Nurse Productivity

With the overwhelming nursing shortage in hospitals, nurse morale can become low.   Nurses can become hostile, depressed, and burned out.   They may exhibit a lack of desire to treat patients compassionately or effectively, and may feel a lack of emotional support from management. Low morale may lead to lower productivity, higher turnover, and resentment towards management.   The cliché that “happy employees will create happy customers” is of importance in establishing good productivity within an organization.
This pilot study/quas-experimental hypothesis is grounded on the theory that unit management’s emotional support towards nurses, may impede or enhance nurse’s productivity and morale, and play a crucial role in the productivity process.   The null hypothesis is management’s emotional support towards nurses, play no part in nursing productivity or morale.
The true experimental study is the effect of emotional support from management will increase nurse productivity, as evidenced by higher scores, both from the Likert scale questionnaire posttest, and productivity post-scores.   The null hypothesis is nurse productivity is not related to nurse’s emotional support, as evidenced by pre and post Likert scale test scores, and post productivity scoring.
My research plan would include variables/steps involving nursing staff, unit management, and patient’s perceived care support.   Cluster sampling would be utilized over a two month span, consisting of patients and nursing staff, from two- 18-bed med-surg units within a community hospital. Data collection for nurse’s years of service, absenteeism, tardiness, and terminations among the two units would be collected prior to the study and monitored during the study. Unit patient and nurse staff means would be collected. Productivity’s mean results, including staffing mix, patient-nurse ratios, and patient intensities, both pre and post study, would be collected.   Independent variables, such as Pre and post study Likert...