Nurse retention and satisfaction in Ecuador: implications for nursing administration

Palmer, Sheri P.

doi:10.1111/jonm.12043

Cited by 18 publications

(24 citation statements)

References 26 publications

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“…Some studies conducted outside the United States, for example, have shown that dissatisfaction with wage played the biggest role with nurse job dissatisfaction and turnover (Fochsen, Sjogren, Josephson, & Lagerstrom, 2005; Klopper, Coetzee, Pretorius, & Bester, 2012; Palmer, 2014). These studies, however, also found that characteristics of the work environment were important contributing factors.…”

Section: Discussionmentioning

confidence: 99%

Wage, Work Environment, and Staffing: Effects on Nurse Outcomes

McHugh

Ma²

2014

Policy, Politics, & Nursing Practice

120

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Research has shown that hospitals with better nurse staffing and work environments have better nurse outcomes—less burnout, job dissatisfaction, and intention to leave the job. Many studies, however, have not accounted for wage effects, which may confound findings. By using a secondary analysis with cross-sectional administrative data and a four-state survey of nurses, we investigated how wage, work environment, and staffing were associated with nurse outcomes. Logistic regression models, with and without wage, were used to estimate the effects of work environment and staffing on burnout, job dissatisfaction, and intent to leave. We discovered that wage was associated with job dissatisfaction and intent to leave but had little influence on burnout, while work environment and average patient-to-nurse ratio still have considerable effects on nurse outcomes. Wage is important for good nurse outcomes, but it does not diminish the significant influence of work environment and staffing on nurse outcomes.

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Section: Discussionmentioning

confidence: 99%

Wage, Work Environment, and Staffing: Effects on Nurse Outcomes

McHugh

Ma²

2014

Policy, Politics, & Nursing Practice

120

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“…As nurse leaders, nurse managers are responsible for providing career advancement opportunities and professional development for their nurses. Empirical research has suggested that the working environment and job satisfaction positively impact professional practise and development (Lee & Cummings 2008, Sellgren et al 2008, Pasaron 2013, Leach & McFarland 2014, Palmer 2014. Working environment and job satisfaction have often been described as the most important predictors for nurses' intention to keep working at an institution and those are also associated with nurse managers' behaviours (Abualrub & Alghamdi 2012, McSherry et al 2012, Van Bogaert et al 2013, Keys 2014, Palmer 2014.…”

Section: Professional Developmentmentioning

confidence: 99%

“…, Van Bogaert et al . , Keys , Palmer ). Nurse manager behaviours strongly impact professional development.…”

Section: Introductionmentioning

confidence: 99%

Professional behaviours and factors contributing to nursing professionalism among nurse managers

et al. 2014

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Awareness of extrinsic professional factors is important continually to maintain nursing professionalism. The findings of our study may help nurse managers to continue their self-development and to realise the potential of their nursing staff by developing professionalism. These findings also provide an understanding of international professionalism trends to achieve higher levels of nursing professionalism through the evaluation of professional nursing behaviours.

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“…Nurses working in units with high turnover rate do not reach expertise because they did not undergo circumstances they could acquire the necessary experience for their progress (14) . A study conducted in a hospital in Ecuador pointed out that the retention of nurses is a major concern because the increase in turnover can affect the quality of care (20) .…”

Section: Discussionmentioning

confidence: 99%