Nurse turnover in New Zealand: costs and relationships with staffing practises and patient outcomes

Abstract

Nurse managers did not challenge flexible staffing practices and high turnover rates. Information on turnover and costs is needed to develop strategies that retain nurses as knowledge-based workers.

Nurse administrators’ intentions and considerations in recruiting inactive nurses

“…by recruiting INs) in order to replace nurses. Many strategies, such as temporary coverage, hiring new graduates, international recruitment and retention programmes have been adopted to address the nursing shortage (North et al 2013, Delucas 2014). However, IN recruitment is less frequently discussed and implemented.…”

Organisation-based self-esteem mediates the effects of social support and job satisfaction on intention to stay in nurses

“…Moreover, turnover causes a manpower shortage, thereby directly influencing the quality of medical services and patient safety (North et al . ). Lowering the turnover of nurses and enhancing their intention to stay can stabilise the nursing workforce and improve service quality (AbuAlRub & Alghamdi ).…”

Perceptions of organizational support and its impact on nurses’ job outcomes

“…It is estimated that as high as 68% of nurses reported leaving their hospital workplace . High turnover in nurses is attributed to high incidence of medical errors, adverse patient events and errors, and low quality of patient care . It also affects the morale of the remaining staff, reduces their motivation to work, and eventually their productivity .…”

“…It also affects the morale of the remaining staff, reduces their motivation to work, and eventually their productivity . Nurses’ turnover is costly for the organization as it entails additional costs for temporary overtime, orientation and training for new staff, recruitment, advertising, and hiring . The approximation of turnover costs ranges from $20,561 (USA) up to $48,790 (Australia) per nurse turnover .…”