Please see files below. I will send an example for this assignment. Reach out for any question. Please submit your completed Research Question using the PICO template that is available in the course shell.
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Research Question/PICO
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An example of student work may be found on the bottom of the modules page. Not the best example of APA format but illustrates assignment.
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Please include your primary research article from week one in your PICO statement. Each assignment is meant to build upon the next. Assignment is to be in APA forma . Your primary research article from week one is the only reference I require for this assignment.
This is the example.
HOUSTON-PICO QUESTION 1
Does Magnet Status Improve Nursing Outcomes?
Rivier University
HOUSTON-PICO QUESTION 2
Does Hospital Magnet Status Improve Nursing Outcomes?
P-problem/patient/population
The problem that I am identifying is the high rate of nursing turnover in the hospital setting. In addition
the high rate of nursing burnout related to patient workload.
I-Intervention/Indicator
Achievement of Magnet Status
C-Comparison
Non-magnet hospitals and how they fair in relation to Magnet achieved hospitals.
O-Outcome
Improved nursing retention, increase in nursing recruitment efforts, improved patient to nurse ratios,
and improved job satisfaction.
What is Magnet status exactly and how does it relate to nursing outcomes? Magnet accreditation is
recognition of a health care organizations attainment of excellence in nursing. In an easier way to
understand you could say it is a hospitals way of putting nurses first as the voice of their organization.
The road to do this is not an easy one but reaps many benefits as you go and complete the process.
Applying for Magnet is a journey, not a race. The average time to complete the process is 4.25 years.
Time is not the only factor, cost is a big commitment. Costs can range from $100,000 to a maximum of
$600,000 for each year of the journey. This can all be dependent upon the present state of the hospital
and work needed to improve nursing outcomes. This seems like a major financial commitment to take
but the benefits can be astounding and be a cost saver in the long run.
Nurse turnover is the second cause of staffing problems. 85% of first year hospital nurses will leave the
field, 26% will leave within the first 3 years and 50% will leave within 6 years. The cost around that is
high costing an average of $60,000-$80,000 to recruit and retain a new nurse. Magnet Hospitals
commitment to nursing excellence is a draw when faced with such high turnover and cost related there
to. Magnet Hospitals statistically show higher rates of nurse job satisfaction, decreased turnover, higher
levels of nurse education, improved patient outcomes in relation to pressure ulcers, and less likely to
HOUSTON-PICO QUESTION 3
report burnout. In a 4 state survey of 26,276 nurses, Magnet and non-Magnet Hospitals were compared
in relation to work environments, level of nurse education, job satisfaction, and burnout rates. These
states included New Jersey, California, Pennsylvania, and Florida. In total there were 567 hospitals
involved in this study with 46 of them having Magnet achievement. What this particular study concluded
was that Magnet Hospital nurses were 18% less likely to be dissatisfied and 13% less likely to have high
levels of burnout. Magnet Hospitals were more likely to be teaching hospitals, have higher technology,
and have non-profit status.
In regards to level of education Magnet Hospital accreditation require a certain level of nurses to be
Baccalaureate or higher. Higher levels of nurse education has been found to lead to better patient
outcomes in regards to pressure ulcer care. It is no surprise then that study showed that Magnet
Hospitals have higher levels of educated nurses that non-Magnet Hospitals. At John’s Hopkins Bayview
Medical Center they saw a big jump in the level of their staff during their Magnet Journey. With applying
a program for RN to BSN for their nurses they saw an 18% increase in BSN or higher attainment. They
also have 24% more certified nurses than they average median. Their vacancy rate has dropped for
18.2% to 0.6%, one of the lowest in Maryland. In regards to pressure ulcer care, they have seen an
overall reduction of over 28% which ranks one of the highest in the nation.
A Studer Group data collection suggests that every 1% reduction in nursing turnover saves direct costs
of $250,000. With Magnet shown to improve this bottom line, some organizations have saved as much
as $13 million to their bottom line. Additional costs can also be saved with lowering length of stays and
lowering the rates of unit-acquired pressure ulcers. I look forward to elaborating more on data to
answer this question in more final paper.
Houston-PICO Question 4
Resources Utilized to Answer Question
Aiken L., Kelley L., MCHugh M. (2011). Nurse Outcomes in Magnet and Non-Magnet Hospitals. Journal of
Nursing Administration, 41(10) 428-433. DOI: 10.1097/NNA.0b013e31822eddbc
Beckel J., Hoolahan S., Wilson R., Wolf G. (2013). Identification of Potential Barriers to Nurse-Sensitive
Outcome Demonstration. The Journal of Nursing Administration, 43(12), 645-652.
Cichra N., Kline M., Sarver W. (2015). Perceived Benefits, Motivators, and Barriers to Advancing Nurse
Education: Removing Barriers to Improved Success. Nursing Education Perspectives, 36(3) DOI:
10.5480/14-1407
D’Hoore W., Strordeur S. and the NEXT-Study Group, (2007). Organizational configuration of hospitals
succeeding in attracting and retaining nurses. Journal of Advanced Nursing, 57(1), 45-58. DOI:
10.1111/j.1365-2648.2006.04095.x
Kamikawa C., Kooker M. (2010). Successful strategies to improve RN retention and patient outcomes in
a large medical Centre in Hawaii. Journal of Clinical Nursing, 20, 34-39. DOI: 10.1111/j.1365-
2702.2010.03476.x
Russel J. (2010, Sept-Oct). Journey to Magnet Status: cost vs. benefits. Nursing Outcomes, 28(5), 340-
343.
