A strategy for improving nurse retention and recruitment levels

A nursing shortage in one trust prompted a full investigation into the retention and recruitment of nurses. Workload, staffing levels, skill mix and working conditions were all problem areas for staff. The project highlighted the need to support the development of strong nurse leadership within each of the trust's directorates and to create more educational opportunities for staff.     

Innovative retention strategies for nursing staff

The creation of innovative retention strategies will be a major focus for nursing administration as a shortage of nurses recurs and turnover of staff becomes a problem. A recent study provides information on which to formulate retention strategies. The findings suggest that retention strategies, to be effective, need to be targeted specifically to particular conditions of the nursing staff, e.g., educational preparation and the clinical service on which staff are functioning. The authors outline their research findings and the innovative strategies that have been constructed.     

Staff nurse retention: strategies for success

At the same time the demand for nurses is on the rise, the supply is dwindling. Recruitment and retention are the two main factors which can be adjusted to affect supply. Recruitment has become increasingly difficult in the past two or three years due to decreasing enrollment in nursing education programs and increased demand for nurses in alternative delivery systems. Therefore staff nurse retention has become an issue of major importance. This article will begin by briefly delineating need and expectancy theories which in part explain job satisfaction and, hence, retention. Secondly, findings from the Magnet Hospital Study are summarized. Creative retention strategies will then be explored, concluding with a framework for developing a strategic plan for successful staff nurse retention.     

Paid and unpaid benefits. Strategies for nurse recruitment and retention.

One of the biggest problems facing hospital administrators is the recruitment and retention of nursing staff. The authors examine how a sampling of hospitals are meeting this challenge and describe important tangible and intangible benefits that can curb nursing turnover. This study defines ways to boost employee morale and cut administrative costs.     

A resource-based perspective on retention strategies for nurse epidemiologists

AIM: This paper is a report of a study to evaluate the intent of epidemiologists to remain in their chosen career and identify the variables that contributed to or predicted their intent to stay. BACKGROUND: Recently, emerging new infections, such as severe acute respiratory syndrome or bird flu, have placed significant occupational and psychological stress on epidemiologists, especially in South-East Asia, resulting in a high intent to change their career. In the light of possible staff shortages, retention strategies for epidemiologists have gained importance. METHODS: A self-administered questionnaire survey and stratified sampling were used to collect data from 351 epidemiologists including nurse epidemiologists in Taiwan in 2005; response rate was 70.6%. Correlation analysis and hierarchical multiple regression analysis were used to examine relationships among occupational stress, psychological stress, human resources and intent to stay in their career. RESULTS: Occupational stress, psychological stress and human resources had an impact on epidemiologists' intent to stay in their career. Results show that the relationship between occupational stress (operation and personal safety hazard) and intent to stay could be influenced by organizational capital, and the relationship between emotional distress and intent to stay could be influenced by a broad spectrum of human resources (organizational, social and human capital). CONCLUSION: The severe acute respiratory syndrome epidemic raised worldwide attention and challenged epidemiologists' intent to stay. Results indicate that human resources play an important role in this issue. Managers should enhance human resources in organizations as much as possible to attenuate epidemiologists' stress, which may, in turn, strengthen their intent to stay.     

Earning and learning: recruitment and retention in post registration nurse education

The [Dearing, R., 1997. The Report of the National Committee of Inquiry into Higher Education. London, DFEE.] and the [Department of Health, 1998. A First Class Service: Quality in the New NHS. London, DOH.] have recommended widening access to Higher Education in the United Kingdom. Attention has recently focused on qualified nurse education. This has evolved as a result of the Government drive to expand the role of the nurse as a consequence of the shortage of doctors and the ambitious proposals set out in the NHS Plan [Department of Health, 2000. The NHS Plan: A Plan for Investment, A Plan for Reform. London, DOH.]. Subsequently whilst they are learning, many qualified nurses need to work in a demanding environment in addition to caring for their families. These combined activities often result in difficulty in sustaining their required learning experiences. This study explores how the positive aspects of University based learning may be combined with more flexible means of learning to improve recruitment and retention. A flexible modular programme may provide a solution to the problem of combining earning with learning. However, an effective staff and student support infrastructure must be established to ensure that flexible learning modes remain successful and viable alternatives to more traditional means of learning.     

Innovative educational strategies to prepare nurse executives for new leadership roles

Distance education has grown over the last decades. As technology has improved, so has our ability to provide students with education options. Excelsior College has taken advantage of this digital age to bring together global nurse leaders and given them the opportunity participate self-paced learning at home. Excelsior is a leader in online education and now has expanded by offering masters courses with a specialty in clinical systems management and health care informatics to nurses worldwide.     

Home healthcare nurse recruitment and retention: tips for retaining nurses: one state's experience

During March 2006, a series of statewide conferences was held to discuss home care outcomes, with a special emphasis on strategies for retaining home care nurses. Administrators and owners of home care agencies in one state with high staff retention and a low rate of turnover participated in four panel discussions to share best practices. The discussions were sponsored by TMF Health Quality Institute, the Quality Improvement Organization (QIO). In addition to practitioner panels, a review of the home care research literature on recruitment and retention was presented. This article is derived from the combined evidence shared during those meetings. The three most common strategies for retaining nursing staff were the use of case management or primary nursing, management participation in direct patient care, and open lines of communication.     

The importance of work environment: evidence-based strategies for enhancing nurse retention

As the nation faces a growing nursing shortage, it is imperative that home care leaders implement evidence-based strategies to improve nurse recruitment and retention. Previous research indicates that characteristics of the work environment that support nursing practice enhance nurses' job satisfaction and reduce turnover. Yet, there is little evidence to assist in prioritizing initiatives to improve the work environment of nurses. In this nationwide survey, home care nurses were asked to rate the importance of specific agency work environment traits, as listed on the Nursing Work Index-Revised, in supporting their home care practice. The 10 agency traits rated as most important are presented, and evidence-based recommendations for creating a culture of nurse retention are discussed.     

护士存在的心理健康问题及对策

20世纪在90年代以前的研究中,心理护理的研究主要是涉及心理护理的重要性和如何对病人进行心理护理,但近些年来,人们愈发重视了对护护士的心理健康状况进行研究,因为护士心理健康状况的好坏决定着心理护理的质量和水平.我国目前处在计划经济向市场经济转换的最后阶段,也是社会变化最为活跃的时期,此时,护士所承受的来自各方面的压力越来越多,这直接影响着护士的心理健康水平,影响护理的质量,不利于病人的康复[1].针对目前的情况,深入分析我院影响护士心理健康原因,并提出相应对策,效果满意,现介绍如下.