Submit a summary of six of your articles on the discussion board. Discuss one strength and one weakness for each of these six articles on why the article may or may not provide sufficient evidence for your practice change.
Example of a student’s post
Cimiotti, J., Gandrakota, N., Shah, M. (2021) Prevalence of and Factors Associated With Nursing Burnout in the US. Retrieved from
This article examines the survey data from more than 50,000 registered nurses in the United States and found that nurses who leave their job 31% reported it was due to burnout and those who work in the hospital and work more than 20 hours per week are associated with greater risk of burnout. This is expected to increase with the demands of Covid-19. The strength of this article is it examines a large amount of nurses in various care settings. A weakness of the article is it did not assess degrees in nursing practice categories.
Glassman, E. (2020) Developing a mentor program to improve support and retention. Retrieved from
This article examines the benefit of a mentor program that goes beyond new hire orientation. Evidence shows that mentorship can be effective if the unit and its leaders make a commitment to support it. Employees were asked to stay on their unit for 2 years, 70% of nurses were retained on the unit after being part of the mentorship program. Strengths of this article are a guide for success to successfully implement a mentorship program. Weakness of the article is data is not given for employee satisfaction or improvement throughout the mentorship program, just at the beginning and end.
Handzel, S. (2021) Mentorship during the pandemic: A community-based hospitals approach. Retrieved from
This article also examines the benefit of a mentorship program. It was found after just 3 months of a mentorship program that satisfaction scores trended higher than before the program. Job satisfaction also trended higher, while intent to stay did not compare to previous results. Considering the influence of the pandemic on bedside nurses and the working environment it is important to look further into why intent to stay did not improve through the program which was a weakness of this article. A strength of the article is it took place on 8 measure units which allowed a better look into how mentorship can work for acute hospital nurses to prevent burn out and it gave insight into implementing the program.
Hassan, N., Mudallal, R., Othman, W. (2017) Nurses Burnout: The Influence of Leader Empowering Behaviors, Work Conditions, and Demographic Traits. Retrieved from
This article is on a study that was conducted to assess the level of burnout in nurses and investigates the influence of leader empowering behaviors. The importance of nurse leaders in improving work conditions and motivating nurses to decrease burnout, turnover rates, and improve the quality of nursing care is highlighted. A strength of this article is it included a variety of nurses from 11 hospitals and with at least 6 months of experience to fully assess burnout influences as well as gives insight into where burnout is impacting healthcare. A weakness of the article is not using nurses in different care settings to compare the influence of different workload on burnout.
Kluwer, W. (2020) Leaderships role in helping nurses during COVID-19. Retrieved from
This article examines the changes in nursing practice related to Covid-19 and how that has impacted nursing burnout. Moral distress has increased and can be a significant factor in burnout, possibly threatening the stability of the workforce. Strengths of this article are analysing recommendations for nurse leaders and how they impact bedside nurse burnout. Weakness of the article is intervention results aren’t assessed.
Lagasse, J. (2020) Healthcare workers experiencing burnout stress during to COVID-19 pandemic. Retrieved from
This article aims to understand the causes of burnout and factors that can protect against it to improve healthcare workers quality of life and patient’s quality of care. The study measured organization capacity for change, individuals’ change readiness, hours worked per week, and burnout. It was found that organizational change capacity impacted burnout scores. As the change capacity of the organization increased, burnout in healthcare workers decreased. These positive responses to change further decreased burnout. Strengths of this article are examining organizational factors in burnout and how when they change so does employee satisfaction. Weakness of this article is not comparing inpatient vs outpatient organizations.
