Phillip January 9, 2024 No Comments

Capella 4040 Assessment 4

Capella 4040 Assessment 4: Informatics and Nursing-Sensitive Quality Indicators

Name

Capella university

NURS-FPX 4040 Managing Health Information and Technology

Prof. Name

Date

Informatics and Nursing Sensitive Quality Indicator

Hello, my name is ……., and I’d like to welcome you all to your induction, on behalf of the management and institution. Today, the topic of my presentation is informatics and nursing-sensitive quality indicator. It plays a huge part in the optimum working of healthcare systems. They are useful in monitoring the quality of care and patient safety in hospitals. They estimate the outcomes of a nurse’s performance as it was impossible to measure their performances in hospitals in providing improved quality of care and better patient safety. This session aims at overviewing the most important indicators along with the methods for collecting and scrutinizing data on the outcomes.

What are NDNQI and the Nursing Quality Indicators

Now I’ll briefly describe what is National Database of Nursing Quality Indicators (NDNQI). The NDNQI was first established in 1998 by the American Nurses Association (ANA) for estimating and measuring the impact of nurses and their work on healthcare and patients’ health results. ANA suggests that the nurses’ performance should be measured continuously to measure the quality of results about patients’ health benefits.  This database is managed by the University of Kanas Medical Center School of Nursing with ANA’s contract. The university plays an important role in facilitating coordinators of the organization by labeling and dividing every unit and transmitting reports to comprehend the process and implement it in times of participation.

The NDNQI plays a vital role in quantifying processes and results and finally processing evidence-based practice. It acts as an important guiding piece of equipment in the nursing profession for validating accountability, clarity, and quality promotion (Harolds & Miller, 2020).The nursing-sensitive indicators (NSIs) are the standards for fluctuations in a patient’s health condition that is affected by nursing care directly and they act as the basis for measuring the quality of care provided by nurses. For instance, nurses help procure a basic standard and provide evidence of the cost-effectiveness of nursing care. Nevertheless, estimating and quantifying the quality of care provided by nurses remained an obstacle until the launch of NDNQI (Afaneh et al., 2021).  

The Chosen Indicator and its Importance

The indication I have chosen for my presentation is the importance of nurse turnover in the healthcare systems as it impacts both the quality of care and patient safety. Nurse turnover is the isolation of nurses from their job at the hospital and results in a shortage of nurse workforce at hospitals. It is a progressive human resource issue that is recently influencing healthcare organizations globally. Nurse turnover rate ranges from 15 to 44% across the globe (Dewanto & Wardhani, 2018). In the United States, the stats for nurses’ turnover in the years 2016-2020 increased by 2.8%, which lead to an 18.7% of turn rate in 2020 (An et al., 2022).  Registered nurse turnover is indicative of the nurse job market.

High turnover rates can have a destructive impact on hospitals, patients, and other healthcare staff as nurses are at the forefront of patient care, and in absence of an adequate nurse workforce at the hospital will lead to poor patient safety as a result of poor quality of care provided. According to Bae (2022), seven studies investigated patient outcomes in the context of patient safety, quality of care, and patient satisfaction and showed that voluntary turnover harmed patient satisfaction, and as the needs of the patients were not met up to their expectations, the health of the patients further deteriorated, lowered quality of care, and also affected the economy. Each nurse turnover costs from $21,514 to $88,000 in the USA, and this led to overall deteriorated health systems (Bae, 2022).

Capella 4040 Assessment 4

 It is important to address this crucial topic and enlighten you all with the causes and consequences of nurse turnover so that you all have a better idea of how to navigate your future in nursing. To provide expected patient care, the nurses’ workforce should be adequate, and all of them should promote a better quality of care and improve patient safety. In cases of nurse turnover, jobs are undone and there is an increased burden on registered nurses’ jobs which can lead to further increase in turnover due to job stress and overburden.

Therefore, it is important to monitor this quality indicator to keep the healthcare systems functional with appropriate quality of care and patient safety. Supporting nurses and facilitating them can retain them in hospitals when their job satisfaction is higher and this is possible by giving them adequate opportunities to flourish and appropriate career identity and nursing values (Hu et al., 2022).

Interdisciplinary Role in Data Management 

Now I’ll talk about the interdisciplinary role in managing patient data. Quality Assurance Department (QAD) division collects patient data about nurse turnover. The interdisciplinary team plays a vital role in ameliorating patient safety, patient care outcomes, and overall healthcare organization functionality by collecting and reporting quality indicator data. Their joint effort with innovative and creative mindful expertise creates reasonable decisions that are computer controlled that result in consistent improvement in efforts.

 With careful and thoughtful steps, the management will implement new strategies developed as a result of the analyzed data. With the help of various collaborations with other teams, such as IT departments, health professionals along with the IT personnel can develop strategies to mitigate nurse turnover. 

It is recommended for the interdisciplinary alliance to enhance communication in all hospital units as the lack of adequate communication and reporting of the complexities and other related concerns to management and administration has been seen. Therefore, we have kept this as one of our main objectives. The lack of this communication link leads to a tremendous challenge for the management. When these goals are achieved and informatic data are analyzed collaboratively, interdisciplinary teams together with joint effort will make a strategy for lowering nurse turnover and improving the performance of healthcare organizations.

Collection and Distribution of Quality Indicator Data

The quality assurance department of this institution briefs the NDNQI-managed documents, which will provide valuable information regarding collection inquiries for the results of patient data analysis and also provide other briefings that the management may deem important for the hospital’s overall performance. A study by Gandhi et al. (2021), also concluded that this data is important for improving the results of their study in hospitals. Ultimately, this company aims at increasing customer well-being and structure and publicizing its results.

Nurses are primarily responsible for patient data collection and reporting for the NDNQI. This information from the gathered patient data will facilitate nurses in enhancing the rate and satisfaction of employee and patient care, along with improved quality of care and patient safety. With the help of health information technology, nurses can improve their mode of work, enhance the quality of care, and lessen burnout and exhaustion.

Telehealth, remote patient monitoring, and electronic medical health records will help nurses monitor the patients effectively and accurately, and less workload and job-related stress will lead to enhanced employee satisfaction with their jobs, retain nurses in hospitals, and reduce nurse turnover. This is done by utilizing the nursing-sensitive quality indicator data to analyze the issues, and then using an interdisciplinary approach, nurse turnover can be ruled out and enhanced patient safety by promoting improved quality of care being delivered to them, ultimately leading to improved healthcare organization performance.

Evidence-Based Practices (EBP) for Nurses to Enhance Patient Safety and Care

According to Lockhart (2020), we can determine that improving workplace environment can enhance staff satisfaction, and decrease burnout and turnover. Several methodologies to alleviate turnover are creating weekly and incremental overtime and minimizing obligatory overtime. By ensuring a positive work environment, and encouraging nurses’ self-care and mindfulness practices, and spreading the practice of altruism, we can create nurse resilience, enhance patient safety when nurses do their jobs appropriately, and reduce nurse turnover in a hospital (Wei et al., 2019). Some of the important competencies to be created to decrease nurse turnover are developing emotionally intelligent leadership as it influences job satisfaction, and job environment and enhances nurses’ retention and quality of care, and patient safety (Smokrović et al., 2022).

Using technologies like telehealth, remote patient monitoring, and electronic health records can be helpful for nurses in enhancing patient safety and improving the quality of care. Using these remote technologies, the workload for nurses can be reduced as they can easily provide guidance and education as well as management in treatment on web-based portals or smartphone apps and it will be easier for both the patients and the nurses to take treatment remotely at their comfort levels. Besides, these technologies can be used for tracking medication administration steps to minimize medication errors. Easier workload and accurate practices will lead to employee satisfaction and there will be fewer chances of nurse turnover.  (Dounia Marbouh et al., 2021). 

Capella 4040 Assessment 4

These evidence-based practice guidelines about nurse turnover and strategies to reduce its rates can provide nurses with a way to improve the quality of patient care and ameliorate patient safety. As nurses play a huge role in the betterment of patient’s health, without their active participation the healthcare system would collapse. This is the need of the hour to decrease the nurse turnover rate to enhance the quality of care and patient safety.  

References:

Afaneh, T., Abu-Moghli, F., & Ahmad, M. (2021). Nursing-sensitive indicators: A concept analysis. Nursing Management (Harrow, London, England: 1994), 28(3), 28–33. https://doi.org/10.7748/nm.2021.e1982 

An, M., Heo, S., Hwang, Y. Y., Kim, J., & Lee, Y. (2022). Factors affecting turnover intention among new graduate nurses: Focusing on job stress and sleep disturbances. Healthcare, 10(6), 1122. https://doi.org/10.3390/healthcare10061122 

Bae, S. (2022). Noneconomic and economic impacts of nurse turnover in hospitals: A systematic review. International Nursing Review, 69(3). https://doi.org/10.1111/inr.12769 

Dewanto, A., & Wardhani, V. (2018). Nurse turnover and perceived causes and consequences: A preliminary study at private hospitals in Indonesia BMC Nursing, 17(S2). https://doi.org/10.1186/s12912-018-0317-8 

Dounia Marbouh, Can, M., Salah, K., Jayaraman, R., & Samer Ellahham. (2021). Blockchain-based incident reporting system for patient safety and quality in healthcare. EAI/Springer Innovations in Communication and Computing. https://doi.org/10.1007/978-3-030-75107-4_7 

Gandhi, A., Yu, H., & Grabowski, D. C. (2021). High nursing staff turnover in nursing homes offers important quality information. Health Affairs, 40(3), 384–391. https://doi.org/10.1377/hlthaff.2020.00957 

Harolds, J. A., & Miller, L. B. (2020). Quality and safety in health care, Part LXXX Clinical Nuclear Medicine, (6) https://doi.org/10.1097/rlu.0000000000003275 

Capella 4040 Assessment 4

Hu, H., Wang, C., Lan, Y., & Wu, X. (2022). Nurses’ turnover intention, hope and career identity: The mediating role of job satisfaction. BMC Nursing, 21(1). https://doi.org/10.1186/s12912-022-00821-5 

Lockhart, L. (2020). Strategies to reduce nursing turnover. Nursing Made Incredibly Easy, 18(2), 56. https://doi.org/10.1097/01.nme.0000653196.16629.2e 

Smokrović, E., Kizivat, T., Bajan, A., Šolić, K., Gvozdanović, Z., Farčić, N., & Žvanut, B. (2022). A conceptual model of nurses’ turnover intentions. International Journal of Environmental Research and Public Health, 19(13), 8205. https://doi.org/10.3390/ijerph19138205 

Wei, H., Roberts, P., Strickler, J., & Corbett, R. W. (2019). Nurse leaders’ strategies to foster nurse resilience. Journal of Nursing Management, 27(4), 681–687. https://doi.org/10.1111/jonm.12736 

Capella 4040 Assessment 4