In 2023, the National Council of State Boards of Nursing revealed that 100,000 nurses left the workforce during the COVID-19 pandemic and another 900,000 plan to leave by 2027 due to stress, burnout, and retirement. Identifying and implementing practical strategies to reduce voluntary turnover as a result of stress and burnout is a top priority for nursing leaders across the country. Work engagement and job satisfaction have well been documented in the literature as antidotes to occupational stress and burnout in the nursing profession (Schaufeli & Bakker, 2004; Pressley & Garside, 2022). Evidence suggests that implementing shared governance is a practical, cost-effective strategy to increase work engagement and job satisfaction thereby reducing stress, burnout, and ultimately turnover. To investigate the mediating effect of shared governance on work engagement and job satisfaction, the PICOT question was formed: In acute care nurses (P) how does involvement in shared governance (I) compared to no involvement in shared governance (C) influence work engagement and job satisfaction (O) over a three-month period (T)?

Date of publication

Fall 12-4-2023

Document Type

MSN Capstone Project



Persistent identifier



Master of Science in Nursing, Nursing Administration