Job Burnout & Low Turnover in Mental Healthcare

This research proposal aims to analyze nursing burnout, understand reasons for low turnover in nursing, and understand nursing burnout in psychiatric nursing. The study is objected to include primary and secondary data. It will include surveys and interviews, hence both types of data will be included along with probable and non-probable sampling method.

Running head: JOB BURNOUT & LOW TURNOVER IN MENTAL HEALTHCARE
JOB BURNOUT & LOW TURNOVER IN MENTAL HEALTHCARE
Name of the Student:
Name of the University:
Authors note:

1JOB BURNOUT & LOW TURNOVER IN MENTAL HEALTHCARE
Summary & Rationale of the Research Proposal: There is a growing demand of nursing
profession globally and nursing profession comprises of 50% of the total healthcare
workforce in the world (Word Health Organization, 2019). Nurses play an important role
when it comes to healthcare services and handling difficult and challenging situations in this
profession. Hence, the nurse retention and reducing low nursing turnover has become an
imperative concern in Australia. In the psychiatric wards the nursing profession can become
very challenging effecting both mental as well as the physical health of the nurses. However,
there are very limited researches have been performed till date.
Specific Aim: Therefore, the aim of the research proposal is:
 To analyse the nursing burnout
 To understand the reasons for low turnover in nursing
 To understand the nursing burnout in psychiatric nursing
Background and Significance: Nurses are the important components of healthcare system
and the nurses are not only involved in the personal healthcare but they are an active
members promoting primary healthcare and health promotion. The nurses are the medium
between other health professionals like the general physicians (GPs), pharmacists and health
care workers. It is to be understood that Australia is a dynamic as well as a versatile country,
and it is very important to acknowledge the involvement of nurses in primary health care
promotion among the Aborigines and Torres Strait Islander peoples of Australia. It could be
inferred that nursing burnout can be considered inevitable in the modern society (Dawson et
al., 2014). Nursing burn out and low turn over could be due to several of reasons which has to
be discussed and analysed as there will be an increasing demand in future.
Preliminary Data: According to the Australian Institute of Health and Welfare (2019), there
are 360, 00 nurses and midwives registered as recorded in 2015. And majorly the nurses are

2JOB BURNOUT & LOW TURNOVER IN MENTAL HEALTHCARE
females who are approximately 89.3% of all the nurses and midwives who were appointed in
2015. It is to be noted that the most of nurses that is 39% are mainly over 50. The emergency
and psychiatric wards face the maximum physical violence and that could be potentially
induce low nursing turnover and nursing burn out. According to Phillips and Miltner (2014),
who are greater in number and have an evidently experience greater fatigue and workplace
hazards and can be potentially cause loss of intellectual and human resource in healthcare
workforce. According to Kvas and Seljak (2014), in the psychological units there is a huge
experience of workplace violence that even goes unreported.
Experimental Design and Methods: There will be three types of: descriptive, analytical and
explanatory. The study is objected to include primary and secondary data. It will include
surveys and interviews, hence both types of data will be included along with probable and
non-probable sampling method. The data will be converted in to charts and graphs whenever
required for the quantitative data and, however for the qualitative data will be directly related
to the research topic which will be discussed and analysed further.

3JOB BURNOUT & LOW TURNOVER IN MENTAL HEALTHCARE
References
Australian Institute of Health and Welfare. (2019). Nursing and midwifery workforce 2015,
Who are nurses and midwives? - Retrieved from
https://www.aihw.gov.au/reports/workforce/nursing-and-midwifery-workforce-2015/
contents/who-are-nurses-and-midwives
Dawson, A. J., Stasa, H., Roche, M. A., Homer, C. S., & Duffield, C. (2014). Nursing churn
and turnover in Australian hospitals: nurses perceptions and suggestions for
supportive strategies. BMC nursing, 13(1), 11.
Kvas, A., & Seljak, J. (2014). Unreported workplace violence in nursing. International
nursing review, 61(3), 344-351.
Phillips, J. A., & Miltner, R. (2015). Work hazards for an aging nursing workforce. Journal
of nursing management, 23(6), 803-812.
World Health Organization. (2019). Nursing and midwifery. Retrieved from
https://www.who.int/mediacentre/factsheets/nursing-midwifery/en/