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Добірка наукової літератури з теми "Nurses retention"

Автор: Grafiati

Опубліковано: 4 червня 2021

Оновлено: 20 лютого 2023

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Статті в журналах з теми "Nurses retention"

Forde-Johnston, Carol, and Florian Stoermer. "Giving nurses a voice through ‘listening to staff’ conversations to inform nurse retention and reduce turnover." British Journal of Nursing 31, no. 12 (June 23, 2022): 632–38. http://dx.doi.org/10.12968/bjon.2022.31.12.632.

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Health and social care employers in the UK cannot afford to lose nurses given the current nursing workforce crisis. A variety of staff engagement initiatives aim to improve employee retention. This article describes how Listening to Staff (L2S) events were used as part of a service review to inform nurse retention strategies in one acute hospital trust. Over a 3-year period, 576 nurses took part in L2S events that examined nurses' perspectives of teamworking and support as well as career plans in areas with high nurse turnover rates. Comparative content analysis was used to analyse narrative data, which informed managers' retention plans. Examination of retention data before and after L2S events showed nursing turnover decreased, suggesting a variety of strategies to retain staff may have improved nurse retention. Findings imply capturing nurses' perceptions through staff engagement events may offer solutions for nurse retention.

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Ias Natanael, Glorio, Chrismis Novalinda Ginting, and Santy Deasy Siregar. "Increasing Nurse Retention Based On Internal Service Quality Approach In Batu Bara Hospital." International Journal of Health and Pharmaceutical (IJHP) 3, no. 1 (August 31, 2022): 92–100. http://dx.doi.org/10.51601/ijhp.v3i1.114.

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One of the problems for human resource management is the desire to leave (turnover intentions) which can lead to the nurse's decision to leave her job. One way for nurses to stay in the hospital is to increase employee retention. The purpose of this study was to develop recommendations to increase employee retention based on the Internal service quality approach at Batu Bara Hospital. This research is descriptive research with a quantitative approach. This research was conducted at the Batu Bara Hospital from September 2020 to March 2022. The research population used was nurses who were actively working at the Batu Bara Hospital, totaling 105 people with a total sample of 105 respondents. Linear regression tests and multiple linear regression tests were used to determine the effect between the dependent variable and the independent variable. The results showed that the cooperation variable and role conflict variable had no effect on increasing nurse retention, and the variables of suitability to work, suitability to technology, self-control ability, supervisory system, and role ambiguity had an effect on increasing nurse retention at Batu Bara Hospital. In this study together the independent variables have an influence on the dependent variable with a large effect of 95.9%. Suggestions for the Batu Bara Hospital should further strengthen the relationship between nurses by holding regular meetings, providing knowledge to nurses about the organizational components of Batu Bara Hospital through guidance from managers/supervisors and regular training to nurses, improving the quality of existing job designs that can This is done by completing the equipment and technology needed by nurses and reviewing the existing reward system, where the reward system must implement a justice system based on the workload, education, work experience and achievements of nurses.

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Aba Ali, Norhanie, and Ashley A. Bangcola. "Exploring the Relationship between Job Satisfaction and Job Retention among Registered Nurses under the Nurse Deployment Program in Southern Philippines." Malaysian Journal of Nursing 14, no. 02 (2022): 143–50. http://dx.doi.org/10.31674/mjn.2022.v14i02.024.

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Background: This study explores the relationship between job satisfaction and job retention among registered nurses working under the Nurse Deployment Program (NDP) in Southern Philippines. Methods: The study design employed in the study is Descriptive-correlational to measure the nurses' perceptions of organizational job satisfaction, and the link between job satisfaction and job retention using a survey questionnaire. A total of 139 registered nurses were selected using Random sampling method from the hospitals, rural health units, birthing places, and barangay health stations in municipalities of Lanao del Sur, Philippines. The data was analyzed through Frequency and Percentage Distribution and Spearman Rho Correlation using manual computation and SPSS. Nurse retention was calculated by dividing the average number of registered nurses during a period of 6 months by the job turnover rates on the units. Results: The findings revealed that the respondents were ‘satisfied’ on the overall indicators on the job satisfaction scale. With a Spearman Rho Correlation value of 0.003 and p-value of 0.016, the data suggested that there is a significant correlation between the respondents’ job satisfaction and job retention in the Nurse Deployment Project. Conclusion: This research illuminated the factors that may influence nurse retention, improve nurse job satisfaction, and promote healthy workplaces. It can serve as a standard or foundation for policymakers and implementers in identifying areas for improvement in boosting job satisfaction among nurses

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Klug, Susan H. "Recruit, Respect, and Retain: The Impact of Baby Boomer Nurses on Hospital Workforce Strategy—A Case Study." Creative Nursing 15, no. 2 (April 2009): 70–74. http://dx.doi.org/10.1891/1078-4535.15.2.70.

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Hospitals are increasingly concerned about shortages of registered nurses due to the impending retirement of Baby Boomer nurses. A hospital case study of older nurse retention investigated the concerns of Boomer nurses to understand how workforce strategies can effectively retain older nurses. Using interdisciplinary, multi-stakeholder approaches and tools, the study went beyond the broad recommendations in the literature to help an organization identify targeted and effective strategies for retention, identified barriers, and assessed organizational readiness to implement changes with older nurses in mind. The methodology and findings establish the foundation to initiate the development of a strategic plan for retention that is research-based and specific.

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Dietrich Leurer, Marie, Glenn Donnelly, and Elizabeth Domm. "Nurse retention strategies: advice from experienced registered nurses." Journal of Health Organization and Management 21, no. 3 (July 3, 2007): 307–19. http://dx.doi.org/10.1108/14777260710751762.

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Lambonaung, Ellen, Andi Yusuf, and Rahmawati Azis. "ANALYSIS OF FACTORS RELATED TO NURSE RETENTION IN SOURCE LIVING HOSPITAL AMBON." Jurnal Kesehatan 15, no. 1 (June 9, 2022): 50–57. http://dx.doi.org/10.24252/kesehatan.v15i1.23627.

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Employee retention is the time interval from starting work until the end of the work period in a place. Many factors have an impact on the high level of nurse retention, including competitive salaries, a healthy work environment, productive leadership and clear career management. This study aims to determine how the retention of nurses at Sumber Hidup Hospital – Ambon. The research was conducted at Sumber Hidup Hospital, Ambon. This type of research is a quantitative research with an observational approach using a cross sectional design. Sampling on nurses was carried out randomly. Data collection uses primary data and secondary data. Data were analyzed using statistical analysis through cross tabulation followed by chi-square test, namely univariate and bivariate analysis. The results showed that there was a relationship between career paths (ρ=0.000 < 0.05), nurse salaries (ρ=0.007 < 0, 05), motivation (ρ = 0.007 < 0.05), reward (ρ = 0.000 < 0.05) with nurse retention at Sumber Hidup Hospital in Ambon. Suggestions for the Sumber Hidup Ambon Hospital to be able to carry out evaluations related to the management system that is applied in order to support and provide good motivation for nurses and this supports the retention of nurses in the hospital.

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Nei, Darin, Lori Anderson Snyder, and Brett J. Litwiller. "Promoting retention of nurses." Health Care Management Review 40, no. 3 (2015): 237–53. http://dx.doi.org/10.1097/hmr.0000000000000025.

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Zangaro, George A., and Patricia A. Watts Kelley. "Job Satisfaction and Retention of Military Nurses A Review of the Literature." Annual Review of Nursing Research 28, no. 1 (December 2010): 19–41. http://dx.doi.org/10.1891/0739-6686.28.19.

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Job satisfaction is an extremely important concept that influences a nurse's decision to stay in an organization, as well as the cost of turnover and the nursing shortage. The purpose of this review is to identify published research studies that have assessed job satisfaction and retention (intent to stay) in military nurses serving in the Army, Navy, or Air Force. The available literature was searched from 1980 to 2010 and the review resulted in 21 studies. The majority of the studies used a descriptive correlational design and was specific to one particular service. The researchers reported several satisfiers such as strong sense of teamwork, favorable work environments, pay and benefits, promotional opportunities, leadership and management experiences offered to junior officers. One of the major dissatisfiers was the lack of support from leadership. Nurse researchers must expand the retention science with robust longitudinal interventional studies. Nurse researchers are well positioned to provide military nurse leaders with the best possible evidence to address issues and make decisions regarding nurse retention.

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Brooks, Carol Ann, Nancy Kanyok, Colin O’Rourke, and Nancy M. Albert. "Retention of Baseline Electrocardiographic Knowledge After a Blended-Learning Course." American Journal of Critical Care 25, no. 1 (January 1, 2016): 61–67. http://dx.doi.org/10.4037/ajcc2016556.

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Background Among nurses, skill retention after an electrocardiography blended-learning course is unknown. Objectives To compare 3- and 8-week electrocardiography test scores, compare scores by nurse and work characteristics and self-assessed electrocardiographic competence, and compare 1-year work retention with 3- and 8-week scores and change in scores from week 3 to week 8. Methods Data were collected on demographics, comfort with electrocardiography expectations, electrocardiography competence levels, and 1-year work retention. Correlational and comparative statistics were used in analyses. Results Of 69 nurses, 58% were somewhat comfortable with interventions for abnormal rhythms. Test scores were higher at 3 weeks than at 8 weeks: mean difference, 26%; P < .001. Scores at 8 weeks reflected intermediate skill retention and were not associated with nurse characteristics, electrocardiography background, comfort with rhythms and measurements, or 1-year work retention. Nurses with greater comfort for intervening when rhythm abnormalities occurred had higher median 8-week scores (P = .01) than did nurses with less comfort, and perceptions of electrocardiographic competence were associated with 8-week scores (r = 0.28; P = .02). Reduction in scores at 8 weeks was less severe in nurses with greater comfort at 3 weeks in measuring electrocardiographic intervals (P = .008) and applying therapeutic interventions (P = .009). Conclusions Skill retention and competence in electrocardiographic interpretation were intermediate and correlated with baseline self-assessment. Electrocardiographic interpretation, measurement, and interventions should be reinforced at the bedside.

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Baggs, JG, MH Schmitt, AI Mushlin, DH Eldredge, D. Oakes, and AD Hutson. "Nurse-physician collaboration and satisfaction with the decision-making process in three critical care units." American Journal of Critical Care 6, no. 5 (September 1, 1997): 393–99. http://dx.doi.org/10.4037/ajcc1997.6.5.393.

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OBJECTIVE: To assess and compare levels of nurse-physician collaboration and satisfaction with the decision-making process as reported by critical care nurses, resident physicians (residents), and attending physicians (attendings) in making decisions to transfer individual patients out of the critical care unit, and to assess if satisfaction predicts nurse retention. DESIGN: Longitudinal descriptive correlational study using self-reporting instruments. SETTINGS: A university hospital's surgical ICU, a community teaching hospital's medical ICU, and a community hospital's mixed ICU. SUBJECTS: Eighty-one nurses, 23 residents, and 37 attendings from the surgical ICU; 44 nurses and 51 residents from the medical ICU; 25 nurses and 45 attendings from the community hospital's ICU, reporting on the transfers of 473, 465, and 494 patients, respectively. MAIN OUTCOME MEASURES: Healthcare providers' reported levels of collaboration and satisfaction with the decision-making process, the correlations between collaboration and satisfaction, and nurse retention. RESULTS: Nurses and physicians within sites (except attendings from the surgical ICU) reported similarly moderate amounts of collaboration, but nurses reported less satisfaction with decision making than did physicians in all sites. Collaboration was related to satisfaction with decision making for all providers, but more strongly for nurses. The strength of the relationship for nurses was similar in all sites. Nurses' satisfaction with decision making did not predict their retention. CONCLUSIONS: Collaboration between nurses and physicians is a more important component of satisfaction with decision making for nurses than for physicians. Any interventions to change the amount of collaboration in practice must take account of this difference.

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Дисертації з теми "Nurses retention"

Franklin, Tammy Lea. "Educating Nurses About Nurse Residency Program." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/6562.

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Educating Nurses About a Nurse Residency Program by Tammy Lea Franklin MSN, Walden University, 2012 BSN, Oklahoma City University, 2010 Project Submitted in Partial Fulfillment of the Requirements for the Degree of Doctor of Nursing Practice Walden University May 2019 The problem addressed in this project was the challenges related to retention of new graduate nurses. This includes Registered Nurses (RNs), Licensed Practical Nurses (LPNs), and Bachelor of Science Nurses (BSNs) on two medical/surgical units in an acute care facility. The purpose was to work with a project team to develop an education module and accompanying resources to present to new medical/surgical BSNs, RNs, and LPNs through a 3-month nurse residency program. The framework guiding the project was Duchscher's transition shock which guides the stages of doing, being, and knowing for new graduate nurses as they move from classroom to the bedside. The project question was: Will an educative process specifically designed to implement a 3-month nurse residency program for new graduate RNs, and LPNs in the two medical/surgical units increase retention rates when compared to data 1 year pre-intervention? The educational modules included 6 2-hour concept based sessions delivered biweekly over a 3-month period by the medical/surgical specialty coordinators. Results showed positive and statistically significant results of a 17% turnover rate of new graduate medical/surgical nurses compared to a 33% turnover rate specific to the medical-surgical new graduate nurses 1 year pre-intervention. The project contributed to positive social change by providing education that increased retention, job satisfaction, and provided professional socialization.

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Hollis, Kimberly M. "Improving Retention Strategies for Experienced Nurses." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/7448.

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Experienced nurses depart the workforce in significant numbers; therefore, it is critical to understand how those departures affect patient care and safety. The focus of this systematic review included appraisal of recent research to provide an understanding of strategies used in acute care settings to retain experienced nurses. Guided by Benner's model of skill acquisition, the purpose of this systematic review was to identify factors that influence the decision of nurses with experience to leave or remain working in acute care work settings. The 19 articles selected for this review were limited to those pertaining to experienced registered nurses who have worked in the acute care setting for 2 years and longer. The review excluded articles pertaining to registered nurses with fewer than 2 years of experience, who were considered at the novice or proficient level of nursing. The results of this literature review showed that management conflicts, lack of support, work environments, work schedules, and disproportionate staffing levels were among the factors leading to morale distress and burnout in experienced nurses. These findings have the potential to contribute to positive social change by guiding administrative efforts to retain experienced nurses and improve mentoring of newer nurses and, ultimately, improve patient outcomes.

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Clevenger, Pamela L. "Managerial leadership behaviors and nurse retention." Muncie, Ind. : Ball State University, 2009. http://cardinalscholar.bsu.edu/699.

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Kennedy, Belinda Anne. "The personality characteristics of emergency nurses." Thesis, The University of Sydney, 2014. http://hdl.handle.net/2123/12724.

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Background: There are ever increasing demands on the emergency nursing workforce so it is necessary to consider how to enhance the recruitment and retention of emergency nurses. Personality is known to influence occupational choice, yet there is a lack of research exploring how personality may influence the workforce decisions of emergency nurses. Aims: To establish the personality profile of a sample of emergency nurses, and to explore whether any relationship exists between their personality characteristics and time spent working within emergency nursing. Methods: A standardised personality assessment instrument, the NEO™-PI-3, was used along with a demographic survey. Data were collected from 72 emergency nurses in an Australian Emergency Department between July and October 2012. Descriptive statistics were used to report demographics and the personality assessment results were compared against general population norms in each of the five personality domains and their 30 associated facets using a one-sample t-test. A two-sided alpha level of .01 was determined to indicate statistical significance. Results: Emergency nurse participants scored higher than the population norms in the domains of extraversion, openness to experience and agreeableness, and in twelve facets, including excitement seeking, vulnerability and competence. Conclusion: The personality profile of this sample of emergency nurses is different from the established population norms. Further research is required to establish whether these study results are applicable to the wider emergency nurse workforce and to establish any link with personality and other nursing specialty choice, which may assist in improving nursing workforce retention and recruitment.

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MacRae, Beverly Ann. "Retention of nurses in the Winnipeg Regional Health Authority." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 2001. http://www.collectionscanada.ca/obj/s4/f2/dsk3/ftp04/MQ59472.pdf.

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Timilsina, Pallavi. ""Factors Influencing Retention Rates for Nurses in Nursing Homes"." Miami University / OhioLINK, 2018. http://rave.ohiolink.edu/etdc/view?acc_num=miami1533310217476947.

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Novak, Kevin Oliver. "Patients and Nurses and Doctors Oh My!: Nurse Retention from a Multi-Foci Aggression Perspective." PDXScholar, 2017. https://pdxscholar.library.pdx.edu/open_access_etds/4013.

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Attrition is a serious issue in the nursing industry. One factor influencing rates of attrition in nursing is aggression victimization at work (Estryn-Behar et al., 2010). However, there is little research in the aggression literature that examines how aggression from different sources affects attrition (both job and career turnover) differently. This study attempts to better understand the linkages between aggression victimization and nursing attrition; specifically how aggression from different sources (i.e. patients/patients’ families, coworkers, and licensed independent practitioners) differentially affects retention factors (i.e. job satisfaction, turnover intentions, and career commitment). This study also attempts to understand the role that prosocial motivation may have in buffering against negative work attitudes brought about by patient aggression victimization. A two time point cross-sectional survey design was conducted in a hospital organization in the state of Oregon. The data presented here are part of an archival examination of that larger dataset that uses 337 voluntary nursing participants. Findings partially support the idea that different sources of aggression differentially affect retention outcomes like job satisfaction, turnover intentions, and career commitment. Some limitations and contributions of the study are also discussed.

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Piskac, Ellen M. Hawkins Peggy L. "Characteristics of retained nursing faculty." Click here for access, 2008. http://www.csm.edu/Academics/Library/Institutional_Repository.

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Thesis (Ph. D.)--College of Saint Mary -- Omaha, 2008.
Presented to the faculty of College of Saint Mary in partial fulfillment of requirements for the degree of Doctor of Education. Under the supervision of Peggy Hawkins. Includes bibliographical references.

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Warner, Ivory. "Nurses' perceptions of workplace conflict, implications for retention and recruitment." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 2001. http://www.collectionscanada.ca/obj/s4/f2/dsk3/ftp04/MQ62041.pdf.

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Smith, Sheila M. "Retention of Staff Nurses and Nurse Managers in an Acute-Care Hospital| A Qualitative Case Study." Thesis, University of Phoenix, 2017. http://pqdtopen.proquest.com/#viewpdf?dispub=10623625.

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Nursing is the largest health care profession in the United States, and health care organizations rely heavily on the services of registered nurses to provide quality care to patients. Unfortunately, the nursing shortage makes it critical for health-care leaders to identify potential issues that may be influencing nurses to leave the nursing profession and to develop solutions for retaining nurses in the nursing profession. The purpose of this qualitative case study was to explore the perceptions of three groups of RNs in an acute-care hospital setting regarding perceived issues that might influence nurses? intentions to leave the nursing profession and possible solutions to mitigate these issues. The three groups of nurses were (a) staff nurses with less than 5 years of nursing experience, (b) staff nurses with 5 or more years of nursing experience, and (c) nurse managers in the acute-care hospital setting. Exploring the perceptions of nurses was a practical means of seeking a better understanding of the lived experiences of staff nurses and managers to understand the issue of nurse retention in an acute-care hospital setting. Data were collected using a structured questionnaire that included demographic and open-ended, in-depth interview questions. Results indicated the importance of staff nurses and nurse managers? perceptions of issues influencing nurses to leave or remain in the nursing profession and perceived solutions to the issues and the need for further research to explore how different groups of nurses perceive different issues influencing their intent to leave the nursing profession.

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Книги з теми "Nurses retention"

Nurses with disabilities: Professional Issues and job retention. New York, NY: Springer Pub. Co., 2012.

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1937-, Fenner Peter, ed. Manual of nurse recruitment & retention. Rockville, Md: Aspen Publishers, 1989.

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Executive, NHS. Good practice in the recruitment and retention of nurses in higher education institutions. London: CVCP, 1999.

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Martin, J. P. Can wekeep nurses in the Health Service?: A study of nurse retention in two health districts. Southampton: University of Southampton, 1988.

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Association, Canadian Nurses'. Nurse retention and quality of work life: A national perspective. Ottawa, Ont: Canadian Nurses Association, Canadian Hospital Association, 1990.

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Martin, J. P. Can we keep nurses in the Health Service?: A study of nurse retention in two health districts. Southampton: University of Southampton, Institute for Health Policy Studies, 1988.

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Hegeman, Carol R. Growing strong roots: Peer mentoring of CNAs to enhance retention and care. Albany, NY: Foundation for Long Term Care, 2004.

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Managing the chemically dependent nurse: A guide to identification, intervention, and retention. Chicago, IL: American Hospital Pub., Inc., 1992.

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Smart nursing: Nurse retention & patient safety improvement strategies. 2nd ed. New York: Springer Pub., 2008.

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Canada, Aboriginal Nurses Association of. Survey of nurses in isolated first nations communities: Recruitment and retention issues : final report. Ottawa, Ont: Aboriginal Nurses Association of Canada, 2001.

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Частини книг з теми "Nurses retention"

Mizuno, Motoki, Yasuyuki Yamada, Takumi Iwaasa, Emiko Togashi, Michiko Suzuki, and Yuki Mizuno. "Retention Management of Nurses: A Case of University Hospital in Japan." In Advances in Intelligent Systems and Computing, 422–28. Cham: Springer International Publishing, 2018. http://dx.doi.org/10.1007/978-3-319-96080-7_50.

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"Ascites/Fluid Retention." In Fast Facts About GI and Liver Diseases for Nurses. New York, NY: Springer Publishing Company, 2016. http://dx.doi.org/10.1891/9780826117496.0022.

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"Recruitment and Retention of Foreign-Educated Nurses." In Transcultural Nursing Education Strategies. New York, NY: Springer Publishing Company, 2014. http://dx.doi.org/10.1891/9780826195944.0027.

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Robson, Helen, and Caroline Attard. "Staff burnout and staff turnover on inpatient wards." In Oxford Textbook of Inpatient Psychiatry, edited by Alvaro Barrera, Caroline Attard, and Rob Chaplin, 277–84. Oxford University Press, 2019. http://dx.doi.org/10.1093/med/9780198794257.003.0032.

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This chapter examines a range of personal, organizational, and contextual causes of occupational stress affecting inpatient mental health nurses, and offers a range of potential interventions which may help to reduce stress and burnout, and improve staff retention. It examines the consequences of burnout, its effects on patient care, and the situational factors which contribute to stress. It goes on to explore supportive factors which reduce burnout in nurses and to outline interventions and potential organizational responses which could improve the resilience of the workforce and support retention of staff and high standards of care.

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Møller, Helle. "8 Nursing in the North: Recruitment and Retention of Nurses." In Health and Healthcare in Northern Canada, 167–83. University of Toronto Press, 2021. http://dx.doi.org/10.3138/9781487514600-015.

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"Workplace Bullying and Violence." In Incivility Among Nursing Professionals in Clinical and Academic Environments, 21–47. IGI Global, 2019. http://dx.doi.org/10.4018/978-1-5225-7341-8.ch002.

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Bullying in nursing is not a problem existing only in the United States. Nurses internationally are affected by workplace incivility and bullying. Chapter 2 explores the phenomenon of bullying and incivility in nursing in countries such as Israel, Turkey, and Australia. Uncivil conduct experienced by nursing students, faculty, administrators, clinical nurses, and clinical faculty are discussed through the examination of current issues in various workplace settings that nurses work within. Imbalances of workplace tranquility and disruption influence work-life balance, as nurses attempt to find ways to cope with bullying and incivility. The latter potentially leading to organizational issues with retention and turnover of nursing staff.

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Koivisto, Jaana-Maija, Elina Haavisto, Antti J. Kaipia, Ira H. Saarinen, and Jari Multisilta. "The Effects of Gamification on Nurse Work Motivation." In Handbook of Research on Cross-Disciplinary Uses of Gamification in Organizations, 262–76. IGI Global, 2022. http://dx.doi.org/10.4018/978-1-7998-9223-6.ch012.

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A current concern in the medical field is that nurses leave their careers due to low work motivation. Intrinsic motivation is a key factor that influences satisfaction in the workplace. This study aimed to develop a gamification intervention for implementation in a hospital setting and evaluate its effects on nurses' work motivation. It was hypothesized that nurses' work motivation would improve by the end of the intervention. The study was conducted in a surgical ward at a hospital in Finland. The design was descriptive and quasi-experimental. The study found that continuous feedback from gamification interventions influenced nurses' work motivation. The gamified group offered more positive feedback than the non-gamified group. These findings add to our understanding of the effects of gamification interventions on nurses' work motivation in hospital settings. However, more research is needed to demonstrate the potential of gamification to increase the retention of much-needed human resources.

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Kılıçaslan-Gökoğlu, Selcen, and Engin Bağış Öztürk. "End of Occupational Segregation in the Nursing Profession." In Advances in Human Resources Management and Organizational Development, 262–84. IGI Global, 2020. http://dx.doi.org/10.4018/978-1-5225-9163-4.ch011.

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This chapter focuses on how female nurses make sense of their occupations as the perception of their profession changes from gender-biased to gender-neutral. Nursing is one of those rare professions with occupational segregation in favor of females, but one that is changing as more males enter the profession. While there are many occupational segregation studies to explain male and female nurses' perspectives, research on how female nurses reconsider their views about the profession is scarce. Therefore, this chapter will address this change for females by utilizing a conceptual analysis, specifically the cognitive sense-making perspective. Referring to the phases of the cognitive sense-making (ecological change, enactment, selection, and retention), this chapter examines how the meaning of the nursing profession and the meaning of work in general is changing for females.

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Kılıçaslan-Gökoğlu, Selcen, and Engin Bağış Öztürk. "End of Occupational Segregation in the Nursing Profession." In Research Anthology on Nursing Education and Overcoming Challenges in the Workplace, 418–33. IGI Global, 2021. http://dx.doi.org/10.4018/978-1-7998-9161-1.ch027.

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Mancini, Mary E., Daisha Jane Cipher, and Darab Ganji. "Maximizing Retention and Progression to Graduation in Online Programs." In Critical Assessment and Strategies for Increased Student Retention, 211–25. IGI Global, 2018. http://dx.doi.org/10.4018/978-1-5225-2998-9.ch013.

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This chapter uses the literature on student retention in online programs as a foundation to present a case study illustrating how a well-designed, affordable and high-quality online program substantially increased access, retention rates, and progression to graduation. The case study covers how, by using the principles of designing with the end in mind. The University of Texas at Arlington College of Nursing and Health Innovation (CONHI) developed and implemented a highly successful, award-winning online Bachelor of Science in Nursing (BSN) completion program for registered nurses (RN) who had entered the profession through an associate degree program. This RN-to-BSN program was specifically designed to overcome issues known to impact enrollment and completion in nursing programs by leveraging technology and the best practices for online education. The case study also explores how best practices in online education were incorporated into the development of the RN-to-BSN program.

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Тези доповідей конференцій з теми "Nurses retention"

Balázsiová, Zuzana. "HOW MUCH DO NURSES REMEMBER FROM SCHOOL PHYSICS? SOME RESULTS OF COMPARING ANALYSIS." In Proceedings of the 2nd International Baltic Symposium on Science and Technology Education (BalticSTE2017). Scientia Socialis Ltd., 2017. http://dx.doi.org/10.33225/balticste/2017.18.

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The aim of this research is to determine the level of elementary physical knowledge, which can be used for solving the problem of nursing task. For this purpose original didactic test was used, which contained tasks from elementary physics and tasks of nursing, too. It was found, that nurses minimally remembered physical knowledge. Nurses preferred to solve practical nursing tasks only by using nursing knowledge. Decoupling physical and nursing knowledge may cause the increased risk of damage to health nurses and patients. Keywords: knowledge retention, solving of practical nursing tasks, physical knowledge in nursing.

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Lai, Chih-Sung, Hsing-Hui Chu, Tian-Jong Hwu, and Hung-Chang Yang. "A study on the factors of nurses' retention by grey relational grade and grey clustering analysis." In 2012 IEEE/SICE International Symposium on System Integration (SII 2012). IEEE, 2012. http://dx.doi.org/10.1109/sii.2012.6427344.

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Nishikido, Noriko, Mako Ishikawa, and Satoko Shimamoto. "766 Sense of difficulty, skill retention, and learning strategies in workplace mental health activities by occupational health nurses (2nd report)." In 32nd Triennial Congress of the International Commission on Occupational Health (ICOH), Dublin, Ireland, 29th April to 4th May 2018. BMJ Publishing Group Ltd, 2018. http://dx.doi.org/10.1136/oemed-2018-icohabstracts.1010.

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Nishikido, Noriko, Mako Ishikawa, and Satoko Shimamoto. "738 Sense of difficulty, skill retention, and learning strategies in workplace mental health activities by occupational health nurses (1st report)." In 32nd Triennial Congress of the International Commission on Occupational Health (ICOH), Dublin, Ireland, 29th April to 4th May 2018. BMJ Publishing Group Ltd, 2018. http://dx.doi.org/10.1136/oemed-2018-icohabstracts.1011.

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"Remaining Connected with our Graduates: A Pilot Study." In InSITE 2019: Informing Science + IT Education Conferences: Jerusalem. Informing Science Institute, 2019. http://dx.doi.org/10.28945/4162.

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[This Proceedings paper was revised and published in the 2019 issue of the Interdisciplinary Journal of E-Skills and Lifelong Learning, Volume 15.] Aim/Purpose This study aims to determine where nursing students from a metropolitan university subsequently work following graduation, identify the factors that influence decisions to pursue careers in particular locations, ascertain educational plans in the immediate future; and explore the factors that might attract students to pursue postgraduate study. Background The global nursing shortage and high attrition of nursing students remain a challenge for the nursing profession. A recurrent pattern of maldistribution of nurses in clinical specialities and work locations has also occurred. It is imperative that institutions of learning examine their directions and priorities with the goal of meeting the mounting health needs of the wider community. Methodology Qualitative and quantitative data were obtained through an online 21-item questionnaire. The questionnaire gathered data such as year of graduation, employment status, the location of main and secondary jobs, the principal area of nursing activity, and plans for postgraduate study. It sought graduates’ reasons for seeking employment in particular workplaces and the factors encouraging them to pursue postgraduate study. Contribution This study is meaningful and relevant as it provided a window to see the gaps in higher education and nursing practice, and opportunities in research and collaboration. It conveys many insights that were informative, valuable and illuminating in the context of nurse shortage and nurse education. The partnership with hospitals and health services in providing education and support at the workplace is emphasized. Findings Twenty-three students completed the online questionnaire. All respondents were employed, 22 were working in Australia on a permanent basis (96%), 19 in urban areas (83%) with three in regional/rural areas (13%), and one was working internationally (4%). This pilot study revealed that there were varied reasons for workplace decisions, but the most common answer was the opportunity provided to students to undertake their graduate year and subsequent employment offered. Moreover, the prevailing culture of the organization and high-quality clinical experiences afforded to students were significant contributory factors. Data analysis revealed their plans for postgraduate studies in the next five years (61%), with critical care nursing as the most popular specialty option. The majority of the respondents (78%) signified their interest in taking further courses, being familiar with the educational system and expressing high satisfaction with the university’s program delivery. Recommendations for Practitioners The results of the pilot should be tested in a full study with validated instruments in the future. With a larger dataset, the conclusions about graduate destinations and postgraduate educational pursuits of graduates would be generalizable, valid and reliable. Recommendation for Researchers Further research to explore how graduates might be encouraged to work in rural and regional areas, determine courses that meet the demand of the market, and how to better engage with clinical partners are recommended. Impact on Society It is expected that the study will be extended in the future to benefit other academics, service managers, recruiters, and stakeholders to alert them of strategies that may be used to entice graduates to seek employment in various areas and plan for addressing the educational needs of postgraduate nursing students. The end goal is to help enhance the nursing workforce by focusing on leadership and retention. Future Research Future directions for research will include canvassing a bigger sample of alumni students and continuously monitoring graduate destinations and educational aspirations. How graduates might be encouraged to work in rural and regional areas will be further explored. Further research will also be undertaken involving graduates from other universities and other countries in order to compare the work practice of graduates over the same time frame.

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Stevens, Katie, Rachel Black, and Tricia Wilcocks. "O-10 Children’s palliative care nurse rotation posts: a recruitment, retention and resilience solution?" In Transforming Palliative Care, Hospice UK 2018 National Conference, 27–28 November 2018, Telford. British Medical Journal Publishing Group, 2018. http://dx.doi.org/10.1136/bmjspcare-2018-hospiceabs.10.

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Byrns, G., and J. Harris. "63. Challenges Presented by the Healthy Worker Effect in the Prevention of LBP and in Nurse Retention." In AIHce 2003. AIHA, 2003. http://dx.doi.org/10.3320/1.2757961.

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Laxmi. "Effectiveness of Self Learning Material on Practices of In-service Auxiliary Nurse and Midwives (ANMs) Related to Behavior Change Communication (BCC) for Reproductive and Child Health (RCH) Care." In Tenth Pan-Commonwealth Forum on Open Learning. Commonwealth of Learning, 2022. http://dx.doi.org/10.56059/pcf10.3043.

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As per WHO, the global estimates for the year 2017 indicate that there were 295 000 women died during and following pregnancy and childbirth however most could have been prevented. Behavior Change Communication (BCC) is one of the most cost effective ways of targeting the issues of RCH care. There is a need to sensitize the Auxiliary Nurse and Midwives (ANMs) regarding the benefits of adopting a systematic BCC intervention (RMNCH+A in India 2013). // Objective: 1: To develop self learning material on BCC for RCH care 2: To assess effectiveness of Self learning material (SLM) on practices of ANMs regarding BCC for RCH care // Method: The quantitative research approach evaluative in nature and One group pretest and repeated post-test research design to assess the retention of learning among 94 study sample after reading the SLM was used for present study. Researcher developed SLM as an intervention of study with learning objective to describe the process of Behaviour Change Communication and related role of ANMs for RCH care and got validated by 21 subject experts. Structured questionnaire as an assessment tools consisting items on reported practices related to providing need based relevant information during RCH care, selection of audience and use of various BCC approaches and methods on selected RCH care component was developed and got validated by 21 subject experts. Pre-test assessment of 94 In-service ANMs (ISAs) selected from 16 health units of Delhi was done using validated tool ,SLM was introduced using group discussion method followed by reading at own pace of study sample . Post test-1 assessment was done after one month of introducing SLM then assessment for post test -2 was done after three months to assess the retention // Result And Conclusion : Findings shows that most of the In-service ANMs 61 (64.9%) scored below 50% marks in pre test assessment done before reading the SLM . It reveals that ISAs had inadequate practices regarding BCC for RCH care. However after reading the SLM majority of ISAs 89 (94.7%) and 56 (59.6%) scored more than 75% marks in post test-I and II respectively. Finding revealed that SLM was significantly effective to enhance the pre-test mean practice score from 51.05 to 99.25 and 86.90 in post test-I and II respectively (p<.001). // Discussion: It was revealed by Novick, (2009), that target people for MCH care desired comprehensive and relevant information to clear their doubts, and enable them take informed decisions.

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Звіти організацій з теми "Nurses retention"

Novak, Kevin. Patients and Nurses and Doctors Oh My!: Nurse Retention from a Multi-Foci Aggression Perspective. Portland State University Library, January 2000. http://dx.doi.org/10.15760/etd.5897.

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Zangaro, George A. Factors Associated with Retention of Army, Navy, and Air Force Nurses. Fort Belvoir, VA: Defense Technical Information Center, March 2013. http://dx.doi.org/10.21236/ada608102.

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Stoddard, Amy, Donna Lynch-Smith, Kate Carlson Wrammert, and Bobby Bellflower. Increasing Nurse Knowledge Using a Formal Lung Transplant Education Program. University of Tennessee Health Science Center, December 2020. http://dx.doi.org/10.21007/con.dnp.2020.0001.

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This quality improvement project was completed to show that a formal lung transplant education course for nurses caring for lung transplant patients increased their knowledge. An eight-hour education course was developed by experts in the field of lung transplantation. A pretest was administered before the education course. A posttest was administered to determine if knowledge was improved. A three-month follow-up test was administered to determine knowledge retention. Based on the data analysis, nurse knowledge improved after formal education. Item analysis determined what areas of educational content need to be the focus of quarterly education. The education course was adopted as formal training for transplant nurses.

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Pickett, Dayton S., David A. Smith, and Eleanor G. Feldbaum. Increasing Reserve Component Nurse Accession and Retention Rates. Fort Belvoir, VA: Defense Technical Information Center, May 1990. http://dx.doi.org/10.21236/ada228971.

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Cooke, Timothy W. Navy Nurse Corps Retention: FY 1974 to FY 1988. Fort Belvoir, VA: Defense Technical Information Center, July 1989. http://dx.doi.org/10.21236/ada217664.

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Mooney, Leah. Nurse Staffing at Methodist Heathcare Ministries: Factors Influencing Recruiting and Retention. Fort Belvoir, VA: Defense Technical Information Center, April 2007. http://dx.doi.org/10.21236/ada480132.

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South Africa: Improve facility management to increase nurse retention. Population Council, 2007. http://dx.doi.org/10.31899/rh14.1074.

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