NURS FPX 8045 Assessment 4 Interpretation and Synthesis of Scholarly Sources

Name

Capella university

NURS-FPX 8045 Doctoral Writing and Professional Practice

Prof. Name

Date

Interprofessional Communication and Practice Gap

The ongoing shortage of nurses is a critical barrier to effective healthcare delivery, directly compromising patient safety and care quality. At Lima Memorial Hospital (LMH), this challenge has manifested as a significant practice gap that impacts staff efficiency and well-being. Staffing deficiencies contribute to increased burnout, elevated workloads, and decreased quality of care. According to Beauvais et al. (2023), the financial toll of nursing shortages rose dramatically, from \$24 billion in 2021 to \$86 billion in 2022. At LMH, the assessment of this practice gap is grounded in both empirical data and stakeholder input to design evidence-based solutions targeting nurse understaffing.

The consequences of this shortage extend beyond staffing ratios. National data reflects a widening deficit of nursing professionals, with approximately three million more nurses needed to meet current healthcare demands (Tamata & Mohammadnezhad, 2023). At LMH, internal surveys found a 65% increase in workload due to staff shortages, exacerbating emotional exhaustion and reducing retention. Research highlights burnout as a primary cause of nurse turnover, with 31.5% of U.S. nurses citing burnout as the reason for job departure in 2018 (Shah et al., 2021).

A DNP-led initiative offers a strategic path to mitigate this issue by implementing innovative recruitment and retention strategies. These could include competitive compensation, mentorship programs, leadership development, and a workplace culture that values respect and professional growth. Aligning these interventions with the DNP scope ensures a focus on improved outcomes, patient safety, and organizational sustainability. Prioritizing interprofessional communication and evidence-based policies can foster a culture of collaboration and shared responsibility in addressing staffing deficiencies (Pressley & Garside, 2023).

Evidence of Problem at Project Site

Data from LMH’s human resources department reveals that 75 out of 500 registered nurse positions are vacant, representing a 12% staffing shortfall. This internal evidence substantiates the presence of a significant practice gap with tangible implications, including compromised patient care and increased adverse events (Tamata & Mohammadnezhad, 2023). On a broader scale, projections from the U.S. Bureau of Labor Statistics estimate 193,100 annual nurse vacancies through 2032 (AACN, 2024). Compounding the issue, between 2020 and 2021, the U.S. nursing workforce declined by approximately 100,000 professionals (Lucy, 2024), aggravating staffing imbalances and workplace dissatisfaction.

Ohio-specific data further underscores the severity of this trend. The Ohio Nursing Association (ONA, n.d.) found that 83.21% of nurses reported high turnover rates due to insufficient staffing and poor working conditions. These findings align with research by Nantsupawat et al. (2021), which links inadequate nurse staffing to missed care opportunities, increased hospitalization lengths, and a higher risk of adverse events.

The following table presents a snapshot of the evidence gathered at LMH and from national sources, illustrating the critical need for targeted interventions:

Source	Key Findings	Implications
Internal LMH Data	75 RN vacancies out of 500 authorized positions (12% shortage)	Compromised patient care and staff overburdening
Bureau of Labor Statistics (2024)	Estimated 193,100 annual RN vacancies through 2032	Urgent need for nationwide staffing strategies
US Chamber of Commerce (2024)	100,000 fewer licensed nurses from 2020–2021	Increased patient safety risks and job dissatisfaction
Ohio Nursing Association (n.d.)	83.21% of nurses report high turnover and poor staffing	Reinforces need for supportive workplace and retention reforms
HRSA (2022)	Projected national shortage of 78,610 nurses by 2025	Long-term systemic workforce planning needed

These statistics offer substantial support for initiating a DNP-led quality improvement project to address the local and systemic nurse shortage at LMH.

Formulating PICOT Question and Engaging Stakeholders

A structured research approach using the PICOT framework is instrumental in guiding evidence-based improvements for the nurse staffing crisis at LMH. The question posed is: In licensed nurses at LMH (P), does improved retention and recruitment policy (I), compared to current strategies without adequate policy (C), enhance nurses’ satisfaction and retention (O) over 12 weeks (T)? This model focuses the project’s scope while enabling measurable outcomes to guide interventions and track success (Mitchell et al., 2020).

PICOT Element	Details
Population (P)	Licensed nurses at Lima Memorial Hospital
Intervention (I)	Enhanced recruitment and retention strategies (e.g., salary, training, respect)
Comparison (C)	Existing inadequate strategies
Outcome (O)	Improved nurse satisfaction and retention
Time (T)	12 weeks

Engagement with stakeholders is crucial in addressing this practice gap. LMH conducted a series of structured and informal meetings involving nurses, nurse managers, physicians, administrative leaders, and quality assurance staff. These discussions utilized brainstorming and scenario-based planning to identify root causes and propose feasible solutions (Paguio et al., 2020). Ensuring a safe, inclusive dialogue allowed stakeholders to build consensus and shared ownership of the problem.

Moreover, open communication through both in-person and digital formats—such as online forums, email feedback, and virtual roundtables—encouraged continuous dialogue and feedback. Jankelová and Joniaková (2021) emphasize that leadership communication quality strongly affects job satisfaction and retention. Therefore, LMH’s emphasis on transparent and inclusive communication serves as a foundational strategy for organizational change.

Conclusion

The nurse staffing shortfall at LMH represents a pressing practice gap that undermines both care quality and healthcare team sustainability. By using empirical evidence, involving key stakeholders, and applying the PICOT framework, LMH is positioned to launch a DNP-led intervention targeting recruitment and retention challenges. Interprofessional collaboration, guided by transparent communication and evidence-based strategies, is essential in transforming the practice environment and ensuring safe, high-quality patient care.

References

AACN. (2024). Nursing shortage fact sheet. Aacnnursing.org. https://www.aacnnursing.org/news-data/fact-sheets/nursing-shortage

Antonio, M. G., Davis, S., Smith, M., Burgener, P., Price, M., Lavallee, D. C., & Lau, F. (2022). Advancing digital patient-centered measurement methods for team-based care. Digital Health, 25(8). https://doi.org/10.1177/20552076221145420

Beauvais, B., Kruse, S. C., Ramamonjiarivelo, Z., Pradhan, R., Sen, K., & Fulton, L. (2023). An exploratory analysis of the association between hospital labor costs and the quality of care. Risk Management and Healthcare Policy, 16, 1075–1091. https://doi.org/10.2147/rmhp.s410296

HRSA. (2022). Nurse workforce projections, 2020–2035. Hrsa.gov. https://bhw.hrsa.gov/sites/default/files/bureau-health-workforce/Nursing-Workforce-Projections-Factsheet.pdf

Jankelová, N., & Joniaková, Z. (2021). Communication skills and transformational leadership style of first-line nurse managers in relation to job satisfaction of nurses and moderators of this relationship. Healthcare, 9(3), 346–346. https://doi.org/10.3390/healthcare9030346

Lucy, I. (2024). Data deep dive: A national nursing crisis. Uschamber.com. https://www.uschamber.com/workforce/nursing-workforce-data-center-a-national-nursing-crisis

Mitchell, R. D., O’Reilly, G. M., Phillips, G. A., Sale, T., & Roy, N. (2020). Developing a research question: A research primer for low-and middle-income countries. African Journal of Emergency Medicine, 10, S109–S114. https://doi.org/10.1016/j.afjem.2020.05.004

Nantsupawat, A., Poghosyan, L., Wichaikhum, A. O., Kunaviktikul, W., Fang, Y., Kueakomoldej, S., Thienthong, H., & Turale, S. (2021). Nurse staffing, missed care, quality of care and adverse events: A cross‐sectional study. Journal of Nursing Management, 30(2), 447–454. https://doi.org/10.1111/jonm.13501

ONA. (n.d.). Official report: The state of nursing in Ohio. Ohnurses.org. https://ohnurses.org/wp-content/uploads/2023/09/ONA-White-Paper_092523.pdf

Paguio, J. T., & Yu, D. S. F. (2020). A mixed methods study to evaluate the effects of a teamwork enhancement and quality improvement initiative on nurses’ work environment. Journal of Advanced Nursing, 76(2), 664–675. https://doi.org/10.1111/jan.14270

Pressley, C., & Garside, J. (2023). Safeguarding the retention of nurses: A systematic review on determinants of nurse’s intentions to stay. Nursing Open, 10(5), 2842–2858. https://doi.org/10.1002/nop2.1588

Shah, M. K., Gandrakota, N., Cimiotti, J. P., Ghose, N., Moore, M., & Ali, M. K. (2021). Prevalence of and factors associated with nurse burnout in the US. JAMA Network Open, 4(2), e2036469. https://doi.org/10.1001/jamanetworkopen.2020.36469

Tamata, A. T., & Mohammadnezhad, M. (2023). A systematic review study on the factors affecting shortage of nursing workforce in the hospitals. Nursing Open, 10(3), 1247–1257. https://doi.org/10.1002/nop2.1434