2018
DOI: 10.1186/s12912-018-0317-8
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Nurse turnover and perceived causes and consequences: a preliminary study at private hospitals in Indonesia

Abstract: BackgroundDespite the inevitable growing rate of nurse turnover worldwide and its consequences, limited empirical data has been published in Indonesia. This study aims to describe the nurse turnover pattern at private hospitals, its causes and consequences as perceived by the hospitals’ managers.MethodsA survey method was used to obtain secondary and primary data from five private general hospitals in three administrative regions in East Java, Indonesia. The data of nurse turnover and demographic characteristi… Show more

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Cited by 103 publications
(110 citation statements)
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“…Several interviewees reported attempts by their own or another new nurse's preceptor to break away from the relationship when faced with an underperforming new nurse or adverse judgement from their colleagues and superiors that the preceptor's own performance was poor, similar to some of Ke and Hsu (2015) data. That is, senior nurses appeared to be hesitant to commit their emotional or intellectual labour to managing new nurses during the period when new nurses were most in need of positive support and attention (Dewanto & Wardhani, 2018 Our interviewees emphasised their lack of skills, a gap between practice and theory, hesitancy in life-and-death situations, and shock and stress during the transition to caring for a full patient load by themselves. Important to new nurses' willingness and commitment to continue working while facing such challenges were their efforts to engage in making a place for oneself.…”
Section: Discussionmentioning
confidence: 95%
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“…Several interviewees reported attempts by their own or another new nurse's preceptor to break away from the relationship when faced with an underperforming new nurse or adverse judgement from their colleagues and superiors that the preceptor's own performance was poor, similar to some of Ke and Hsu (2015) data. That is, senior nurses appeared to be hesitant to commit their emotional or intellectual labour to managing new nurses during the period when new nurses were most in need of positive support and attention (Dewanto & Wardhani, 2018 Our interviewees emphasised their lack of skills, a gap between practice and theory, hesitancy in life-and-death situations, and shock and stress during the transition to caring for a full patient load by themselves. Important to new nurses' willingness and commitment to continue working while facing such challenges were their efforts to engage in making a place for oneself.…”
Section: Discussionmentioning
confidence: 95%
“…Several interviewees reported attempts by their own or another new nurse's preceptor to break away from the relationship when faced with an underperforming new nurse or adverse judgement from their colleagues and superiors that the preceptor's own performance was poor, similar to some of Ke and Hsu () data. That is, senior nurses appeared to be hesitant to commit their emotional or intellectual labour to managing new nurses during the period when new nurses were most in need of positive support and attention (Dewanto & Wardhani, ). The generally high attrition rate in Taiwan might make new nurses seem like a poor investment for senior staff, already overburdened by the ongoing attrition.…”
Section: Discussionmentioning
confidence: 99%
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“…Despite 80% of newly licensed registered nurses (RN) being employed in a hospital setting, the internal turnover of this group is estimated at 30% in the first year of practice, leading to a gap in departmental experience levels and diminished productivity (Kovner et al, ; Rondeau, Williams, & Wagar, ). Internationally, organisational turnover of first‐year nurses ranges from 13% to 35% (Dewanto & Wardhani, ) and is 22.9% in the United States (U.S.), with the number of experienced staff in the candidate pool diminishing (NSI Nursing Solutions Inc., ). As a result, a disproportionate number of newly licensed nurses are hired into acute care environments.…”
Section: Introductionmentioning
confidence: 99%
“…Tool‐utilization training is often limited and sometimes occurs a significant time before using the tool. This type of training is thought to be a significant challenge in the critical care setting where nurse turnover rates are likely to be >20% annually (Dewanto and Wardhani, ). J. T. Swan () and Terry, Blum, and Szumita () determined that the CAM‐ICU requires extensive and frequent training to obtain and maintain high interrater reliability.…”
Section: Introductionmentioning
confidence: 99%