Impact of Nursing Staff Perception of Work Environment on Turnover Rate in Hemodialysis Unit

Abstract

Background: The nursing work environment is complex with many variables affecting the nurses' perception and work satisfaction. The strongest predictor of nurse's job dissatisfaction and intent to leave a job is personal stress related to the practice environment. Negative work environments demoralize nurses and contribute to the development of unsafe working conditions, which are unhealthy and highly associated with nursing job dissatisfaction, low productivity, and high turnover. High nurse turnover in healthcare facilities can negatively affect the ability of hospitals to meet patient needs, provide quality care and increases both direct and indirect labor costs. Aim of Study:To explore the impact of nursing staff perception of work environment on turnover rate in hemodialysis unit.Subjects and Methods : A descriptive correlational design was utilized to collect data from A convince sample of nursing staff working in the selected unit (hemodialysis unit) during the time of data collection (from May to September 2017) at a governmental University hospital. Data was collected by using two tools:The Practice Environment Scale-Nursing Work Index (PES-NWI) questionnaire and turnover rate sheet.Results: There were no significant relation between nursing staff perception of work environment and educational level, there were a high positive relation between nurses perception of work environment and years of experience and there were dramatically increase of turnover rate over the years. Conclusion:Poor nurse work environment is the underlying factor of nursing turnover.Recommendation: Improving nurse work environment should be emphasized through policy to retain nurses in the workforce; Further research is needed to investigate the tools, guidelines and interventions used by managers in the nursing field to create healthy and welcoming working conditio ns.

Impacts of nursing work environment and burnout on turnover intentions among nurses in Ghana

“…Again, young nurses are ambitious and are always ready to move on with life while the older nurses are usually comfortable probably due to the in uences from their spouses or families, and experiences with previous work places. Other studies also noted age as a predictor of turnover intention of nurses with younger nurses having higher intention rate (42,43). Furthermore, professional practice environment dimensions (nurse manager ability, leadership and support, collegial nurse-physician relation, sta ng and resource adequacy, nurse participation in hospital affairs and nursing foundation for quality of care) accounted for only 18.4% of the variance in nurses' turnover intentions but only age of the nurse and number of years in nursing signi cantly contributed to the model.…”