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Regression Analysis
Name
University, Department
Course
Instructor
Date
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Data Description
Relevant data characteristics
1. Independent variable:
Monthly Nurse Participation Rate: This represents the percentage of nurses participating
in the well-being program each month over a span of 36 months.
2. Dependent Variable
Nurse Attrition Rate: This represents the percentage of nurses leaving the hospital each
month over the same 36-month period.
Types of Data
The data for both variables are quantitative and continuous.
Quantity of Data:
The dataset consists of 36 pairs of observations, representing 36 months of data for both
nurse participation rates and nurse attrition rates.
Graphical Display of Data
Using Excel, a scatter plot can be created to visualize the relationship between the
monthly nurse participation rate and the nurse attrition rate.
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Chart Title: Relationship between Nurse Participation Rate and Attrition Rate
Legend: Not necessary for a scatter plot with a single data series.
Axis Title’s
- X-axis: Monthly Nurse Participation Rate (%)
- Y-axis: Monthly Nurse Attrition Rate (%)
Data Intervals: 36 data points represent monthly observations.
Data Analysis Using Linear Regression.
Output and calculations.
Using Excel's Data Analysis, a linear regression analysis was performed. Following are
the details of the regression results.
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Regression equation: y=β0+β1x
Regression statistics
Multiple R: 0.72;
R-Square: 0.52;
Adjusted R-Square: 0.50;
Standard Error: 0.05;
Observations: 36
Coefficients
Intercept (β0): 0.15 (p-value = 0.001).
Participation Rate (β1): -0.35 (p-value = 0.0002).
The regression equation is therefore given by:
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Attrition Rate = 0.15− (Participation Rate×0.35)
Rationale for Linear Regression Analysis
This is a suitable case for the application of linear regression, as the interest lies in using
an independent variable (nurse participation rate in a well-being program) to predict a dependent
variable (nurse attrition rate). It is hypothesized that there exists a straight-line relationship
between these two variables, and linear regression can be used to ascertain the direction and
strength of this connection based on the collected data. It is an ideal technique when one wants to
quantify a relationship between predictor and response variables, making it appropriate for
studying nurse attrition rates versus nurse participation rates in well-being programs.
Implications of Data Analysis
Null Hypothesis
The null hypothesis states that there is no statistically significant relationship between
how frequently nurses participate in the wellness program per month and how many decide to
leave their jobs. In other words, it assumes that the extent of involvement in the well-being
program has no substantial effect on nursing staff turnover. This statement provides a frame of
reference against which recorded figures are measured when establishing statistical significance.
Results Interpretation
Goodness of Fit
A high value of 0.52 for R2 means that about 52% of variations in nurse attrition rates
can be reasonably predicted by changes in nurse participation rates. It implies that although the
participation rate is significant in predicting attrition, some factors not included in this model
account for 48% of the variation left out by this model. Therefore, additional possible factors
should be considered towards optimizing the predictive power of the model being analyzed.
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Significance of an Independent Variable
A p-value of 0.0002 associated with the variable participation rate demonstrates that there
is a statistically significant negative association between attrition rate and participation rate. It,
therefore, may be concluded that higher levels of nurse retention can be achieved by increasing
nurses' involvement in the well-being program. The low p-value provides strong evidence
against the null hypothesis, implying that the probability that we have, by chance alone, observed
such a relationship between two variables is very small.
Linear Equation
The formula for the attrition rate is Attrition Rate = 0.15 - 0.35 × Participation Rate; it
can be used to express the link between these two variables. For instance, when participation
rates increase by 1%, attrition rates are expected to reduce by 0.35%. This provides decision-
makers with an opportunity to know how much of an impact changes in participation rates would
have on attrition rates using this equation and thus make informed choices about any wellbeing
program that may affect the retention of nurses.
Limitation of Research
Although only nurse involvement in the well-being program has been taken into account,
there might be other factors that influence nurse attrition that are not considered herein, such as
workload, job satisfaction, organizational culture, compensation, or external economic
conditions. The absence of these variables may lead to incomplete information regarding issues
associated with nurse leaving and eventually lower effectiveness for interventions aimed at
reducing it.
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Recommendations
From this analysis, the well-being program ought to continue and probably expand, as
there is a notable negative relationship between the rates of nurse absenteeism in the well-being
program and turnover. Such findings show that taking part in these programs is associated with
reduced attrition of nurses, which supports its effectiveness in advancing nurse retention. More
nursing staff can also be encouraged to participate in other initiatives aimed at improving their
own health by making more efforts for the success of the program. Nevertheless, when planning
new strategies aimed at improving nurse retention, a better understanding can be obtained by
including other factors that have an impact on attrition rates during subsequent analyses.
