2014
DOI: 10.1186/1472-6955-13-11
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Nursing churn and turnover in Australian hospitals: nurses perceptions and suggestions for supportive strategies

Abstract: BackgroundThis study aimed to reveal nurses’ experiences and perceptions of turnover in Australian hospitals and identify strategies to improve retention, performance and job satisfaction. Nursing turnover is a serious issue that can compromise patient safety, increase health care costs and impact on staff morale. A qualitative design was used to analyze responses from 362 nurses collected from a national survey of nurses from medical and surgical nursing units across 3 Australian States/Territories.MethodA qu… Show more

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Cited by 111 publications
(118 citation statements)
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References 52 publications
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“…Research discourse on nurses’ health has largely focussed on nurses’ individual health profiles, barriers to healthy lifestyle behaviours (diet and exercise) (Nahm et al., ; Nicholls et al., ), and reduction of occupation‐specific health risks such as work stress, long work hours, irregular meal schedules, and shift work (Kyle, Neall, & Atherton, ; Ross, Bevans, Brooks, Gibbons, & Wallen, ). Researchers ask why nurses leave (Eley et al., ; Goodare, ; Perry, Xu, et al., ), with strategies offered to help them stay in the workforce (Dawson, Stasa, Roche, Homer, & Duffield, ; Perry, Nicholls, Gallagher, & Duffield, ). Our study findings indicate that strategies need to take account of the role of culture and related social factors in workers’ health and health behaviours (Mastroianni & Storberg‐Walker, ; Nicholls et al., ).…”
Section: Discussionmentioning
confidence: 99%
“…Research discourse on nurses’ health has largely focussed on nurses’ individual health profiles, barriers to healthy lifestyle behaviours (diet and exercise) (Nahm et al., ; Nicholls et al., ), and reduction of occupation‐specific health risks such as work stress, long work hours, irregular meal schedules, and shift work (Kyle, Neall, & Atherton, ; Ross, Bevans, Brooks, Gibbons, & Wallen, ). Researchers ask why nurses leave (Eley et al., ; Goodare, ; Perry, Xu, et al., ), with strategies offered to help them stay in the workforce (Dawson, Stasa, Roche, Homer, & Duffield, ; Perry, Nicholls, Gallagher, & Duffield, ). Our study findings indicate that strategies need to take account of the role of culture and related social factors in workers’ health and health behaviours (Mastroianni & Storberg‐Walker, ; Nicholls et al., ).…”
Section: Discussionmentioning
confidence: 99%
“…[62] This reflected findings in an earlier published study that reduced access to formal education and support structures, by junior nurses and students, diminished personal accomplishment. [63] Furthermore, sufficient nursing front line management and education positions in ICU for clinical training, professional development and effective leadership are recognised as key factors for a positive work environment. [56,64,65] Overall, nurse perceptions of the work environment were statistically equivalent in both units.…”
Section: Discussionmentioning
confidence: 99%
“…Organizational performance can be impaired due to the turnover of employees because replacement of personnel does not mean the same level or better performance to the previous employee who has left the workplace (Dawson, 2014). Many reasons exist, but in general the reasons for leaving can be caused by external and internal factors (Lambrou, 2010).…”
Section: Introductionmentioning
confidence: 99%
“…It happens regularly with companies, and it is true for personnel in hospitals. This situation can disrupt organizational performance (Dawson, 2014).…”
Section: Introductionmentioning
confidence: 99%