Статті в журналах: "Nurses retention"

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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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Haines, Sue, Kerry Evans, Stephen Timmons, and Ellen Cutler. "A service improvement project of a legacy nurse programme to improve the retention of late career nurses." Journal of Research in Nursing 26, no. 7 (November 2021): 648–81. http://dx.doi.org/10.1177/17449871211036172.

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Background A Nottingham Legacy Nurse Programme was developed in response to the reducing supply of new nursing registrants and an ageing workforce. The programme comprised components of focussed mentorship, knowledge transition, support and development of new learners in practice. Aims The work-based development programme aimed to improve the retention and experience of late career registered nurses. Methods The programme was informed by the evidence base and co-produced with late career registered nurses (aged 55 years or over, approaching retirement). A small pilot programme ( n = 6) was evaluated through a mixed-methods approach. Refinements and recommendations were proposed in response to findings of a scoping search of the literature, feedback from participants and stakeholder groups across the NHS Midlands and East regions ( n = 238). Results A Legacy Nurse programme has potential to address nurses’ individual career development needs, valuing and retaining them in the workforce, enabling them to share professional knowledge and skills within clinical teams and offers a cost-effective solution to improving retention of late career nurses. Conclusions Addressing the needs of late career registered nurses is required to improve retention, job satisfaction, quality-of-care provision and facilitate knowledge transfer. The programme requires evaluation in other care settings and should be considered as part of an integrated approach to nurse retention, inclusive talent management and workforce planning, alongside financial and careers advice.

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Kim, Yunmi, and Hyun-Young Kim. "Retention Rates and the Associated Risk Factors of Turnover among Newly Hired Nurses at South Korean Hospitals: A Retrospective Cohort Study." International Journal of Environmental Research and Public Health 18, no. 19 (September 23, 2021): 10013. http://dx.doi.org/10.3390/ijerph181910013.

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This retrospective cohort study analyzed the turnover rate and the risk factors of turnover among newly hired nurses at tertiary and secondary hospitals in South Korea. Using National Health Insurance Service data, this study created a cohort of 21,050 newly hired nurses across 304 hospitals in 2018, with a follow-up period of 18 months. Retention and turnover risk factors were analyzed at 6-month intervals. Differences in retention period according to hospitals’ organizational characteristics and nurses’ individual characteristics were analyzed using the chi-squared test. The likelihood of staying at work was analyzed using Kaplan–Meier survival curves with the log-rank test, and the hazard ratios of turnover at each retention period were analyzed using multilevel Cox proportional hazards analysis. The turnover rate of newly hired nurses within 1 year of employment was 26.4%, with 20.1% resigning within 6 months, and 6.3% resigning between 7 and 12 months. For all retention periods, turnover risk was associated with a higher bed-to-nurse ratio and older age. Higher standardized monthly income was associated with lower turnover between 13 and 18 months. Hospitals should develop nurse-retention strategies that consider risk factors for turnover. To reduce turnover, adequate nursing personnel should be maintained and fair compensation should be offered.

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Yarbrough, Susan, Pam Martin, Danita Alfred, and Charleen McNeill. "Professional values, job satisfaction, career development, and intent to stay." Nursing Ethics 24, no. 6 (January 24, 2016): 675–85. http://dx.doi.org/10.1177/0969733015623098.

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Background: Hospitals are experiencing an estimated 16.5% turnover rate of registered nurses costing from $44,380 - $63,400 per nurse—an estimated $4.21 to $6.02 million financial loss annually for hospitals in the United States of America. Attrition of all nurses is costly. Most past research has focused on the new graduate nurse with little focus on the mid-career nurse. Attrition of mid-career nurses is a loss for the profession now and into the future. Research objective: The purpose of the study was to explore relationships of professional values orientation, career development, job satisfaction, and intent to stay in recently hired mid-career and early-career nurses in a large hospital system. Research design: A descriptive correlational study of personal and professional factors on job satisfaction and retention was conducted. Participants and research context: A convenience sample of nurses from a mid-sized hospital in a metropolitan area in the Southwestern United States was recruited via in-house email. Sixty-seven nurses met the eligibility criteria and completed survey documents. Ethical considerations: Institutional Review Board approval was obtained from both the university and hospital system. Findings: Findings indicated a strong correlation between professional values and career development and that both job satisfaction and career development correlated positively with retention. Discussion: Newly hired mid-career nurses scored higher on job satisfaction and planned to remain in their jobs. This is important because their expertise and leadership are necessary to sustain the profession into the future. Conclusion: Nurse managers should be aware that when nurses perceive value conflicts, retention might be adversely affected. The practice environment stimulates nurses to consider whether to remain on the job or look for other opportunities.

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Pratiwi, Benedikta Rina, Supriyantoro Supriyantoro, and Hasyim Hasyim. "Pengaruh Self Motivation dan Lingkungan Kerja terhadap Retensi Perawat Siloam Hospital Tb Simatupang." Jurnal Manajemen Kesehatan Indonesia 9, no. 3 (December 26, 2021): 155–62. http://dx.doi.org/10.14710/jmki.9.3.2021.155-162.

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The nurse shortage crisis is caused by the high turnover of nurses related to management practices that were not running optimally. Anticipatory efforts are critical to increase nurse retention by increasing self-motivation and work environment to increase job satisfaction on nurses as an impact. This study aimed to provide empirical evidence of the effect of self-motivation and work environment on nurse retention with job satisfaction as an intervening variable. This research used quantitative research with survey methods using questionnaires. The unit of analysis was a group of nurses PK 1 as many as 61 people. Data analysis used path analysis with multiple linear regression as the data analysis technique. Results showed that self-motivation and work environment had a significant effect on nurse retention with job satisfaction as an intervening variable. The variables of self-motivation and work environment each had a significant effect on job satisfaction. The variables of self-motivation, work environment, and job satisfaction each had a significant effect on nurse retention. The findings indicate that employees are dissatisfied with the work environment, both physical and non-physical, as well as the compensation and rewards provided by the company. We suggest to the hospital to give awards in the form of bonuses or incentives to nurses in accordance with work assessments. We also suggest for further research to examine more deeply about the four variables in this study with other research subjects to compare with the results of the research

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Yusandra, Evra, and H. A. Heidy Diana. "Effectiveness of Mentorship Program for Nurses Retention, Job Satisfaction, and Intention to Stay." Malaysian Journal of Nursing 14, no. 02 (2022): 38–45. http://dx.doi.org/10.31674/mjn.2022.v14i02.007.

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Background: Mentorship program are thought to be able to facilitate the transition of newly graduated nurses into practice. This study sought to determine the effectiveness of a mentorship program for nurses’ retention and job satisfaction. Methods: A quantitative, non-experimental, descriptive-correlational research design was developed. The study was conducted in a government hospital in Indonesia. The sampling technique used was purposive sampling. Online survey questionnaires were distributed to the 70 nurses selected via email, and the WhatsApp messaging software application was utilized. The study identified that mentorship improved nurses' job satisfaction with a total result of 7.4808±2.62335, (p=0.0012). The identified nurse’s retention through mentorship program in the nursing profession had a total result of 14.1346±2.77262, (p=0.005). The identified intention of nurses to stay through a mentorship program showed a value of 7.00±1.98, (p=0.02). Conclusion: There are positive outcomes towards nurses’ retention, job satisfaction, and intention to stay following a successful mentorship program. The mentoring program has revealed a promising accomplishment in facilitating the transition of newly hired nurses into employment.

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Foster, Sam. "Reflecting on retention: reasons why nurses choose to stay." British Journal of Nursing 31, no. 7 (April 7, 2022): 405. http://dx.doi.org/10.12968/bjon.2022.31.7.405.

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Yuniarti, Lucia Ni Luh, and Tutiany Tutiany. "Implementation Study of Retention Programs and It’s Impact on Turnover Intention Nurses in Hospital." Indonesian Journal of Health Research 2, no. 2 (August 28, 2019): 39–48. http://dx.doi.org/10.32805/ijhr.2019.2.2.49.

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Introduction. Nurse turnover will harm the hospital both in terms of costs, resources, and motivation. Turnover can be predicted by exploring the turnover intention of the nurses. Nurses' turnover intention is closely related to the practice of nurse resource management in implementing policies including compensation, career development and work design. The study aims to analyze and identify the effect of retention programs (compensation, career path, work design) on nurses' turnover intention. Methods. The mixed method parallel convergent approach is used in the study. Simple random sampling was taken on 200 respondent nurses in three private hospitals. Semi structure interviews were conducted on 15 participants. Results. Regression test results show that there is a significant effect between compensation retention programs (R = 0.477; p = 0.000; β = 0.23), career development (R = 0.493; p = 0.000; β = 0.22), work design (R = 0.422; p = 0.000, β = 0.16) on nurses' turnover intention. The most dominant factor is compensation (β = 0.265, p = 0.000) compared to career development and work design. The results of qualitative research showed that the key participants stated that compensation was felt not adequate with the nurse profession, the implementation of career development programs had not increased motivation and the workload was felt too much as a result of too many non-nursing tasks. Conclusion. Implications for nursing and hospital management, it is important for nurse managers to have the ability to plan and evaluate policies related to compensation, career development, and work design to improve nurse retention.

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Newman, K., and U. Maylor. "The NHS Plan: nurse satisfaction, commitment and retention strategies." Health Services Management Research 15, no. 2 (May 1, 2002): 93–105. http://dx.doi.org/10.1258/0951484021912860.

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The NHS Plan envisages a paradigm shift from a centralized, producer-led National Health Service (NHS) to a devolved, patient-centred health care service, fuelled by a substantial investment in human resources, beds, hospitals and infrastructure. The planned net increase of 20 000 nurses by 2004 is examined in the light of findings from a qualitative study of nurse satisfaction, commitment or intention to leave their hospital, nursing or the NHS, involving 124 nurses in four London hospitals. This paper presents nurses' perceptions and rankings of retention strategies and we compare these with the Plan's proposals. Lastly we propose an integrated approach to examining and dealing with the complex issue of nurse recruitment, retention and quality of patient care, based on a conceptual framework, the Nurse Satisfaction, Service Quality and Nurse Retention Chain, which highlights the scope of the challenges confronting the Plan, in both design and implementation of proposals designed to improve working conditions as a foundation for nurse recruitment and retention. Our principal findings are that just 57% of our interviewees may be viewed as 'core loyals' to the profession, 12% are serious in their intention to leave and the remainder may be sensitive to further deterioration in working conditions or a failure to meet expectations on pay. Such findings if realized clearly threaten the Plan's success.

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Kreedi, Fatmah, Michael Brown, and Lynne Marsh. "The Experience of the Transition from a Student Nurse to a Registered Nurse of Kuwaiti Newly Graduated Registered Nurses: A Qualitative Study." Healthcare 10, no. 10 (September 23, 2022): 1856. http://dx.doi.org/10.3390/healthcare10101856.

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Background: The experience of the transition from a student nurse to a registered nurse is a challenging period for newly graduated registered nurses. Aim: To explore newly graduated registered nurses’ experiences of transition from student to registered nurse in clinical practice. Design: A qualitative approach using semi-structured interviews conducted with 12 Kuwaiti newly graduated registered nurses. Findings: The findings generated three themes: nursing support; education preparation; and psychological wellbeing. Discussion and conclusion: This study is the first in Kuwait aiming to understand Kuwaiti national newly graduated registered nurses’ transition experiences from student nurses to registered nurses in clinical practice. While the study revealed that newly graduated registered nurses received limited organisational support, the nursing policymakers in health care organisations and nursing education in Kuwait need to develop plans to improve newly graduated registered nurses’ knowledge, skills and confidence and align them with the roles and realities of actual nursing practice, to improve retention. There is a need to change the societal image of nursing in Kuwait by highlighting the importance of the nursing profession within the health care delivery. The study recommends further research on newly graduated registered nurses’ transition experiences into their new nursing roles to identify the factors behind their decision to stay or to leave, as this could offer possible solutions to address newly graduated registered nurses’ retention in the future.

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Moran, Roxanne. "Retention of New Graduate Nurses." Journal for Nurses in Staff Development 28, no. 6 (2012): 270–73. http://dx.doi.org/10.1097/nnd.0b013e318272584a.

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Muncey, Tessa. "Selection and retention of nurses." Journal of Advanced Nursing 27, no. 2 (February 1998): 406–13. http://dx.doi.org/10.1046/j.1365-2648.1998.00501.x.

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Rana, Mana Maya, and Nona Shakya. "Factors influencing job retention and satisfaction among nurses in tertiary level hospital." Journal of Gandaki Medical College-Nepal 14, no. 1 (July 3, 2021): 45–49. http://dx.doi.org/10.3126/jgmcn.v14i1.31474.

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Introduction: Retention of nurses in any health care facilities is essential for maintaining quality nursing care. Nurses’ job satisfaction is an important issue to retain nurse in same organization. The study aimed to assess factors influencing job retention and satisfaction among nurses. Methods: The descriptive cross-sectional study was done among 125 nurses working in Manipal Teaching Hospital. Purposive sampling technique was used to select the sample. The semi structured self-administered questionnaire was used to collect data. The collected data was analysed by using descriptive and inferential statistic. Results: Majority (90.4%) of nurses were in age group 21 to 39 years, 78.4% of nurses wanted to continue their job in current organization. All the nurses agreed on timely payment of salary followed by good working relationship with colleagues (93.6%), feeling proud to tell name of organization (89.6%), adequate supplies and equipment (83.2%), safe working environment (80.6%), opportunity to develop many job skill (81.6%), supportive matron (75.2%), the financial incentives such as bonus and allowance (67.2%), higher salary compared to similar organization (64.8%) are important factors to motivate nurses to retain in current organization. Only half of the nurses (50.4%) were satisfied with their job. The significant correlation was seen between factors influencing job retention and their satisfaction level. Conclusion: The study concluded that timely payment of salary, image of organization, safe working environment and adequate equipment and supplies are important factors to retain in this organization.

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Uhrenfeldt, Lisbeth, and Elisabeth O. C. Hall. "Clinical Wisdom Among Proficient Nurses." Nursing Ethics 14, no. 3 (May 2007): 387–98. http://dx.doi.org/10.1177/0969733007075886.

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This article examines clinical wisdom, which has emerged from a broader study about nurse managers' influence on proficient registered nurse turnover and retention. The purpose of the study was to increase understanding of proficient nurses' experience and clinical practice by giving voice to the nurses themselves, and to look for differences in their practice. This was a qualitative study based on semistructured interviews followed by analysis founded on Gadamerian hermeneutics. The article describes how proficient nurses experience their practice. Proficient practice constitutes clinical wisdom based on responsibility, thinking and ethical discernment, and a drive for action. The study showed that poor working conditions cause proficient nurses to regress to non-proficient performance. Further studies are recommended to allow deeper searching into the area of working conditions and their relationship to lack of nurse proficiency.

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Shorey, Shefaly, Mien Li Goh, Shin Yuh Ang, Lina Ang, M. Kamala Devi, and Emily Ang. "The Progression and Future of Nursing in Singapore: A Descriptive Qualitative Study." Journal of Transcultural Nursing 30, no. 5 (January 28, 2019): 512–20. http://dx.doi.org/10.1177/1043659618823909.

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Introduction: Nursing professionalism and nursing identity are important for retention of nurses. Despite of much attention on nurses in Singapore, there is still a shortage of nurses. This study aims to understand the perceptions of the progression and future of the nursing profession in Singapore. Methodology: A descriptive qualitative study design was used. The participants were 20 nurse educators, clinical nurses, and student nurses. Data were collected through focus group and online interviews and analyzed thematically. Results: Nurses felt a need to bridge the theory–practice gap and various factors to the underlying cause of the shortage of nurses were highlighted. Nurses shared their desires to see greater autonomy among nurses and a greater focus on community nursing in the future. Discussion: Collaboration between nurse academics and clinical nurses may bridge the theory–practice gap. To reduce the issue of the shortage of nurses, efforts to promote nursing professionalism are required.

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Albert, Nancy M. "Fluid Management Strategies in Heart Failure." Critical Care Nurse 32, no. 2 (April 1, 2012): 20–32. http://dx.doi.org/10.4037/ccn2012877.

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In patients with chronic heart failure, fluid retention (or hypervolemia) is often the stimulus for acute decompensated heart failure that requires hospitalization. The pathophysiology of fluid retention is complex and involves both hemodynamic and clinical congestion. Signs and symptoms of both hemodynamic and clinical congestion should be assessed serially during hospitalization. Core heart failure drug and cardiac device therapies should be provided, and ultrafiltration may be warranted. Critical care, intermediate care, and telemetry nurses have roles in both assessment and management of patients hospitalized with acute decompensated heart failure and fluid retention. Nurse administrators and managers have heightened their attention to fluid retention because the Medicare performance measure known as the risk-standardized 30-day all-cause readmission rate after heart failure hospitalization can be attenuated by fluid management strategies initiated by nurses during a patient’s hospitalization.

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Jameson, Catherine. "Hospice-at-home nurses' experiences of caring for patients." International Journal of Palliative Nursing 27, no. 1 (February 2, 2021): 30–36. http://dx.doi.org/10.12968/ijpn.2021.27.1.30.

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Background: The demand for hospice-at-home (HH) nurses is increasing due to an ageing global population and many people preferring to die at home. Therefore, the retention of existing HH nurses is vital. Aims: This paper explores HH nurses' experiences of caring for dying patients to discover the factors that enable them to maintain their enthusiasm for their work, and cope with the challenges of working in a patient's home. Methods: This qualitative study consisted of multiple unstructured interviews with 16 HH nurses conducted in England. Findings: The interviews show that HH nurses: use a broad range of coping mechanisms; encounter intense, complex, unpredictable and ethically unclear challenges; identify a need for more support; and love their job. Conclusion: In order for nurses to continue to enjoy their job, extra support to incorporate protected time for debriefing at the end of an HH nurse's shift is needed. Nurses also need training to develop positive coping skills, external supervision on a one-to-one basis as needed, and have their value demonstrated, by their employers and managers recognising and acknowledging them. These factors are likely to facilitate in the retention of employment of HH nurses.

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Yanriatuti, Ida, Tan Nina Fibriola, Kornelis Nama Beni, and Fitriyanti Patarru'. "Work Environment, Spiritual, and Motivational Factors Affecting Job Satisfaction among Hospital Nurses: A Systematic Review." Jurnal Ners 14, no. 3 (January 5, 2020): 227. http://dx.doi.org/10.20473/jn.v14i3.17107.

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Introduction: Patient services at the hospital cannot be separated from the role of the nurse. Therefore, nurses must work professionally to provide better nursing care. There are several factors that can affect the performance of the nurses, one of which is job satisfaction. The purpose of a systematic review is to understand the factors that influence the job satisfaction of nurses in hospitals.Methods: For a systematic review, the search was focused on the PubMed, Science Direct and Scopus database literature with the keywords ‘job satisfaction’ and ‘nurses’. The search identified 15 relevant research articles from the 10,530 original articles that were full texts published between 2015 and 2018.Results: The results showed that the job satisfaction of the nurses was influenced by their leadership, work environment, career path, the relationship with their co-workers, salary, the relationship between the organizations, appreciation, communication, opportunity, organizational commitment, work schedule, work stress, empowerment and work rotation. The results also indicated that high job satisfaction leads to lowering nurse retention and burnout, in addition to an improved quality of patient care.Conclusion: The nurse’s job satisfaction needs to get serious attention from hospital management because it plays an important role in improving the health care service quality in the hospital.

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Shepherd, Jean. "Adolescent student nurses: implications for retention." Paediatric Nursing 20, no. 3 (April 2008): 42–45. http://dx.doi.org/10.7748/paed.20.3.42.s32.

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Shepherd, Jean. "Adolescent student nurses: implications for retention." Paediatric Care 20, no. 3 (April 2008): 42–45. http://dx.doi.org/10.7748/paed2008.04.20.3.42.c6522.

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Alharbi, Fawzeyah S. H. S., Zayan Mustafa, and Mercy Benoy. "Nurses Turnover: Retention of the Staff." Open Journal of Nursing 12, no. 03 (2022): 199–219. http://dx.doi.org/10.4236/ojn.2022.123013.

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Robertson, Julie Fisher, Kaye A. Herth, and Corenna C. Cummings. "LONG-TERM CARE: Retention of Nurses." Journal of Gerontological Nursing 20, no. 11 (November 1, 1994): 4–9. http://dx.doi.org/10.3928/0098-9134-19941101-04.

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Pennington, Gwen, and Amy Driscoll. "Improving Retention of Home Health Nurses." Home Healthcare Now 37, no. 5 (2019): 256–64. http://dx.doi.org/10.1097/nhh.0000000000000782.

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Salt, Jennifer, Greta G. Cummings, and Joanne Profetto-McGrath. "Increasing Retention of New Graduate Nurses." JONA: The Journal of Nursing Administration 38, no. 6 (June 2008): 287–96. http://dx.doi.org/10.1097/01.nna.0000312788.88093.2e.

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NEATHAWK, ROGER D., SUSAN E. DUBUQUE, and CAROLYN A. KRONK. "Nurses?? Evaluation of Recruitment and Retention." Nursing Management (Springhouse) 19, no. 12 (December 1988): 38. http://dx.doi.org/10.1097/00006247-198812000-00009.

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Takahashi, Jacklyn J. "Nurses evaluation of recruitment and retention." AORN Journal 49, no. 4 (April 1989): 1135–36. http://dx.doi.org/10.1016/s0001-2092(07)66824-0.

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SCHAFFNER, MARILYN, and LAURA LAIL. "Recruitment and Retention of GI Nurses." Gastroenterology Nursing 16, no. 2 (October 1993): 61–67. http://dx.doi.org/10.1097/00001610-199310000-00004.

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Harrison, Penny. "Supporting new nurses to improve retention." Gastrointestinal Nursing 20, no. 10 (December 2, 2022): 50. http://dx.doi.org/10.12968/gasn.2022.20.10.50.

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Muthiah, Luthfatun, Wirda Y. Dulahu, and Rachmawaty D. Hunawa. "Relationship Of Age And Work Experience With The Quality Of Nursing Work Life (QNWL) Nurses." JURNAL KEPERAWATAN DAN FISIOTERAPI (JKF) 4, no. 2 (April 28, 2022): 198–206. http://dx.doi.org/10.35451/jkf.v4i2.966.

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Quality of Nursing Work Life (QNWL) is a nurse's perception that can increase organizational commitment and effectiveness among nurses and increase nurse productivity and performance, which consists of 4 dimensions, namely Work Life-Home Life Dimensions, Work Design Dimensions, Work Context Dimensions, and Work Dimensions. The purpose of this study was to analyze the relationship between age and work experience with QNWL. This research is a type of quantitative research. The design used correlational analytics with a cross-sectional approach. The population of all nurses in the inpatient room at Prof. Dr. H. Aloei Saboe hospital is 134 nurses with a total sample is 57 respondents who were taken using the proportional stratified random sampling technique. The analysis was used in bivariate analysis using the Spearman rank test. The results of the study obtained a significant value for the age factor (ρ = 0.001) and the work experience factor (ρ = 0.007). In conclusion, there is a relationship between age and work experience with QNWL. Suggestions for the hospital to improve the nurse retention program so as to increase QNWL.

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Linzer, Pamela, Ann Marie Tilley, and Marlene V. Williamson. "What Floats a Float Nurse’s Boat?" Creative Nursing 17, no. 3 (2011): 130–38. http://dx.doi.org/10.1891/1078-4535.17.3.130.

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Few studies have examined the personality traits of nurses, and none identified the personality traits of float pool nurses. Float pool nurses have specific personality traits that differ from unit-based nurses. Independence, Tough-Mindedness, Rule Consciousness, Social Boldness, Openness to Change, and Tension were six personality factors that were found to be statistically significantly different. As hospitals implement float pools or resource teams to meet staffing needs, gleaning insight into the specific personality traits of these individuals could assist in nurse recruitment and retention.

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Kim, Young-Jae, So-Young Lee, and Jeong-Hyung Cho. "A Study on the Job Retention Intention of Nurses Based on Social Support in the COVID-19 Situation." Sustainability 12, no. 18 (September 4, 2020): 7276. http://dx.doi.org/10.3390/su12187276.

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This study investigated how social support influences the job engagement and job retention intention of nurses struggling in the continuing scenes of the COVID-19 pandemic. To this end, 382 nurses were the participants, data from 377 of whom were analyzed in total, with the following results. First, it showed that nurses’ job engagement and job retention intention were high, depending on their age and work experience. Second, in terms of the factors related to COVID-19, the group with experience in nursing patients infected with COVID-19 and nurses working in COVID-19 divisions had low job retention intention. Lastly, it appeared that there were differences in job engagement and job retention intention depending on the category and type of social support. These results suggest that social support should be provided strategically to ensure nurses’ job retention.

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Shatto, Bobbi, and Lauren M. Lutz. "Transition From Education to Practice for New Nursing Graduates: A Literature Review." Creative Nursing 23, no. 4 (2017): 248–54. http://dx.doi.org/10.1891/1078-4535.23.4.248.

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New nurse turnover costs organizations in the United States an estimated $1.4 billion to $2.9 billion per year (Meyer, Shatto, Delicath, & von der Lancken, 2017; Ulrich et al., 2010). Retention of graduate nurses can decrease costs, combat nursing shortages, and improve patient outcomes. Despite the increase in prevalence of nurse residency programs, new nurses are leaving their first positions at alarming rates. The purpose of this literature review is to examine the factors that affect graduate nurse transition to practice. Findings indicate that a supportive environment free from bullying, a positive preceptor experience, and self-confidence were keys to retaining new graduate nurses.

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Ezeuduji, Ikechukwu O., and Vuyokazi Mdivasi. "Behavioural Ethics among Nurses in Midwife Obstetric Units: Patients and their Perceptions in Cape Town, South Africa." Journal of Economics and Behavioral Studies 9, no. 1(J) (March 12, 2017): 127–34. http://dx.doi.org/10.22610/jebs.v9i1(j).1563.

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A structured questionnaire survey of randomly selected 229 patients in two public hospitals (maternity wards) in Cape Town, South Africa was done to explore post-natal patientsâ€™ perceptions towards the ethical behaviour of nurses in their wards. 150 questionnaires received were usable for descriptive, correlation, and exploratory factor analysis (principal component analysis). From the results, inadequate nursesâ€™ number, negligence on the part of the nurses, and lack of detailed information to patients are the three clear issues that need to be addressed in these public hospitals to increase patient satisfaction and retention, should they wish to give birth again. Patientsâ€™ concerns with the nursesâ€™ ethical behaviour is related to â€˜empathyâ€™ and â€˜assuranceâ€™ dimensions. The importance of these two dimensions cannot be overemphasised in medical care, globally, as they are increasingly becoming the driving forces towards patientsâ€™ satisfaction and retention. Understanding the individual needs of the patients and showing them that the nurses do care through emotive individualised attention, and acts that raise the confidence levels of patients that the nurses and the hospital will deliver safe services, are recommended.

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Hoyle, Louise P., Emma Smith, Catherine Mahoney, and Richard G. Kyle. "Media Depictions of “Unacceptable” Workplace Violence Toward Nurses." Policy, Politics, & Nursing Practice 19, no. 3-4 (October 18, 2018): 57–71. http://dx.doi.org/10.1177/1527154418802488.

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Violence and aggression toward nurses are global concerns. Despite repeated research on causal factors and widespread zero tolerance campaigns, rates of violence and aggression have not declined. Violence and aggression toward nurses can negatively affect their health and ultimately patient care. Media reporting of violence and aggression toward nurses might shape people’s perceptions of the profession, perhaps impeding nurse recruitment and retention efforts in the face of global nursing shortages. The purpose of this study was to determine how print media in Scotland depicted reports of violence and aggression toward nurses. We used qualitative thematic analysis of newspaper articles and online news reporting of incidents of violence and aggression toward nurses between June 1, 2006 and May 31, 2016. Searches of Nexis and British Broadcasting Corporation (BBC) News Online databases returned 92 relevant newspaper articles. Standards for reporting qualitative research informed presentation of results. Key themes included blame (of perpetrator or senior management), helplessness (of nurses specifically or victimization), culture (social or organizational), and prevention and reduction measures. We concluded that media coverage of violence and aggression was overwhelmingly negative and reductionist. Normalization of violence and aggression was an accepted and acceptable part of the nursing role. We conclude with recommendations for policy and call for nurse leaders to challenge this culture of acceptability, especially to support recruitment and retention of nursing staff.

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Cziraki, Karen, Carol Wong, Michael Kerr, and Joan Finegan. "Leader empowering behaviour: relationships with nurse and patient outcomes." Leadership in Health Services 33, no. 4 (September 28, 2020): 397–415. http://dx.doi.org/10.1108/lhs-04-2020-0019.

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Purpose This study aims to test a model examining the impact of leader empowering behaviour on experienced nurses’ self-efficacy, interprofessional collaboration, job turnover intentions and adverse patient outcomes. Design/methodology/approach Structural equation modelling in Mplus was used to analyse cross-sectional survey data from experienced nurses in Alberta, Ontario, and Nova Scotia, Canada (n = 478). Findings The results supported the hypothesized model: (164) = 333.021, p = 0.000; RMSEA = 0.047; CFI = 0.965; TLI = 0.959; SRMR = 0.051. Indirect effects were observed between leader empowering behaviour and nurses’ assessment of adverse events and leader empowering behaviour and nurses’ job turnover intentions through interprofessional collaboration. Research limitations/implications Leader empowering behaviour plays a role in creating collaborative conditions that support quality patient care and the retention of experienced nurses. Practical implications The findings will be of interest to academic and hospital leaders as they consider strategies to retain experienced nurses, such as nurse manager selection, development and performance management systems. Originality/value The influx of new graduate nurses to the nursing profession and changing models of care requires the retention of experienced nurses in the workforce. The findings suggest that leader empowering behaviour and interprofessional collaboration are important factors in supporting quality patient care and stabilizing the nursing workforce.

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Meska, Mateus Henrique Gonçalves, Alessandra Mazzo, Beatriz Maria Jorge, Valtuir Duarte de Souza-Junior, Elaine Cristina Negri, and Emília Maria Paulina Campos Chayamiti. "Urinary retention: implications of low-fidelity simulation training on the self-confidence of nurses." Revista da Escola de Enfermagem da USP 50, no. 5 (October 2016): 831–37. http://dx.doi.org/10.1590/s0080-623420160000600017.

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Abstract OBJECTIVETo evaluate the confidence level of nurses in nursing care in urinary retention before and after low-fidelity simulation training. METHOD This was a quasi-experimental study carried out among nurses stationed in municipal care units in the interior of São Paulo State. Data were collected during the course of a pedagogical workshop that used low-fidelity simulation training. RESULTS The study included 42 nurses, mostly female with over 15 years of experience. After low-fidelity simulation training, nurses showed a significant increase (p<0.05) in confidence related to nursing care in urinary retention. The lowest self-attributed scores during the activity were related to the objective assessment of urinary retention. CONCLUSION Low-fidelity simulated training is an effective resource for the development of nurses with respect to nursing care in urinary retention.

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Alsubaie, Abdullah, and Godfrey Isouard. "Job Satisfaction and Retention of Nursing Staff in Saudi Hospitals." Asia Pacific Journal of Health Management 14, no. 2 (July 22, 2019): 68–73. http://dx.doi.org/10.24083/apjhm.v14i2.215.

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The objective of this study is to investigate job satisfaction amongst nurses in Saudi Arabian hospitals. In recent years, there has been considerable growth in the healthcare system in Saudi Arabia, yet little attention has been paid to improving the performance of healthcare professionals, by improving job satisfaction and retention of nursing staff. This paper reviews the research conducted on job satisfaction, and retention of Saudi nursing staff. This is an integrative review of previous studies on job satisfaction and retention of Saudi nursing staff. The electronic databases Google Scholar, CINAHL, PubMed, and Global Health were used to identify peer-reviewed literature published between 2009 and 2018. The literature review showed that the majority of nurses were satisfied in their job. However, there was a shortage of research in retention of nurses. The evidence from this study suggests that the hospitals need to ensure high level of job satisfaction and decent wages of nurses for maximum retention of nurses.

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Laari, Timothy Tienbia, Felix Apiribu, Philemon Adoliwine Amooba, Adwoa Bemah Boamah Mensah, Timothy Gazari, Joseph Kuufaakang Kuunibe, Gideon Awenabisa Atanuriba, and Moses Haruna Akor. "Exploring the reasons for novice nurse educators’ transition from practice to academia in Ghana." PLOS ONE 16, no. 10 (October 14, 2021): e0258695. http://dx.doi.org/10.1371/journal.pone.0258695.

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Background There is an increasing transition rate of experienced clinical nurses from practice to academia. When nurses transition from practice to academia for the right reasons, it culminates in job satisfaction and retention. Thus, understanding what attracts clinical nurses to academia is an important consideration for employing and retaining competent nurse educators. Yet, there are gaps in research about what motivates nurses to transition from practice to academia within the Ghanaian context. This study aimed to explore the reasons for novice nurse educators’ transition from practice to academia in three Health Training Institutions in the Upper East Region of Ghana. Methods This qualitative descriptive phenomenology study used a purposive sampling method to select 12 novice nurse educators. Data were collected using a semi-structured interview guide through individual face-to-face in-depth interviews. Written informed consent was obtained and interviews were audio-taped and transcribed verbatim. Data analysis was done manually guided by Colaizzi’s method of data analysis. Results Novice nurse educators transitioned from practice to academia because they were dissatisfied with their clinical nursing practice, they wanted more flexible work, they wanted to work autonomously, and they previously taught their clients in the clinical setting. Four themes emerged namely: (1) dissatisfied with clinical nursing, (2) quest for flexible work role, (3) quest for work autonomy, and (4) previous clinical teaching. Conclusion The reasons for transitioning from practice to academia were mostly born out of novice nurse educators’ previous negative experiences in the clinical setting which ought to be considered in the recruitment and retention of teaching staff to train the future nurses. There is the need to revise and implement a tutor recruitment policy that takes into account, what attracts clinical nurses to the academic setting.

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Whittaker, Brooke A., Deborah R. Gillum, and Judith M. Kelly. "Burnout, Moral Distress, and Job Turnover in Critical Care Nurses." International Journal of Studies in Nursing 3, no. 3 (July 30, 2018): 108. http://dx.doi.org/10.20849/ijsn.v3i3.516.

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Nurse turnover, shortages, and lack of nurse retention have all been linked to stress among nurses. This ethnographic study explored if burnout and moral distress, often a result of excessive stress, led to job turnover among critical care nurses in northern Indiana and southern Michigan. It also explored the factors that may cause burnout and moral distress in the identified population. Although burnout and moral distress have been studied in various professions and locales over the years, research specific to critical care nurses has been limited in the northern Indiana, southern Michigan area. In this study, 100% of the nurses felt that burnout and moral distress led to turnover. These same nurses attributed burnout and moral distress to affecting the quality of care given to patients. The guiding framework for this study’s design was Corley’s theory of moral distress.

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Hagan, Joseph L., Lynda Tyer-Viola, and Krisanne Graves. "Predictors of nurses considering leaving the profession due to work-related stress in a large pediatric and women’s hospital in the United States." Journal of Hospital Administration 8, no. 1 (December 27, 2018): 27. http://dx.doi.org/10.5430/jha.v8n1p27.

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Nurse retention is of extreme importance in modern healthcare given the ever increasing nursing shortage and the high cost of training newly hired nurses. Research has repeatedly demonstrated that stress is strongly correlated with nursing staff turnover. This study examines the relationship of Secondary Traumatic Stress, Burnout, Compassion Satisfaction, personal life stress and nurse demographic characteristics with having considered leaving the nursing profession due to work-related stress. A survey was administered to nurses at a large pediatric and women’s hospital in the southern United States. Bivariate analyses (n = 496) indicated being Caucasian (p < .001), working fewer hours per week (p = .009), experiencing more personal life stress (p < .001), having higher Burnout (p < .001), or Secondary Traumatic Stress (p < .001) scores or lower Compassion Satisfaction (p = .015) scores were significantly associated with increased likelihood of having considered leaving the nursing profession. In multivariable logistic regression analysis, after variable selection, higher levels of Burnout (p < .001), more life stress (p = .010), being Caucasian (p < .001) and working fewer hours (p = .004) were all significantly associated with higher odds of considering leaving the nursing profession. Interventions to reduce work-related Burnout and help nurses cope with stressful life events are needed to increase retention of nurses in the profession.

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Falatah, Rawaih. "The Impact of the Coronavirus Disease (COVID-19) Pandemic on Nurses’ Turnover Intention: An Integrative Review." Nursing Reports 11, no. 4 (October 19, 2021): 787–810. http://dx.doi.org/10.3390/nursrep11040075.

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The COVID-19 pandemic has increased the demand and workload on nurses. In addition, the number of critical cases, the uncertainty about the disease, and the incidence rate of death from the disease impose a psychological stress on nurses. Considering the alarming issues of stress, burnout, and turnover among nurses even before the pandemic, the pandemic might have amplified such issues. Thus, the impact of the COVID-19 pandemic on nurses’ turnover and turnover intention warrants investigation. The aim of this review is to appraise and integrate the current pre- and post-coronavirus disease (COVID-19) literature on nurse turnover, published between 2016 and 2021. Forty-three studies on nurses’ turnover intention were appraised and synthesized. The reviewed literature suggested that nurses’ turnover intention increased significantly after the COVID-19 pandemic. Post-COVID-19-pandemic studies focused more on predicting nurses’ turnover intention through the pandemic’s negative impact on the nurses’ psychological wellbeing. The findings of this review should be considered by nurse managers and leaders in the development of policies and programs to reduce the negative impact of COVID-19 on nurse retention.

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