Recruitment barriers in rural community hospitals: a comparison of nursing and nonnursing factors

Stratton, Terry D.; Dunkin, Jeri; Szigeti, Elvira; Muus, Kyle J.

doi:10.1016/s0897-1897(98)80307-8

Cited by 24 publications

(19 citation statements)

References 9 publications

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“…5 Evidence from the USA demonstrates conclusively that the nursing shortage there correlates to decreased population growth, lower median income and high rates of unemployment in rural and remote areas. 7 It appears therefore that factors in the USA that reflect local economic concerns, forcing nurses or their partners to seek employment elsewhere, may also influence the retention of the nursing work force in Australia.…”

Section: How Rural and Remote Area Nurses Are Differentmentioning

confidence: 99%

Why Nurses Are Attracted to Rural and Remote Practice

Hegney

McCarthy

Rogers-Clark

et al. 2002

Australian J Rural Health

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This is the second paper of a larger study that examined the factors influencing the decisions of rural and remote area nurses, formerly employed by Queensland Health, to leave or to remain in this area of nursing. The study was a cross-sectional survey that gathered data from nurses who had resigned from permanent positions in Queensland Health during the period February 1999 to May 2000. This paper reports only those factors that influenced their decision to remain in rural and remote area practice, which can be categorised into personal, professional and rural influences. The results of this study are congruent with previous national and international research findings into these issues for nurses in rural and remote areas. The paper makes recommendations to attract nurses to the rural and remote work force.

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Section: How Rural and Remote Area Nurses Are Differentmentioning

confidence: 99%

Why Nurses Are Attracted to Rural and Remote Practice

Hegney

McCarthy

Rogers-Clark

et al. 2002

Australian J Rural Health

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“…While few studies have examined the nurse work environment and nurse outcomes in rural hospitals, vacancy rates have been linked to nurses’ collaboration with physicians, and job satisfaction and intent to stay has been associated with management support and decentralization (Teasley et al 2007, Stratton et al 1998). In the few studies that included rural and urban comparisons, nurses working in rural hospitals used more and rated as more important support from management and they reported fewer support services than those in urban hospitals (MacPhee & Scott 2002, LeSergent & Haney 2005, Leipert & Reutter 1998).…”

Section: Introductionmentioning

confidence: 99%

“…Poor staffing has been associated with low job satisfaction and higher intent to leave, a predictor of turnover (McGillis Hall 2003, Vahey et al 2004). Less education has been associated with poor work environments (Aiken et al 2008); and higher vacancy rates have been related to poorer nurse work environment (Stratton et al 1998). Possible linkages between nurse outcomes and experience, expertise and commitment to care have not been examined, but they were included because the Institute of Medicine (IOM 2004) suggests that these are important factors in the nurse work environment.…”

Section: Introductionmentioning

confidence: 99%

The nurse work environment, job satisfaction and turnover rates in rural and urban nursing units

Baernholdt

Mark

2009

Journal of Nursing Management

139

100

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Aim The aim of the present study was to determine whether there are differences in hospital characteristics, nursing unit characteristics, the nurse work environment, job satisfaction and turnover rates in rural and urban nursing units. Background Research in urban hospitals has found an association between the nurse work environment and job satisfaction and turnover rates, but this association has not been examined in rural hospitals. Method Rural and urban nursing units were compared in a national random sample of 97 United States hospitals (194 nursing units) with between 99 and 450 beds. Results Significant differences were found between hospital and nursing unit characteristics and the nurse work environment in rural and urban nursing units. Both nursing unit characteristics and the work environment were found to have a significant influence on nurse job satisfaction and turnover rates. Conclusion Job satisfaction and turnover rates in rural and urban nursing units are associated with both nursing unit characteristics and the work environment. Implications for nursing management Both rural and urban hospitals can improve nurse job satisfaction and turnover rates by changing unit characteristics, such as creating better support services and a work environment that supports autonomous nursing practice. Rural hospitals can also improve the work environment by providing nurses with more educational opportunities.

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“…These three articles revealed an average age of 45.2 (SD=0.64), which is important to note as this shows an aging demographic within the rural context which may significantly impact the availability of nurses in these settings, approaching retirement age. Stratton et al (1998) argued that, while recruitment in rural communities is problematic, organizations should focus more on staff retention initiatives. However, this tactic would undoubtedly become insufficient as rural nurses begin retirement.…”

Section: Discussionmentioning

confidence: 99%

Barriers to Practice of Rural and Remote Nursing in Canada

Hunt

2016

ESJ

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The delivery of rural and remote healthcare has been identified in the literature as a unique and complex working environment for Nursing practice. This Canadian setting integrative review looks at barriers associated with rural and remote nursing. Nine articles were retained after filtering over 200 articles extracted from 4 databases. Critical Appraisal Skills Programme Checklist (CASP) for qualitative research and Quality Assessment Tool for Quantitative Studies (QATQ) were used for assessment of a total sample of N=3402 participants. Four (4) main themes (barriers) were extracted: 1) Professional Isolation, 2) Competing Demands, 3) Lack of Sustainable Continuing Educational Initiatives and 4) Lack of Organizational Support. Following analysis of the demographic data, an emerging theme of an aging workforce was also seen as a potential future barrier to rural nursing practice. Future research is required in order for sufficient and appropriate action to be taken in addressing aforementioned barriers. Recommendations for nursing practice and policy in rural and remote areas revolve around exposing nursing students to rural / remote settings, incentives for new graduate students to practice in these areas, as well as support and educational initiatives encouraging practitioners to work to their full scope of practice.

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Recruitment barriers in rural community hospitals: a comparison of nursing and nonnursing factors

Cited by 24 publications

References 9 publications

Why Nurses Are Attracted to Rural and Remote Practice

Why Nurses Are Attracted to Rural and Remote Practice

The nurse work environment, job satisfaction and turnover rates in rural and urban nursing units

Barriers to Practice of Rural and Remote Nursing in Canada

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