The research paper "Research Critique of a Quantitative Design" overviews the article that studies the role of education in career retention and job satisfaction amongst registered nurses.
The study argues that the years that are invested in education by nurses are considered as an investment which has some direct and indirect costs and can get a person a good job. The initial reactions to the article were the factors that were taken into consideration by the researcher and that their focus was limited to the registered nurses. The researcher is trying to prove a point that education is an investment for career retention which seems to be unrealistic. This is because not all people thrive for education just for career perspectives; they also thrive for acquiring knowledge.
In the literature review, researchers have tried to relate an impact of education in job satisfaction which does not seem to be the only reason for the contribution to acquiring job satisfaction. The performance of an individual plays an important role in career retention because employees have to justify their education through their performances. The researchers have also tried to relate the reasons of a higher turnover rate with low job satisfaction, which is also considered as an incomplete reason for its justifications. Poor performance and inability to follow ethical guidelines are also the reason for a higher turnover rate. The study had been focused on the educational degrees which are acquired by nurses. They are either Associate’s Degree (AD) or Bachelor’s in Science degree (BS) followed by specialization. The researcher did not mention any previous studies that focused on the degree programs and their satisfaction in their respective jobs. This would have given the ratio of degree holders that can retain their job and become the source for job satisfaction. The hypothesis that has been assumed by the researcher contains an assumption that a BS degree would result in job satisfaction of a person and an AD degree would result in better career retention. There should be an assumption that could support the arguments if both hypotheses fail to produce any results. There are other factors that could result in the increase in job satisfaction and career retention. The instruments that have been used to test the satisfaction in the job and to check the reliability were the utilization of factor analysis which would not have been the right choice for this study. Instead, cluster analysis should have been a much better choice because it assigns a set of similar objects in a particular group called clusters, so they would differ from other clusters and their behavioral patterns (Everitt, Landau, Leese, & Stahl, 2011). There are 21 questionnaires that have been designed for nurses, which would determine the satisfaction rate amongst those nurses. These questionnaires are numerous in number and could have been shortened because most of the time respondents become wary of their interest in answering questions effectively as a researcher would have desired. Even the weight and age that have been assigned for particular questionnaires have been at a higher side. More priority should have been given to questions that are management related and should relate with job satisfaction. The researcher mentioned that the AD and BS nurses used to work in different work settings which also reflected their performance and job satisfaction ratio. A nurse that is associated with hospitals would require more efforts to retain their position as compared to nurses that work in direct patient care. This would easily impact the results because there is variability in the respondent’s work environment which allows them to set different job satisfaction