The Spearman rank correlation, a statistical test use
to describe the relationship between two ordinal
variables, or one ordinal and one numerical variable, is
use in this study. The Spearman rho (rs) ranges from +
1 to - 1, wherein each value indicates a perfect
correlation and the direction of that relationship (Fink,
1995).
 NAME COURSE
PROSED TITLE FACTORS AFFECTING THE RETENTION OF
PROFESSIONAL NURSES IN THE PROVINCE OF
PALAWAN
ADVISE
BACKGROUND OF THE STUDY
Turnover rates in the nursing profession are at an all-time high, plummeting health care
delivery into a crisis of immeasurable proportions. Hospitals everywhere are experiencing
nursing shortages. This is a phenomenon that seems to be occurring not only in the Republic of
Philippines, but globally (Barney 2002:154). In the case of the Philippines, Specifically in the
Province of Palawan, the shortage is due to migration and also to nurses deciding to abandon the
nursing profession.
Migration occurs in two ways: internally and externally. Internal migration occurs when there
is movement by professional nurses or other health care providers from the organization they
work for to another, within the Philippines. This movement can be from rural to urban areas or
from the public to the private sector. Some nurses leave the profession to pursue other careers or
professions. External migration occurs when health care professionals leave the country to
practice elsewhere as nurses (Geyer 2004:34; Hospersa 2002:8).
The possibility of filling vacancies left by departing nurses seems very small, as seen from the
low number of recruits entering the nursing profession. Whereas in the past nursing seemed to be
an attractive and noble profession, it has been surpassed by other careers and professions such as
information technology, media studies and engineering which have become accessible to women
and also recruit from the same ranks as nursing, but offer better incentives, working hours and
conditions.
Related Literature / Study References
In a study commissioned by the Robert-Wood Johnson Foundation in Rothwell, WJ &
the USA, the current nursing shortage is seen as one that does not resemble Kazanas, HC.
past shortages, neither qualitatively nor quantitatively. Factors that result in 2014. Planning
this shortage are regarded as being beyond the control of the nursing and managing
profession. This study argues that the solutions that were found to alleviate human resources.
previous shortages were short-term and will therefore not solve the current Massachusetts:
problems. Human Resources
Development
Press.
Huston and Marquis (2010:315) identify three fundamental Huston, CJ &
characteristics that indicate a successful management development Marquis, BL.
programme. The programme must firstly start with the top-level 2010. Retention
administrative body, and must enjoy its full support. The second and productivity
characteristic is that the programme must be planned and systematically strategies for nurse
implemented. Thirdly, the programme must include theories of social managers.
learning and management to help managers develop appropriate attitudes, Philadelphia: JB
skills and insights for effective management. Lippincott.
According to Muller (2018:216), motivation strategies can be planned
following the nursing process. Two environments are identified, namely the
internal and external environments. The internal environment refers to all
processes that take place within a nurse as an individual. These processes
are physical, mental and spiritual by nature. Physical processes include Muller, M. 2018.
health, general fitness, and the satisfaction of needs such as rest and Nursing Dynamics.
nutrition. Mental processes are about intellect, emotional state, reasoning Sandton:
abilities and thinking. Spiritual processes pertain to religious and moral Heinemann.
influences on behaviour, including one’s conscience. The external
environment refers to influences such as the nursing unit, nursing service,
family, groups and communities.
Statement of the Problem
Based on the problem statement, the following research questions arise:
ƒ What elements of individual needs, if strengthened in the workplace, can enhance the retention
of a multi-generational nursing workforce?
ƒ What actions can organisations take to create conditions and a work environment that will
enhance the retention of professional nurses from all generations?
ƒ What attributes do nurse managers need in order to create a work environment where
professional nurses of all generations will want to stay?
ƒ How can ongoing nurse retention be ensured and sustained?
SOP 1
METHODOLOGY Design An exploratory and descriptive in nature, is
conducted, with both quantitative and qualitative
approaches used to identify, describe and explore
factors that influence professional nurse retention,
from a point of view of professional nurses and nurse
managers functional in healthcare organisations,.
Using the survey method. Quantitative studies are
aimed at describing variables and examining
relationships. This approach incorporates logistic
deductive reasoning, as the researcher will examine
the data collected and draw generalisations from it
Qualitative approaches are used to generate
knowledge which is concerned with meaning and
discovery(Burns & Grove 2001:28).
Research Instrument The questionnaire is in pre-tested manner for
clarity with professional nurses employed at hospitals
in the province of palawan and therefore not included
in the sample, but who have the same elements as the
target population and sample. After the pre-test, the
questionnaire is dispatch to respondents, together with
a covering letter which specified the return date and
instructions for the completion of the questionnaire.
Pop. & Sampling The population in a study means all the elements,
which could be objects or people that meet certain
criteria in a given situation (Burns & Grove 2001:47).
Based on various definitions, a population in this
context is not a naturally given entity, but always
consists of elements that are constructed or defined. A
target population is that defined group to which the
 researcher wishes to generalise the results of a specific
study (Mouton 1996:134).
Probability sampling is use. A computerise random
sample of the total population of registered
professional nurses with addresses in the Gauteng
province was drawn.
Statistical Treatment Quantitative inferential and descriptive statistical
procedures will be used to analyse collected data.
Inferential statistics, according to Polit and Hungler
(1991:429), provide information for drawing
conclusions about a population, considering the actual
data generated from the sample. Descriptive statistics
are useful in the description and synthesis of data
(Polit & Hungler 1991:405).