Application of Theory
Application of Nursing Theory
Nurses have to make numerous decisions on a day to day basis. Some are simple decisions and other issues are more complex and require guidance to make decisions. Nursing theory is one way for nurses to make decisions based on problems or situations they face. As Cody (2003) states, “one learns to practice nursing by studying nursing theories” (pg. 226). This statement can be applied to problem solving and decision making. By using theory, nurses can apply concepts to solve problems, since practice is derived from theory. It is also noted by Cody (2003), that “nursing practice will be transformed to the betterment of humankind when all nursing practice is fully autonomous and guided predominantly by nursing theory” (pg. 230). This includes all aspects of nursing including nursing leadership, nursing education, nursing informatics and health policy.
The middle range nursing theory of nursing intellectual capital is one that was developed to understanding how nursing knowledge within healthcare organizations influences patient and organizational outcomes (Covell, 2008). It is comprised of two mutually supporting concepts of nursing human capital and nursing structural capital. Nursing human capital is influenced in the workplace by nurse staffing and employer support for continuing professional development and is directly related to patient and organizational outcomes. The nursing structural capital is directly related to patient outcomes (Covell, 2008).
The following sections of this paper will focus on the problem of nursing turnover and retention and the strategies that can be used to solve this issue by applying nursing theory.
Problem/Issue
The problem of nursing turnover and retention of nurses is a global problem. Numerous studies have been done on the causes of nursing turnover and how to prevent it within a healthcare organization. At the facility where I work, nursing turnover and retention has always been a problem
Nurses have to make numerous decisions on a day to day basis. Some are simple decisions and other issues are more complex and require guidance to make decisions. Nursing theory is one way for nurses to make decisions based on problems or situations they face. As Cody (2003) states, “one learns to practice nursing by studying nursing theories” (pg. 226). This statement can be applied to problem solving and decision making. By using theory, nurses can apply concepts to solve problems, since practice is derived from theory. It is also noted by Cody (2003), that “nursing practice will be transformed to the betterment of humankind when all nursing practice is fully autonomous and guided predominantly by nursing theory” (pg. 230). This includes all aspects of nursing including nursing leadership, nursing education, nursing informatics and health policy.
The middle range nursing theory of nursing intellectual capital is one that was developed to understanding how nursing knowledge within healthcare organizations influences patient and organizational outcomes (Covell, 2008). It is comprised of two mutually supporting concepts of nursing human capital and nursing structural capital. Nursing human capital is influenced in the workplace by nurse staffing and employer support for continuing professional development and is directly related to patient and organizational outcomes. The nursing structural capital is directly related to patient outcomes (Covell, 2008).
The following sections of this paper will focus on the problem of nursing turnover and retention and the strategies that can be used to solve this issue by applying nursing theory.
Problem/Issue
The problem of nursing turnover and retention of nurses is a global problem. Numerous studies have been done on the causes of nursing turnover and how to prevent it within a healthcare organization. At the facility where I work, nursing turnover and retention has always been a problem
References: Carter, M. R., & Tourangeau, A. E. (2012). Staying in nursing: What factors determine whether nurses intend to remain employed? Journal of Advanced Nursing, 68(7), Covell, C. (2009). Outcomes achieved from organizational investment in nursing continuing professional development O 'Brien-Pallas, L., Murphy, G., Shamian, J., Li, X., & Hayes, L. (2010). Impact and determinants of nurse turnover: A pan-Canadian study Management, 18(8), 1073-1086. doi:10.1111/j.1365-2834.2010.01167.x