Scholarly Projects (MSN)

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https://cdr.creighton.edu/handle/10504/21307

This collection contains the scholarly projects students produced toward completion of their MSN degree.

All content in these collections is open to the public under the agreement stipulated in the non-exclusive distribution license signed by the student upon entering the program.

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Now showing 1 - 5 of 67
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    A Literature Review Over Risk Factors, Prevention, Interventions and Consequences of Worker on Worker Violence in the Healthcare Workplace
    (2023-05-11) Beauchamp, Sierra; Luger, Shelly; Beauchamp, Sierra
    Nurses have a long-rooted culture of eating their own in the form of incivility and lateral violence. This paper will utilize a literature review in order to offer evidence-based recommendations to prevent and intervene against worker on worker or lateral workplace violence, as well as, discuss the risk factors and consequences of workplace violence. The literature review used sixteen articles from two databases, Creighton Libraries and Google Scholarly. Inclusion criteria for articles included: prevalence data, risk factors for, prevention, intervention or recommendation strategies for, or consequences of lateral workplace violence in healthcare. The method utilized was a retrospective review of the literature, utilizing previously published literature within the set inclusion criteria listed above. Eleven of the sixteen articles used focused on interventions for reducing lateral violence in the workplace. Six articles found education to be the strongest intervention for preventing, recognizing, and treating workplace violence, such as incivility, lateral violence, and bullying (Armstrong, 2018) (Ceravolo et al., 2012) (Kile et al.,2019) (Mento et al., 2020) (Parker et al., 2016) (Vessey & Williams, 2020). Armstrong (2018) suggests the most successful education utilizes sessions over a period of time and a single educational session does not provide significant benefits. Other interventions included a healthy work environment and supportive leadership styles (Bambi et al., 2017).
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    Diabetic Management in Rural Healthcare
    (2023-05-12) Givens, Emily; Rusch, Lorraine; Givens, Emily
    Populations living in rural areas have limited access to specialty healthcare providers limiting them from proper follow-up guidelines. Specifically, patients diagnosed with diabetes struggle with finding the time to travel to appointments and finances to cover travel expenses and absence from work. This project is a literature review of a variety of levels of studies to analyze the benefits of healthcare options in rural health, including telehealth, telemedicine, mobile health clinics, and mobile health applications. The exploration of tele and mobile health options proved to have positive outcomes on patient diabetic-related laboratory levels and overall satisfaction with a healthcare plan.
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    Derailing Delirium in the ICU
    (2023-04-21) Saucerman, Carly; Rusch, Lori; Saucerman, Carly
    Delirium is a common issue that occurs in patients admitted to the Intensive Care Unit (ICU). It can cause both short and long term effects on patients that may stay with them after they leave the ICU. Early Detection and early intervention can help to improve mortality and morbidity for patients with delirium, however, the screening tools available are not always able to accurately detect the present of delirium. There are intervention bundles for patients who are experiencing delirium; however, without a positive delirium screen the bundles can be at risk of not being enacted appropriately or at all.
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    Postpartum Depression: Barriers to Screening and Recommendations for Improvement
    (2023-05-11) Chisholm, Katherine; Rusch, Lorraine; Chisholm, Katherine
    Postpartum depression is a serious psychiatric illness affecting women all around the world. Women can develop postpartum depression during pregnancy or at any time during the first year after childbirth, and there is a high potential for harm to multiple individuals. The American College of Obstetrics and Gynecology (ACOG) and the American Academy of Pediatrics (AAP) have established postpartum depression screening recommendations. However, many patients still go undiagnosed. The purpose of this scholarly project is to identify barriers to postpartum depression screening in order to develop effective protocols that will ensure screening compliance in the pediatric clinic. The primary barriers identified from the literature review were lack of time, lack of referral resources, and lack of training. To combat these barriers, recommendations for the pediatric clinical nurse educator involve implementation of an E-screening postpartum depression tool, development of a referral protocol, and annual staff education on postpartum depression. Keywords: barriers, postpartum depression, screening
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    RN Turnover in the Acute Care Setting: Reducing Turnover Rates and Retaining RNs
    (2023-05-12) Olsen, McKayla; Luger, Shelly; Olsen, McKayla
    In the year 2021, RNs left the bedside at a rate of 2.47% (NSI Nursing Solutions Inc, 2022). The turnover rate increased in 2021 by 8.4% (NSI Nursing Solutions Inc, 2022). The purpose of this review is to supply data that will allow for the increase in employee satisfaction and create an environment that empowers employees, resulting in decreased employee, specifically RN, turnover. References for this lit review range from Level 1 evidence to Level 5 evidence and were found through a scholarly search of articles, including databases such as PMC, Elsevier, JAMA Network, University Libraries, and JONA. The main concepts include RN leaving for reasons such as an unsafe work environment, dissatisfaction with their job or place of employment including poor pay, lack of benefits, staffing, and co-worker relationships, and the need for improved education or on-the-job training. Solutions to these concerns include improving the working environment, improving benefits for staff, and initiating a training program within the hospital. Promoting a safe practice environment, overcoming challenges, and encouraging opportunities led to a retention rate of 100% (Woodward & Willgerodt, 2022). According to research, new-hire employees were 58% more likely to stay at their organization if there was a structured onboarding program (Kurnat-Thoma et al., 2017).