SNGH Nursing Research

Hi, I like the idea of the project though I have a few questions and concerns. My largest question is regarding if you will be looking at the efficacy of Braden total scan vs subscale such as in the project. You mentioned using the Braden subscale as the guidance for interventions and not the Braden total scale . If we are not trying to determine if we need to convert to using the Braden subscale then should we not tailor interventions based on the braden total score which is currently being used? I like the idea of using the CCI interns for the project; yet I worry about the workload they would be handed if they need to do two projects, classes, ECCO modules, and time on the floor. Would this project be in place of the current patient review project? Would the time it takes to audit the charts, assess intervention usage, educated bedside RN and implement interventions be a once of week audit? Would this take away from the orientees time on the floor? Thank you, Padon Moore GICU Team Coordinator

Sheppard, K. , Runk, B. , Maduro, R. , Fancher, M. , Mayo, A. , Wilmoth, D. , Morgan, M. & Zimbro, K. (2022). Nursing Moral Distress and Intent to Leave Employment During the COVID-19 Pandemic. Journal of Nursing Care Quality, 37 (1), 28-34. doi: 10.1097/NCQ.0000000000000596. This article confirmed what many of us already assumed regarding nursing turnover post Covid-19. They found that "RNs who perceived their work environment as morally distressing had 9 times the odds of considering intent to leave their position compared with their corespondents. RNs who perceived our hospital's quality and safety practices as morally distressing had almost 3 times the odds of intent to leave." Their leaders developed action plans to obtain feedback from nursing about what resources they needed to provide better support and hopefully improve retention. The survey was expanded to include the entire system and reevaluate at a later time.