Qualitative Research Critique

1181 words 5 pages
Qualitative Research Critique
Grand Canyon University: NRS-433V
October 19, 2014
Qualitative Research Critique
“High rates of staff turnover in nursing homes is not a recent phenomenon. As far back as the mid-1970s studies have documented average turnover rates for registered nurses (RNs), licensed vocational nurses (LVNs) and certified nurse’s aides (CNAs) ranging between 55% and 75%” (Mor,V., Mukamel, D.B., & Spector,W. D. 2009, 1). Long term care facilities (LTC) have staffing issues related to the high turnover of licensed staff. The effect can have a heavy financial burden and also affect the care given to residents. Many ask the question why is it hard to attract and keep nurses at a long term facility. The International
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Limitations were listed as interviewing both LPN’s and RN’s together. This could have been a limitation for the LVN’s as they may have felt intimidated to discuss information with their supervisors present. Discussions about their intentions of leaving, or the factors they feel make the work environment less than desirable. The researchers tried to minimize that problem by having staff attend focus groups with others that they did not work directly with. Another limitation was possible bias, as the lead researcher was a nurse. All members of the research team reviewed the findings to minimize any potential bias (BoscartV. M., Bowers, B., Brown, M., & McGilton, K.S.2014). The study gave helpful insights to retaining staff, but the study does not give any information about whether any of the facilities actually implemented any of the employees' ideas.
Conceptional/ Theoretical Framework The author did not identify a specific theory or perspective from which the study was developed. The theory that most relates to this study is the Herzberg’s two-factor theory.This theory examines the reasons employees are satisfied or dissatisfied with their jobs. “From this research, Herzberg suggested a two-step approach to understanding employee motivation and satisfaction: which were hygiene factors and motivator factors” (Riley, J., 2012, paragraph 1). This theory gives valuable


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