Addressing the turnover issue among new nurses from a generational viewpoint

Lavoie‐Tremblay, Mélanie; O’Brien‐Pallas, Linda; Gélinas, Céline; Desforges, Nicole; Marchionni, Caroline

doi:10.1111/j.1365-2934.2007.00828.x

Cited by 141 publications

(159 citation statements)

References 44 publications

(51 reference statements)

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“…This reflects the importance of coworker support as indicated by previous studies 7,19,35) . Suzuki et al (2006) reported a risk ratio of 2.29 (p<0.01) times greater turnover for NGNs who indicated a lack of social support from peers 7) .…”

Section: Job Stressorsmentioning

confidence: 82%

“…It has been indicated that supervisors' management style and attitude may influence the level of support provided to NGNs and that these have an effect on their rate of resignation 4,10,19,35,40) . Since there is also an indication that consideration on the part of managers directly and positively affects the retention of staff nurses 40) , hospital employers and managers need to understand how to exhibit a beneficial management style for the prevention of NGNs' early resignation.…”

Section: Job Stressorsmentioning

confidence: 99%

“…Most of the previous studies on nurses' intentions to leave were cross-sectional studies that examined the work environment including job stress 13,19) and psychological distress 12) , stressful life events 20) , anticipatory and organizational socialization 21) , commitment and job satisfaction 22) , and motives in the selection of occupation 23) . There was one study that examined whether burnout was a contributing factor in NGNs' early resignation after three months of employment; however, the results indicated that burnout may not directly contribute to turnover 7) .…”

Section: Introductionmentioning

confidence: 99%

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A Longitudinal Study of Factors Associated with Intentions to Leave among Newly Graduated Nurses in Eight Advanced Treatment Hospitals in Japan

Tei-Tominaga

Miki

2010

INDUSTRIAL HEALTH

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Recently in Japan, the demand for nurses has been increasing in various areas because of a medical reform bill and government amendments to the medical service payment structure. The Ministry of Health, Labor and Welfare estimates that there will be a shortage of 15,900 nurses by 2010 1) .As the need for nurses is increasing, the early resignation of newly graduated nurses (NGNs) is becoming a critical issue in Japan. According to a research study concerning NGNs, 18.6% of the 1,219 hospitals surveyed responded that "the early resignation of NGNs will increase in the near future", while 42% of advanced treatment hospitals (n=66) had the same response 2) .High employee turnover negatively affects organizations through the cost of recruitment, reduced productivity, and physical and psychological burdens on employees [3][4][5] . Regarding nurses in particular, a previous study indicated the high cost of the turnover of nurses who had been employed for less than one year 6) . The rapid turnover of NGNs also results in an escalating shortage of veteran nurses 7) .Employees' intentions to leave are the greatest predictor of turnover 4,8,9) . Coomber and Barriball indicated in their literature review that stress and leadership issues continue to exert influence on nurses' intentions to leave, although these results were not always consistent 10) . Regarding intentions to leave among NGNs, there is an Abstract: This study aimed to examine the factors associated with intentions to leave among newly graduated nurses (NGNs), using a longitudinal design. We distributed self-administered questionnaires (to be returned anonymously) to all the NGNs (n=567) in nine advanced treatment hospitals in Japan on two separate occasions (Time 1 and Time 2, which were approximately 6 months apart). The questionnaire items addressed individual attributes, employment and organizational characteristics, and subjective health, and also included the 22-item Job Content Questionnaire, a scale of intentions to leave, and a novel 21-item job readiness scale. The data from 301 NGNs who had participated in both questionnaire instances was used, and a hierarchical multiple regression analysis was conducted to investigate the factors associated with intentions to leave. The results showed that while psychological distress was a more important predictor of intentions to leave than was cumulative fatigue at Time 1, cumulative fatigue was a more important predictor at Time 2. Among the job stressors, a lack of coworker support consistently led to increased intentions to leave, while a lack of supervisor support had a greater impact on intentions to leave at Time 1. "Being personally suited for nursing work", which was one of the job-readiness subscales, was found to independently and consistently influence intentions to leave. Our study findings revealed the predictors of intentions to leave among NGNs early in their careers in Japan.

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Section: Job Stressorsmentioning

confidence: 82%

Section: Job Stressorsmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

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A Longitudinal Study of Factors Associated with Intentions to Leave among Newly Graduated Nurses in Eight Advanced Treatment Hospitals in Japan

Tei-Tominaga

Miki

2010

INDUSTRIAL HEALTH

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“…The findings are consistent with the Quebec, Canada, which revealed that 61.5% intended to quit their present job for another job while 25.6% will remain in their profession and 12.9%, reported considering leaving the profession. [15] The reported choice of leaving the country is a dangerous indicator among Palestinians in Gaza. This could be also contributed to other life stressors such as the unstable political situation, siege, blockade and un-safe life related to bombardment especially in the last war at the end of year 2008.…”

Section: Discussionmentioning

confidence: 99%

Workload status at nursing stations in united nations relief and works agency health centers – Gaza governorates

Diab

Hamad

2015

JNEP

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This study aims to assess workload status at nursing stations at United Nations Relief and Works Agency (UNRWA) health centers in Gaza Governorates. A quantitative cross-sectional design was used utilizing self-constructed questionnaire and an extraction/observation sheet. All the nurses (163) who were working in the randomly selected 10 health centers were included, 128 responded and completed self-administered questionnaires, with a response rate of 78.5%. In total, 258 nursing procedures were assessed for time unit values at the service delivery points. Reliability test was 0.903. Findings show that nurses' perceptions reflected relatively moderate scores regarding the overall domains constituting the entire workload status (66.75%), with the highest scores for working hours' domain (70.25%), followed by staffing domain (66%), system domain (65.5%) and facilities domain (65.25%). In response to a direct question, 91% of nurses believed that they are work overloaded and they attributed their feeling of being overloaded due to many factors especially paperwork. The average measurement calculation of time unit values per nursing procedure in minutes and provided useful readings for example; blood pressure measurement 0:55, weighting baby 0:19, weighting adult 0:18, minor dressing 4:37 and abdominal examination 2:03. Also time unit values consumed in minutes per client in each station were calculated such as; non-communicable diseases 3:08, postnatal care 13:40, antenatal care 8:58, family planning 6:04, injection 1:15, health screening 2:49, immunization 3:31 and dressing 4:37. The researcher recommends using the revealed values to better estimate workload in health centers. Decreasing paper work and ensuring appropriate staffing level are important for having fair and appropriate workload.

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“…Nem találtunk számottevő kapcsolatot a munkahelyi stressz-szint pályaelhagyási és migrációs magatartást befolyásoló hatásában, így eredményeink a más egészségügyi szakdolgozók körében készült, ugyanezen kérdőív segítségével mért munkahelyi stressz-szint migrációs és pályaelhagyási magatartást befolyásoló hatásá-nak vizsgálata során keletkezett eredményekhez képest eltérést mutatott. Ennek hátterében az állhat, hogy a felhasznált szakirodalmakban a részt vevők jelentős része ápoló volt, így heterogén az iskolai végzettségük, munkavégzésük (három műszak, 12 órás napi beosztás), valamint az ebből fakadó számos betöltött munkahelyi pozíció (segédápoló, szakápoló, osztályvezető, intéz-ményvezető ápoló) eltérő [16][17][18]. Mintánkban elenyé-sző csoport fejezte ki elégedettségét a munkáltatója anyagi megbecsülésével kapcsolatban (6,5%).…”

Section: Eredeti Közleményunclassified

Külföldi munkavállalás és pályaelhagyási indítékok a magyar gyógytornászok körében

et al. 2016

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Pécsi Tudományegyetem, Klinikai Központ, PécsBevezetés: A magyar egészségügyi szférában munkát vállaló szakdolgozók körében növekvő tendenciát mutat a külföl-di munkavállalás. Célkitűzés: A szerzők célja a magyar gyógytornászok migrációs és pályaelhagyási magatartásának, illetve a hátterében lévő főbb kiváltó tényezők bemutatása. Módszer: 2014. áprilistól augusztusig országos felmérést végeztek a Magyarországon munkát vállaló gyógytornászok körében. Összesen 215 fő vett részt a felmérésben. Eredmények: Az eredmények szerint az életkor (p<0,05), illetve a munkahelyen tapasztalható anyagi megbecsülés mértéke (p<0,01) számottevő hatást gyakorol a migrációs gondolatok megjelenésére. Azon gyógytornászok, akik nem érzik anyagilag megbecsültnek magukat, több mint 55-szörös eséllyel vállalhatnak munkát az országhatáron kívül (OR = 55,28, CI [95%] = 18,85-162,12). Ennek hátterében lévő leggyakoribb okok az anyagi és erkölcsi megbecsüléssel kapcsolatos elégedetlenség (p<0,01) mindkét esetben). Következtetések: Annak érdekében, hogy megelőzzük a szakképzett gyógytornászok külföldi munkavállalását, illetve pályaelhagyását, szükséges növelni az anyagi és erkölcsi megbecsülés mértékét a magyar egészségügyi ellátórendszerben. Orv. Hetil., 2016, 157(9), 342-349.Kulcsszavak: egészségpolitika, humán erőforrás, migráció, pályaelhagyás, gyógytornász Motivations of foreign employment and carrier change among Hungarian physiotherapistsIntroduction: An increasing motivation can be experienced among professional workers within the Hungarian healthcare system towards foreign employment or career change. Aim: The aim of the authors was to assess Hungarian physiotherapists' migration and career changing behaviour and to understand the underlying factors. Method: A national survey in Hungary from April to August, 2014 was performed. Only physiotherapists who practice in Hungary were included (n = 215). Results: The results suggest that age (p<0.05) and the rate of financial appreciation experienced in the workplace (p<0.01) significantly affect the appearance of migratory thoughts. Those physiotherapists who do not feel themselves financially appreciated, are 55 times more likely to search for employment outside the country's borders [OR = 55.28 CI (95%) = 18.85 to 161.12]. The most common causes for that are unfavourable financial (p<0.01) and moral recognition (p<0.01). Conclusions: In order to prevent our already highly-qualified colleagues from leaving the country or from considering to leave the profession we should concentrate on increasing the financial and moral appreciation of the profession within the Hungarian healthcare system.

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Addressing the turnover issue among new nurses from a generational viewpoint

Cited by 141 publications

References 44 publications

A Longitudinal Study of Factors Associated with Intentions to Leave among Newly Graduated Nurses in Eight Advanced Treatment Hospitals in Japan

A Longitudinal Study of Factors Associated with Intentions to Leave among Newly Graduated Nurses in Eight Advanced Treatment Hospitals in Japan

Workload status at nursing stations in united nations relief and works agency health centers – Gaza governorates

Külföldi munkavállalás és pályaelhagyási indítékok a magyar gyógytornászok körében

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