What is Magnet status exactly and how does it relate to nursing outcomes?

Please see files below. I will send an example for this assignment. Reach out for any question. Please submit your completed Research Question using the PICO template that is available in the course shell.
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An example of student work may be found on the bottom of the modules page. Not the best example of APA format but illustrates assignment.
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Please include your primary research article from week one in your PICO statement. Each assignment is meant to build upon the next. Assignment is to be in APA forma . Your primary research article from week one is the only reference I require for this assignment.
This is the example.HOUSTON-PICO QUESTION 1Does Magnet Status Improve Nursing Outcomes?Rivier UniversityHOUSTON-PICO QUESTION 2Does Hospital Magnet Status Improve Nursing Outcomes?P-problem/patient/populationThe problem that I am identifying is the high rate of nursing turnover in the hospital setting. In additionthe high rate of nursing burnout related to patient workload.I-Intervention/IndicatorAchievement of Magnet StatusC-ComparisonNon-magnet hospitals and how they fair in relation to Magnet achieved hospitals.O-OutcomeImproved nursing retention, increase in nursing recruitment efforts, improved patient to nurse ratios,and improved job satisfaction.What is Magnet status exactly and how does it relate to nursing outcomes? Magnet accreditation isrecognition of a health care organizations attainment of excellence in nursing. In an easier way tounderstand you could say it is a hospitals way of putting nurses first as the voice of their organization.The road to do this is not an easy one but reaps many benefits as you go and complete the process.Applying for Magnet is a journey, not a race. The average time to complete the process is 4.25 years.Time is not the only factor, cost is a big commitment. Costs can range from $100,000 to a maximum of$600,000 for each year of the journey. This can all be dependent upon the present state of the hospitaland work needed to improve nursing outcomes. This seems like a major financial commitment to takebut the benefits can be astounding and be a cost saver in the long run.Nurse turnover is the second cause of staffing problems. 85% of first year hospital nurses will leave thefield, 26% will leave within the first 3 years and 50% will leave within 6 years. The cost around that ishigh costing an average of $60,000-$80,000 to recruit and retain a new nurse. Magnet Hospitalscommitment to nursing excellence is a draw when faced with such high turnover and cost related thereto. Magnet Hospitals statistically show higher rates of nurse job satisfaction, decreased turnover, higherlevels of nurse education, improved patient outcomes in relation to pressure ulcers, and less likely toHOUSTON-PICO QUESTION 3report burnout. In a 4 state survey of 26,276 nurses, Magnet and non-Magnet Hospitals were comparedin relation to work environments, level of nurse education, job satisfaction, and burnout rates. Thesestates included New Jersey, California, Pennsylvania, and Florida. In total there were 567 hospitalsinvolved in this study with 46 of them having Magnet achievement. What this particular study concludedwas that Magnet Hospital nurses were 18% less likely to be dissatisfied and 13% less likely to have highlevels of burnout. Magnet Hospitals were more likely to be teaching hospitals, have higher technology,and have non-profit status.In regards to level of education Magnet Hospital accreditation require a certain level of nurses to beBaccalaureate or higher. Higher levels of nurse education has been found to lead to better patientoutcomes in regards to pressure ulcer care. It is no surprise then that study showed that MagnetHospitals have higher levels of educated nurses that non-Magnet Hospitals. At John’s Hopkins BayviewMedical Center they saw a big jump in the level of their staff during their Magnet Journey. With applyinga program for RN to BSN for their nurses they saw an 18% increase in BSN or higher attainment. Theyalso have 24% more certified nurses than they average median. Their vacancy rate has dropped for18.2% to 0.6%, one of the lowest in Maryland. In regards to pressure ulcer care, they have seen anoverall reduction of over 28% which ranks one of the highest in the nation.A Studer Group data collection suggests that every 1% reduction in nursing turnover saves direct costsof $250,000. With Magnet shown to improve this bottom line, some organizations have saved as muchas $13 million to their bottom line. Additional costs can also be saved with lowering length of stays andlowering the rates of unit-acquired pressure ulcers. I look forward to elaborating more on data toanswer this question in more final paper.Houston-PICO Question 4Resources Utilized to Answer QuestionAiken L., Kelley L., MCHugh M. (2011). Nurse Outcomes in Magnet and Non-Magnet Hospitals. Journal ofNursing Administration, 41(10) 428-433. DOI: 10.1097/NNA.0b013e31822eddbcBeckel J., Hoolahan S., Wilson R., Wolf G. (2013). Identification of Potential Barriers to Nurse-SensitiveOutcome Demonstration. The Journal of Nursing Administration, 43(12), 645-652.Cichra N., Kline M., Sarver W. (2015). Perceived Benefits, Motivators, and Barriers to Advancing NurseEducation: Removing Barriers to Improved Success. Nursing Education Perspectives, 36(3) DOI:10.5480/14-1407D’Hoore W., Strordeur S. and the NEXT-Study Group, (2007). Organizational configuration of hospitalssucceeding in attracting and retaining nurses. Journal of Advanced Nursing, 57(1), 45-58. DOI:10.1111/j.1365-2648.2006.04095.xKamikawa C., Kooker M. (2010). Successful strategies to improve RN retention and patient outcomes ina large medical Centre in Hawaii. Journal of Clinical Nursing, 20, 34-39. DOI: 10.1111/j.1365-2702.2010.03476.xRussel J. (2010, Sept-Oct). Journey to Magnet Status: cost vs. benefits. Nursing Outcomes, 28(5), 340-343.