Retention Management of Nurses: A Case of University Hospital in Japan

Mizuno, Motoki; Yamada, Yasuyuki; Iwaasa, Takumi; Togashi, Emiko; Suzuki, Michiko; Mizuno, Yuki

doi:10.1007/978-3-319-96080-7_50

Cited by 5 publications

(4 citation statements)

References 2 publications

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“…A similar study conducted in Madhya Pradesh precisely in the healthcare industry with total sample of 1,010 from various private and public healthcare hospitals revealed the significance of good working conditions in workplaces, the study showed the existing impact of work conditions on attrition rate (Jadon & Upadhyay, 2018). Mizuno et al, (2018), confirm the significance of good working conditions in promoting job satisfaction and employees' retention. To support this, the researcher conducted a study to prove the hypothesis on 692 registered nurses at a university hospital, results showed that good working conditions enhances employees' job satisfaction and retention.…”

Section: Effects Of Working Conditions On Employee Performancementioning

confidence: 59%

An Assessment of Factors Affecting Employee Performance in Zambian Local Authorities: A Case Study of Lukulu Town Council

Makasa,

C. Hapompwe

2024

JEFMS

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Organizational performance through employee performance has been a major global concern of companies and as such various organizations have shifted focus on engineering their employee management processes. The purpose of the study was to assess factors affecting employee performance in Zambian municipalities. The study was guided by three objectives which were; to establish effects of employee motivation on employee performance; to find out the effect of working conditions on employee performance, and to establish the effect of management style on employee performance. A mixed method approach was used with questionnaire and scheduled interviews as data collection tools. A census was used to derive the total sample size of 93 employees. Stratified sampling technique was utilized where 93 respondents were administered with questionnaires while 11 respondents were selected for qualitative data collection through interviews. The study utilized a descriptive approach to quantitative data analysis through the use of SPSS while qualitative data was themed for content analysis. The study response was 97%. The results revealed that majority of the employees at 83% stated that they did not receive enough morale to achieve their tasks which depicted lack of motivation through performance management strategies and feedback. Similarly, 70% stated that they lacked a proper environment, tools, personal protective clothing, and equipment to undertake their tasks effectively and efficiently. Further, 75% stated that there was no key consultation and feedback with regards to tasks and grievances, which are a critical component for motivation and effective performance of roles and responsibilities. Employees felt discriminated which is contrary to the aspirations of the Equity Theory. The study concluded that despite setting clear organizational goals, management lacked proper merit based performance management strategies interlaced with motivation techniques, the creation of a conducive working environment through provision of requisite tools for effective performance and proper establishment of both vertical and horizontal work relationships between superiors and subordinates for effective communication. Therefore, the study strongly recommends the establishment of reward based performance management systems with measurable key performance indicators to accord feedback to the employees along with the need to invest in employee health and safety through provision of well-ventilated office space, personal protective equipment and other working tools. There must be deliberately established systems of top-bottom communication to create a sense of belonging and promote inclusiveness in decision making for employees at production level through necessary key consultations and performance feedback.

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Section: Effects Of Working Conditions On Employee Performancementioning

confidence: 59%

An Assessment of Factors Affecting Employee Performance in Zambian Local Authorities: A Case Study of Lukulu Town Council

Makasa,

C. Hapompwe

2024

JEFMS

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“…A scale that was previously used by Mizuno et al 17) and Tuchie & Nakamura 18) and was shown to be reliable and relevant was adopted as a way to measure participantsʼ degree of intention to continue working. The scale was broken down into three questions;"I want to continue working in my current department" ,"I want to continue working at my current hospital" ,"I want to continue working as a nurse" .…”

Section: Intention To Continue Workingmentioning

confidence: 99%

Job Satisfaction and Intention to Stay in Relation to Sport and Exercise Activities Among Nurses of University Hospitals

Iwaasa

Mizuno

2020

Juntendo Medical Journal

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This study was designed to achieve the following three objectives. The first objective was to ascertain the current status of sport and exercise engagement among nurses. The second objective was to examine factors affecting nursesʼ sport and exercise activities, and the third objective was to examine the relationship between nursesʼ sport and exercise activities and their job satisfaction and intention to continue working intention to stay. Design: Cross-sectional design was used. Methods: An anonymous self-administered questionnaire survey was conducted targeting 1,091 nurses at two university hospitals. Results: After excluding male nurses and missing data, the data of 891 female nurses were used in the final analyses. The findings can be summarized into the following three points; the first finding was that more than half of the nurses have not engaged in sport and exercise in the past year and running, jogging, and marathon training were the most popular among those who have engaged, the second finding was that the sport and exercise engagement rate of nurses with pre-primary children tends to be lower, and the third finding was that nurses who engaged in sport and exercise 1-2 times a week tended to have higher levels of job satisfaction and intention to continue working in terms of their relationship with their superiors, overtime and workload, approval, and sense of fulfillment compared to nurses who did not engage in sport and exercise at all. Conclusions: This research suggests the importance for medical institutions such as hospitals to try and promote engagement in sport and exercise among nurses from the viewpoint of job satisfaction and retention of nurses.

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“…Workplace conditions are also significantly related to job satisfaction and employee's retention. 692 registered nurses working in a university hospital were surveyed and results indicated that job satisfaction increases with better workplace conditions and employee retention increases (Mizuno et al, 2018).…”

Section: Work Conditionsmentioning

confidence: 99%

Factors Affecting Employees Performance and Retention: A Comparative Analysis of Banking and Educational Sector of Karachi

Zafar

Siddiqui

2019

BMS

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This study investigated the impact of core drivers of job satisfaction including promotions, increment and bonuses, supervisor’s’ support, career development and advancement opportunities and working conditions on two dependent variables i.e. job performance and employees retention. For this purpose a comparative study is conducted in education and banking sector of Karachi. A sample of 100 employees was collected from each sector then results were analyzed through Confirmatory Factor Analysis and Structural Equation Modeling. The results found both the education and banking sectors are different in terms of chosen human resource policies Secondly, it has been found that results are dissimilar for both sectors in terms of different hypotheses. Career development, compensation and promotions are insignificant key divers of job satisfaction for job performance. While, working conditions, compensations and co-workers are insignificant key divers of job satisfaction for employees’ retention. Result’s implication is different for banks’ managers and educational institutions’ managers based on significance of coefficients however human resource policies vary in different business settings. Indeed, more the job satisfaction better chance of good employees’ performance while it reduces the intention to switch and keep the human talent retained.

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Retention Management of Nurses: A Case of University Hospital in Japan

Cited by 5 publications

References 2 publications

An Assessment of Factors Affecting Employee Performance in Zambian Local Authorities: A Case Study of Lukulu Town Council

An Assessment of Factors Affecting Employee Performance in Zambian Local Authorities: A Case Study of Lukulu Town Council

Job Satisfaction and Intention to Stay in Relation to Sport and Exercise Activities Among Nurses of University Hospitals

Factors Affecting Employees Performance and Retention: A Comparative Analysis of Banking and Educational Sector of Karachi

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