A systematic literature review of nurse shortage and the intention to leave

Chan, Zenobia C.Y.; Tam, Wun San; Lung, Maggie K.Y.; Wong, W. Y.; Chau, Ching Wa

doi:10.1111/j.1365-2834.2012.01437.x

Cited by 266 publications

(321 citation statements)

References 34 publications

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“…Up until now, few studies have investigated work-home interference as a criterion in the effort-reward imbalance model. Moreover, male nurses have typically been underrepresented in nursing studies (Chan et al, 2013). Given that premature leave from the nursing profession is even higher for male than for female nurses, it is important to generate knowledge on how to prevent distressing work environments for both genders, men and women alike.…”

Section: Conclusion and Discussionmentioning

confidence: 99%

“…Moreover, the awareness that health care providers should reflect the diversity in the patient population in order to improve the quality of health care and patient outcomes (Abshire et al, 2017) is an important argument for the retention of male nurses in specific. Moreover, premature leave from the nursing profession is even higher for male than for female nurses (Chan et al, 2013).…”

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Effort-reward imbalance and work-home interference: a two-wave study among European male nurses

2018

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Section: Conclusion and Discussionmentioning

confidence: 99%

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Effort-reward imbalance and work-home interference: a two-wave study among European male nurses

2018

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“…In the light of current concerns about nurse shortages in Western countries (Aiken, Clarke, Sloane, Sochalski & Silber, 2002;Chan, Tam, Lung, Wong & Chau, 2013), nurses' commitment and retention are a topic of great importance. Compared to other professional groups, nurses tend to have high levels of workload and burnout (Aiken & al., ibid).…”

Section: Discussion Reflection Upon the Outcomesmentioning

confidence: 99%

Socio-emotional support in French hospitals: Effects on French nurses' and nurse aides' affective commitment

Ruiller

Heijden

2016

Applied Nursing Research

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In spite of the differences in Human Resource Management (HRM) practices between the non-profit health care sector and business life, the majority of health care sector research appears to be based on the HRM (for Human Resources Management) blueprint for business life staff policy and practice. This study is aimed to better understand the impact of workplace social support in the context of French hospitals. Concrete, the first objective of this article comprises a thorough conceptualization and operationalization of workplace social support (i.e. both professional and personal social support). Data were collected in a French hospital among a sample of 62 respondents (for the qualitative part of our study), and among a sample of 171 health care professionals (nurses and nurse aids) (for the quantitative part of our study). Our outcomes indicate that, especially, personal support given by one's supervisor is strongly and positively related to nurses' and nurse aides' affective commitment. After a discussion about the outcomes, followed by some recommendations for future research, the article concludes with some practical implications for management in hospitals.

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“…Nursing shortage is a problem that occurs worldwide. Low recruitment and high turnover rates are a well-known problem [6] and the need for taking action to retain and attract skilled labour is clearly evident.…”

Section: Introductionmentioning

confidence: 99%

Religious work environment – benefit or challenge? A qualitative study on motivation at work in a religiously affiliated hospital

Seemann

2016

JHA

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Workplace spirituality and faith are important and emerging trends in business that should direct managers' attention for various reasons. Therefore, this qualitative study asks whether a religious work environment provides a beneficial or challenging factor for an organization. It examines the particular work environment of a faith-based hospital and its effects on employees' motivation and work ethics. The study adopts a qualitative approach, using semi-structured interviews. The interviews were conducted with human resources (HR) staff and nurses of an Adventist Hospital in the USA. The interviewees were purposefully selected to learn about their individual perspectives. The findings indicate that religiously affiliated organizations attract a special type of employee with a certain work ethic. The respectful, friendly and helpful treatment of colleagues amongst each other is one of the biggest differences when compared to non-faith-based organizations. Additionally people are more altruistic, humble and dedicated. In addition, the community outreach and the chance to support patients, both medical and spiritual, gives the work a special meaning. However, the study also indicates some challenges due to the religious affiliation, especially in the case of tough business decisions. Thus understanding the special features of a religiously affiliated organization and its effects on employees might help secular organizations to provide a spiritual working environment for their employees to take advantage of the beneficial effects without having to deal with the identified weaknesses.

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A systematic literature review of nurse shortage and the intention to leave

Abstract: The review provides insight that can be useful in designing and implementing strategies to maintain a sustainable workforce in nursing.

Cited by 266 publications

References 34 publications

Effort-reward imbalance and work-home interference: a two-wave study among European male nurses

Effort-reward imbalance and work-home interference: a two-wave study among European male nurses

Socio-emotional support in French hospitals: Effects on French nurses' and nurse aides' affective commitment

Religious work environment – benefit or challenge? A qualitative study on motivation at work in a religiously affiliated hospital

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