Campbell, Alyssa S, DNP, MBA, RN, RN-BC

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Lehigh Valley Health Network: LVHN Scholarly Works

Lehigh Valley Health NetworkLVHN Scholarly WorksPatient Care Services / NursingSuccessful Job Advancement and Career Planningin the Nursing Profession: A Study of NaturalisticInquiry.Alyssa S. Campbell DNP, MBA, RN, RN-BCLehigh Valley Health Network, Alyssa_S.Campbell@lvhn.orgFollow this and additional works at: http://scholarlyworks.lvhn.org/patient-care-services-nursingPart of the Nursing CommonsThis Presentation is brought to you for free and open access by LVHN Scholarly Works. It has been accepted for inclusion in LVHN Scholarly Works byan authorized administrator. For more information, please contact LibraryServices@lvhn.org.Published In/Presented AtCampbell, A. S. (2016, October 28). Successful Job Advancement and Career Planning in the Nursing Profession: A Study of NaturalisticInquiry. Presentation Presented at: Lehigh Valley Health Network, Allentown, PA.© 2016 Lehigh Valley Health NetworkShowcase of DNP ProjectsAlyssa S. Campbell, DNP, MBA, RN, RN-BCMarie Kimberly Jordan, DNP, MHA, RN, NE-BCKimberly T. Korner, DNP, MBA, RN, NE-BCShowcase Objective▪ Describe the process and implications to practice for identified research studies© 2016 Lehigh Valley Health NetworkSuccessful Job Advancement and Career Planning in the Nursing Profession: A Study of Naturalistic InquiryDoctor of Nursing Practice Scholarly ProjectAlyssa S. Campbell, DNP, MBA, RN, RN-BCProject Objectives and Aims▪ Provide industry background▪ Discuss project significance▪ Describe application of Naturalistic Inquiry (NI)▪ Provide summary of study resultsBackground and Significance▪ Trends are both industry and nursing specific▪ Growing nursing shortage¹ • Shortage of nursing faculty• Nursing workforce nearing retirement age• Increase in number of older adults, requiring more nurses• Insufficient and unstandardized staffing leading to dissatisfaction, burnout, and turnover▪ Cost of attrition²• $88,000▪ Turnover rate³• 8.8%▪ Interest in transition4• 50% of nurses consider transitioning to a different role several times per year1 American Association of Colleges of Nursing, 20142 Krsek, 20113 Benson, 20124 Homberg, 2013Background and Significance▪ Job Satisfaction and Engagement Report¹• 94% “Skill application is very important”• 83% “Career advancement within their current organization is very important”▪ Long-term organizational viability lies largely on the ability of the nurse to take ownership of career and development planning²▪ Continuous career planning is a strategy that can offer nurses the means to respond to both short and long-term changes in their profession²1 Human Resource Management, 20152 Hall, Waddell, Donner, & Wheeler, 2004Summary of Literature Review▪ Historical predictors of success▪ Academic faculty expectations▪ Career paths▪ Role abilities and characteristics▪ Career development programs▪ AttritionImage source: http://reverberaquerida.blogspot.com/2013_07_01_archive.htmlWhat Does This Mean?Organizational DemandsPersonnel Qualities and AttributesImage source: © Alyssa S. Campbell 2016Inquiry Question▪ What personal characteristics do nurses attribute to success in their current roles?Project Design: Naturalistic Inquiry▪ Qualitative design• Reliability commonly questioned▪ Naturalistic Inquiry¹• Characteristics of NI that closely aligned with this project:– Natural setting– Utilization of tacit knowledge– Purposive sampling– Inductive data analysis– Emergent design1 Lincoln & Guba, 1985Project Design▪ Setting•Online survey▪ Population and Sample• Inclusion/Exclusion criteria•Use of purposive sampling to facilitate variety, whereas random sampling suppresses deviant cases¹•Recruitment▪ Data Collection▪ Survey Questions1 Lincoln & Guba, 1985Survey Questions▪ The study survey included five questions, and allowed for unlimited text and unlimited time1. Current role2. Essential functions (responsibilities/tasks) required by your current role3. Position related strengths that are required to be successful in your role4. Weaknesses that prevent others from being successful in your role5. Personal characteristics that attribute to success in your roleData Analysis▪ Thematic analysis utilized to identify nuances between roles▪ NI methodology was applied to conduct thematic analysis¹• Inductive not deductive• Minimal pre-existing research or theory▪ Observed responses in an attempt to establish patterns and themes²▪ Emergent design¹• Allowed the researcher to flexibly synthesize conclusions• Researcher may choose one or several strategies to analyze data• May choose specific strategy after collection period has ended• Flexibility was critical1 Lincoln & Guba, 19852 Trochim, 2006Results▪ A total of 34 responses were selected for analysis (N = 34)▪ Subgroups and demographics• Nurse Manager• Nurse Educator• Nurse Administrator• Professional Development• DPC M/S NurseResults: Nurse Manager v. Nurse AdministratorPrimarySecondaryTertiaryConclusion▪ Actual study findings illustrated characteristics of nurses in five distinct roles▪ Study established differences between roles• Demographics• Individual characteristics▪ Limitations• Saturation of subgroup data• Insufficient diversity in responses• Subject to reporter/researcher bias▪ Strengths¹• Authenticity of responses• Participants divulged as much as desired when responding, leading to study richness • Methodology allowed for flexibility during analysis, allowing themes to naturally emerge1 Lincoln & Guba, 1985Future Considerations▪ Expand study to include wider breadth of roles and settings▪ Consider cohorting specific geographical areas▪ Create evidence-based career recommendations• Increase job satisfaction• Increase individual/organizational efficiency• Decrease turnoverReferences▪ American Association of Colleges of Nursing. (2014). Nursing shortage. Retrieved from http://www.aacn.nche.edu/media-relations/fact-sheets/nursing-shortage▪ Benson, A. (2012). Labor market trends among registered nurses: 2008-2011. Policy, Politics, & Nursing Practice, 13(4), 205-213.▪ Hall, L., Waddell, J., Donner, G., & Wheeler, M. (2004). Outcomes of a career planning and development program for registered nurses. Nursing Economic$, 22(5), 231-238. ▪ Homburg, V., Heijden, B., & Valkenburg, L. (2013). Why do nurses change jobs? An empirical study on determinants of specific nurses' post-exit destinations. Journal of Nursing Management, 21(6), 817-826. doi:10.1111/jonm.12142▪ Krsek, C. (2011). Investing in nursing retention is a smart move in today’s economy. American Nurse Today, 6(4). ▪ Lincoln, Y., & Guba, E. (1985). Naturalistic inquiry. Beverly Hills, CA: Sage Publications.▪ Society for Human Resource Management. (2015). Employee job satisfaction and engagement: Optimizing organizational culture for success. Retrieved from http://www.shrm.org/research/surveyfindings/pages/default.aspx▪ Trochim, W. (2006). Research methods knowledge base. Retrieved from www.socialresearchmethods.net/kb/dedind.phpContact Information:Alyssa S. Campbell, DNP, MBA, RN, RN-BCEducation ConsultantLehigh Valley Health NetworkAlyssa_S.Campbell@lvh.com

Successful Job Advancement and Career Planning in the Nursing Profession: A Study of Naturalistic Inquiry.

Successful Job Advancement and Career Planning in the Nursing Profession: A Study of Naturalistic Inquiry

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Successful Job Advancement and Career Planning in the Nursing Profession: A Study of Naturalistic Inquiry

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Lehigh Valley Health Network: LVHN Scholarly Works

Lehigh Valley Health Network: LVHN Scholarly Works