Head nurse strategy for increasing nurse retention: A factor analysis

Nurdiana, Nurdiana; Hariyati, Rr. Tutik Sri; Gayatri, Dewi

doi:10.1016/j.enfcli.2019.04.087

Cited by 7 publications

(5 citation statements)

References 14 publications

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“…In terms of demand, a recent study summarized that about 86.7% of both hospitals and public healthcare services in Indonesia have an insufficient number of nurses (Dewanto & Wardani, 2018). Several facts contribute to this shortage, such as low wages, a lack of hospitals' intentions to recruit nurses with a bachelor's degree, a high working load, uncomfortable work environment, less of appreciation, and the opportunity to work abroad for 5-fold higher wages than available in Indonesia (Nurdiana, Hariyati & Gayatri, 2019). Thus, it is logical that effective strategies are needed to resolve nursing shortages and low retention levels (Dai et al, 2016;Lin et al, 2016).…”

Section: Introductionmentioning

confidence: 99%

“…A review of the literature published various studies that investigated elements of nurses' work environments over the past two decades conducted in several countries including autonomy, control of nursing practice, culture, education, equipment, innovation, leadership, nurse management ability, nurse-physician relations, organizational support, pay, peer cohesion, respect, safety, scheduling, supplies, and resources (De Pedro-Gómez et al, 2012;Nurdiana, Hariyati & Gayatri, 2019;Shao et al, 2017;Warshawsky & Havens, 2011). Shang, Friese, Wu, &Aiken (2013), andLaschinger et al (2016) also added that supportive environmental elements improve the quality of care and decrease adverse incidents, thus increasing satisfaction and enhancing health-related outcomes for patients, professionals, and institutions.…”

Section: Introductionmentioning

confidence: 99%

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Development and Validation of the Indonesian Version of Quality Nursing Work Environment (QNWE-I) Instrument

Vranada

Lin

Hsieh

et al. 2021

IJSN

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Background: Nursing shortages are a significant problem experienced by medical institutions worldwide as well as Indonesia. Understanding nurses’ work environment is a proper strategy for enhancing the retention and overcoming shortages of nurses. The Quality Nursing Work Environment (QNWE) is a well-known tool that has been commonly used to evaluate the working atmosphere of nurses. However, the availability and validated version of the instrument for hospital nurses in Indonesia is not confirmed.Purpose: This study aims to confirm the psychometric evaluation of the Indonesian version of QNWE instruments in hospital settings.Methods: A cross-sectional study design and psychometric analyses were administered. The 65-item, eight-domain questionnaire was translated, adapted, and face-validated using content validity index (CVI) analysis. The construct validity and internal consistency of the translated version were tested using confirmatory factor analysis (CFA) and Cronbach's Alpha to 334 hospital nurses. The intraclass correlation coefficient (ICC) was employed to determine test-retest and interrater reliability analysis to 33 nurses and 10 ratters in the pilot testing.Results: The CVI of the QNWE-I scale ranged from 0.86 to 1.00. The CFA determined an adequate model fit of the instrument. As to overall reliability, test-retest reliability of 0.90, ICC analysis of 0.82, and Cronbach's alpha of 0.96; was confirmed.Conclusions: The psychometric evaluation of the QNWE-I showed excellent acceptability, validity, and reliability. Therefore, the QNWE-I can serve as a comprehensive instrument for assessing the quality of nurses' work environments in Indonesia.

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Section: Introductionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

Development and Validation of the Indonesian Version of Quality Nursing Work Environment (QNWE-I) Instrument

Vranada

Lin

Hsieh

et al. 2021

IJSN

View full text Add to dashboard Cite

show abstract

“…Various studies have examined nursing staff retention (Mahon, 2018; Nurdiana et al, 2019). Nonetheless, due to the complexity of this issue, rapid demographic changes in the population, the aging of nurses, the increase in the prevalence of chronic diseases, crisis of newly emerged infectious diseases, the rising community expectations and the patients' need for specialized and subspecialized care, more studies are required on this subject.…”

Section: Introductionmentioning

confidence: 99%

Factors affecting nurses' retention in Iranian hospitals

Najafi

Sadat-Hoseini

Imanipour

et al. 2022

J Nursing Management

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Aim: This research was conducted to study the factors affecting nurses' retention in Iranian hospitals.Background: Health care systems should pay attention to their human resources' retention to deliver health care services and maintain their organizational values. This issue becomes more significant when we consider the human and financial limitations in place.Method: Data were analysed using conventional qualitative content analysis based on the model developed by Elo and Kyngäs. Forty-two managers and nurses were selected by purposive sampling. Data were obtained through 45 semi-structured interviews until data saturation was reached. Results:The data analysis resulted in four main categories and 17 subcategories. The main categories included dignity and respect, ethics and spirituality, empathy, and flourishing. The main theme extracted was 'maternal management'. Conclusion:The present study proposes 'maternal management' as a strategy to increase the retention of nurses.

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“…Meanwhile, the lack of reward and the difference in financial income becomes why they do not want to have a career as an intensive nurse (Chang et al, 2018., Liaw et al, 2017. Thus, well-facilitated nurse career development and hospital leadership support can increase nurses' desire to endure working in hospitals (Nurdiana et al, 2019).…”

Section: Introductionmentioning

confidence: 99%

Self-Efficacy as Determinant of Interest Becoming Intensive Care Nurse

Metalita

Handiyani

Kuntarti

et al. 2022

JOSING

Self Cite

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This study aims to identify the factors that influence interest in becoming an intensive nurse. The design of this study used a cross-sectional approach. The results showed self-efficacy, appreciation, work unit, age, family support and supervisor support (p=<0.001), years of service (p=0.005), gender (p=0.002), career level (p=0.004), and experience. Training (p=0.003) affected the interest of intensive nurses. On the other hand, knowledge and level of education were not influenced by the pull of intensive nurses. The results of multiple linear regression analysis found that the most influential interest factors in becoming an intensive nurse were self-efficacy, followed by rewards, work units, and gender. These four factors contributed 57.4% in influencing the interest in becoming an intensive nurse. In conclusion, what most determines interest in becoming an intensive nurse is self-efficacy. Keywords: Determinants, Interests, ICU Nurse

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Head nurse strategy for increasing nurse retention: A factor analysis

Cited by 7 publications

References 14 publications

Development and Validation of the Indonesian Version of Quality Nursing Work Environment (QNWE-I) Instrument

Development and Validation of the Indonesian Version of Quality Nursing Work Environment (QNWE-I) Instrument

Factors affecting nurses' retention in Iranian hospitals

Self-Efficacy as Determinant of Interest Becoming Intensive Care Nurse

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