Month: October 2016

A core objective of the Australian health system is to provide high quality, safe health care that meets the needs of all Australians. To achieve this, an adequate and effective workforce must support the delivery of care. With rapidly changing health care systems and consumer demographics, demand for care is increasing and retention of sufficient numbers of skilled staff is now a critical priority to meet current and future health care demands. Nurses are the largest cohort of professionals within the health workforce. Reducing the rates at which nurses leave the profession and supporting nurses to practice in their profession longer will have beneficial implications for the sustainability of a nursing workforce and, ultimately, to patient outcomes. The aim of the study was to describe and explain early career registered nurses’ (ECRNs) experiences and support requirements during the first five years of practice for the purposes of identifying strategies that would support greater retention of ECRNs.

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With the growing focus on continuous professional development, demands placed on nurses to uphold nursing competence have been increasing. This study examined how nurses with different lengths of clinical experience perceived the relationship between their actual competence and the competence they felt was demanded of them, and how this relationship was related to their turnover intentions. Survey questionnaires were distributed to 1,377 nurses, of whom 765 returned usable completed forms. The results showed that across all the groups of clinical experience, nurses perceived the demanded competence levels to be higher than their actual competence levels. However, turnover intentions were not related to nurses’ perceptions of demanded competence and were negatively related to perceptions of actual competence. The levels of competence demanded should not be considered as threats for nurses. Improving nurses’ competence may reduce their turnover intentions.

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Retention of competent employees is becoming a huge challenge for organisations and more so for healthcare institutions. The growing shortage of nursing staff and its potential effect on the healthcare industry is of paramount importance. To retain the existing staff and to attract potential new entrants, healthcare organisations have to adopt strategies that would help them in retention. So, creating a balance between work-life is found as one of the suitable practices that when adopted can reduce work related stresses, increase satisfaction and performance. This study investigated the influence of work-life balance on job satisfaction leading to retention. Further, work volition was tested as a moderator between work-life balance and job satisfaction. The study results indicate significant influence of all work volition as a moderator. The study found that job satisfaction had a partial mediation effect on the relationship of work-life balance and retention.

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Poland has lower ratios of employed registered nurses per 1,000 inhabitants than the EU average. Polish nurses work under miserable conditions without assisting personnel, and they reconcile their professional demands with responsibilities for their families; 96% of them are women. This study uses Hobfoll’s Conservation of Resources (COR) theory to explain the role of various resources in the improvement of work conditions in the nursing profession. Work-family conflict (WFC) and family-work conflict (FWC) threaten to deplete nurses’ resources. This paper set out to (1) examine the extent to which perceived job demands (workload and interpersonal conflicts at work) and engagement (vigour, dedication and absorption) are associated with turnover intentions (the intention to leave the present workplace and the intention to leave the nursing profession); (2) attempt to determine whether levels of WFC and FWC moderate these associations.

The study produces new knowledge by examining a constellation of job demands, work engagement and WFC, which reflect the management of personal resources. Results from such a constellation in nurses from countries with a post-transformational economic system have not previously been discussed in the light of COR theory. Most importantly, we conclude that WFC does not intensify turnover intentions.

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The quest for a new job will lead many nurses to an assessment centre as part, or all, of the recruitment process.

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An analysis of 230 English NHS trusts, 14 Scottish and seven Welsh health boards found 132 (53%) chief nurses had only been in post since 2014. Of this figure, 33 nurse directors took up their new positions this year.

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The article discusses what the author refers to as a nurse retention problem in Great Britain as of 2016, and it mentions psychological stress and burnout, as well as information about nursing students and a global nursing shortage. Medical technology innovations and the stability of healthcare systems are addressed, along with the ageing of the British nursing workforce. Employee turnover rates and the emotional strain of illness and death are also assessed.

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While the nursing field is still comprised primarily of women, the male percentage has continued to grow over the years. Minority Nurse interviewed four men, including one nursing student, to ask why they chose this profession.

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This article aims to explore the association between the quality of the work environment, job characteristics, demographic characteristics and a pathway of job satisfaction, emotional exhaustion and turnover intention among nurses in emergency departments and perform subgroup analyses. It concludes that to maximize prevention of turnover intention at emergency departments, interventions could target early career nurses, work environment and job characteristics. Female nurses in particular may also benefit from improved social support from their supervisor.

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