NRS-493 Grand Canyon University – Review nurse turnover and the study materials to formulate a PICOT question for your capstone project change proposal.
QUESTION
Review nurse turnover and the study materials to formulate a PICOT question for your capstone project change proposal. A PICOT question starts with a designated patient population in a particular clinical area and identifies clinical problems or issues that arise from clinical care. The intervention used to address the problem must be a nursing practice intervention. Include a comparison of the nursing intervention to a patient population not currently receiving the nursing intervention, and specify the timeframe needed to implement the change process. Formulate a PICOT question using the PICOT format (provided in the assigned readings) that addresses the clinical nursing problem.
The PICOT question will provide a framework for your capstone project change proposal.
clearly identify the clinical problem and how it can result in a positive patient outcome.
Describe the Nurse Turnover in the PICOT question as it relates to the following:
- Evidence-based solution
- Nursing intervention
- Patient care
- Health care agency
- Nursing practice
ANSWER
Reducing Nurse Turnover to Improve Patient Outcomes: A PICOT Question
Introduction
Nurse turnover is a critical issue affecting healthcare agencies and patient care. High rates of nurse turnover can result in negative consequences such as decreased patient satisfaction, compromised continuity of care, increased healthcare costs, and diminished staff morale. To address this problem, it is important to formulate a well-structured PICOT question that focuses on the clinical nursing problem, identifies a nursing practice intervention, and compares patient outcomes between the intervention group and the non-intervention group.
PICOT Question
In a clinical nursing setting, does implementing a comprehensive mentorship program for newly hired nurses (P), compared to the absence of a mentorship program (C), within a six-month timeframe (T), result in decreased nurse turnover rates (O) and improved patient outcomes (O)?
Explanation of PICOT Components
P: Patient Population – Newly hired nurses in a clinical nursing setting.
C: Comparison – The absence of a mentorship program for newly hired nurses.
I: Intervention – Implementing a comprehensive mentorship program for newly hired nurses.
O: Outcome 1 – Decreased nurse turnover rates.
O: Outcome 2 – Improved patient outcomes.
Evidence-Based Solution
Research has shown that mentorship programs for newly hired nurses can have a significant impact on reducing nurse turnover rates. A comprehensive mentorship program provides guidance, support, and opportunities for professional development, which can enhance job satisfaction and reduce burnout among new nurses. By implementing evidence-based mentorship programs, healthcare agencies can promote positive work environments, improve nurse retention, and ultimately enhance patient care.
Nursing Intervention
The nursing intervention proposed in this PICOT question is the implementation of a comprehensive mentorship program for newly hired nurses (Gularte-Rinaldo et al., 2022). This program would include assigning experienced nurses as mentors to newly hired nurses, providing orientation and onboarding support, facilitating regular check-ins, and offering educational opportunities. The mentorship program aims to support new nurses’ transition into their roles, increase their job satisfaction, and foster professional growth.
Patient Care
By implementing a comprehensive mentorship program, the quality of patient care can be improved. Mentored nurses are likely to experience reduced stress levels, increased confidence, and enhanced clinical skills, leading to improved patient outcomes (Van Patten & Bartone, 2019). The mentorship relationship provides a supportive environment where new nurses can seek guidance, ask questions, and learn from experienced professionals, ultimately resulting in a positive impact on patient care.
Healthcare Agency
Healthcare agencies play a crucial role in supporting the implementation of mentorship programs. They should provide resources and allocate time for mentorship activities. By investing in mentorship programs, healthcare agencies can reduce nurse turnover rates, retain experienced staff, and create a culture of continuous learning and professional development. This, in turn, leads to improved patient outcomes and enhances the overall reputation of the healthcare agency.
Nursing Practice
The implementation of a mentorship program represents a nursing practice intervention that focuses on supporting and nurturing the professional growth of newly hired nurses. By fostering a positive and supportive work environment, nurses can feel valued, supported, and empowered to provide high-quality patient care (Dewanto & Wardhani, 2018). The mentorship program encourages collaboration, knowledge sharing, and the development of critical thinking skills, which are essential aspects of nursing practice.
Conclusion
Reducing nurse turnover through the implementation of a comprehensive mentorship program is an evidence-based solution that can positively impact patient outcomes. By formulating a well-structured PICOT question and addressing the clinical nursing problem, healthcare agencies can focus on implementing nursing practice interventions that promote a supportive and engaging work environment, enhance nurse retention, and ultimately lead to improved patient care.
References
Dewanto, A., & Wardhani, V. (2018). Nurse turnover and perceived causes and consequences: a preliminary study at private hospitals in Indonesia. BMC Nursing, 17(S2). https://doi.org/10.1186/s12912-018-0317-8
Gularte-Rinaldo, J., Baumgardner, R., Tilton, T., & Brailoff, V. (2022). Mentorship ReSPeCT Study: A Nurse Mentorship Program’s Impact on Transition to Practice and Decision to Remain in Nursing for Newly Graduated Nurses. Nurse Leader, 21(2), 262–267. https://doi.org/10.1016/j.mnl.2022.07.003
Van Patten, R. R., & Bartone, A. (2019). The impact of mentorship, preceptors, and debriefing on the quality of program experiences. Nurse Education in Practice, 35, 63–68. https://doi.org/10.1016/j.nepr.2019.01.007

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