Category: Nursing Recruitment

Nurses’ voluntary turnover is a worrying global phenomenon which affects service quality. Retaining nursing staff within a hospital is important to eliminate the negative influence of voluntary turnover on the quality of care and organisation costs. Results of this study in Italy highlight the importance of implementing actions to improve self-efficacy, self-regulation skill, work engagement and job satisfaction in order to reduce nurses’ turnover intention and increase patient satisfaction with nursing care.

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The article reports on the ‘earn, learn and return’ programme of the National Health Service, wherein nurses from India will learn a new postgraduate skill while working in Harrogate, North Yorkshire, to address nurse shortage in Great Britain.

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The nursing shortage is an urgent concern in China. A high turnover rate of experienced nurses could have serious effects on the quality of care, costs and the efficiency of hospitals. It is crucial to explore the predictors of turnover intention and develop strategies tailored to experienced nurses.

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The authors examined the effects of perceived supervisor support, value congruence and hospital nurse staffing on nurses’ job satisfaction through the satisfaction of the three psychological needs for autonomy, competence and relatedness.

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Understanding the factors that influence the intent to stay of the staff is one of the strategies to retain nurses. The objective of this study is to find personal factors (physical, mental-emotional, social) and organizational factors (job stress, social support, and job satisfaction and organizational factors) that influence the nursing staff retention.

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Job satisfaction and employee turnover affect the health care industry in the form of overworked staff, inadequate health care, and loss of profits. In 2015, the United States health care industry had a shortage of over 923,000 registered nurses. Three themes emerged from this research: autonomy, continued education and competitive pay. All these improved workplace satisfaction and retention, which lead to organisational growth.

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Nurse managers’ support and abilities have an impact on nurse job satisfaction and an indirect impact on nurses’ intention to remain employed. Health care organizations have reason to focus on nurse managers as an approach to improve nurse job satisfaction. It is recommended strengthening nursing leadership through nurse management leadership training.

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This presentation concludes that current students are the future of the profession and have a key role in shaping the culture for generations to come.

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Many healthcare organizations are investigating the reasons for nurse turnover and seeking ways to retain the nurses they already employ. The primary aim of this thesis was a nurse retention plan. The concepts of nursing satisfaction, theory of human capital, nurse dissatisfaction, and nurse turnover were used.

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The aim of this study was to gain insight into service users’ experiences of participating in recruitment for Adult, Mental Health and Child nursing studies. The involvement of service users in nurse education and recruitment has for some years been required by the Nursing and Midwifery Council, but there is a lack of publications on the meaning of that involvement to participating service users.

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