The relationship between healthy work environments and retention of nurses in a hospital setting

Ritter, Desiree

doi:10.1111/j.1365-2834.2010.01183.x

Cited by 93 publications

(90 citation statements)

References 22 publications

Supporting

Mentioning

Contrasting

Unclassified

Order By: Relevance

“…19 Structure-outcome studies that omit the process component of Donabedian's paradigm run the risk of faulty conclusions and/or lack of direction for strategic improvements. 38,[48][49][50] In this NLRN research program, a representative sample of nurses on 99 clinical units in 34 Magnet hospitals indicated that their unit work environments needed improvement; they could not engage in the professional work processes or establish the relationships essential for quality patient care. 36 Since this determination was made through a process instrument (EOMII), gap analysis based on the survey items (steps and components of each process) points the direction for strategic improvements.…”

Section: Healthy Professional Practice Environmentsmentioning

confidence: 99%

Impact of Healthy Work Environments and Multistage Nurse Residency Programs on Retention of Newly Licensed RNs

Kramer

Halfer

Maguire

et al. 2012

JONA: The Journal of Nursing Administration

View full text Add to dashboard Cite

The objective of the study was to examine effects of nurse-confirmed healthy unit work environments and multistage nurse residency programs (NRPs) on retention rates of newly licensed RNs (NLRNs). Establishing a culture of retention and healthy clinical nurse practice environments are two major challenges confronting nurse leaders today. Nurse residency programs are a major component of NLRN work environments and have been shown to be effective in abating nurse turnover. Sample for this study consisted of 5,316 new graduates in initial RN roles in 28 Magnet® hospitals. There were no differences in retention rates by education or patient population on clinical unit. NLRN retention rate was higher in community than in academic hospitals. More than half of NLRNs were placed on units with very healthy work environments. Newly licensed RNs on units with work environments needing improvement resigned at a significantly higher rate than did other NLRNs. The quality of clinical unit work environments is the most important factor in NLRN retention.

show abstract

Section: Healthy Professional Practice Environmentsmentioning

confidence: 99%

Impact of Healthy Work Environments and Multistage Nurse Residency Programs on Retention of Newly Licensed RNs

Kramer

Halfer

Maguire

et al. 2012

JONA: The Journal of Nursing Administration

View full text Add to dashboard Cite

show abstract

“…The registered nurse shortage that has been ongoing for over a decade and is expected to continue (Ritter, 2011). The US Department of Health and Human Services, Health Resources and Services Administration (HRSA) predicted that a national shortage, which was six percent in 2000 (110,000 nurses), will continue to increase at a relatively constant rate until 2010 when it is expected to reach 12% (275,000 nurses) (Hauck, Griffin, & Fitzpatrick, 2011).…”

Section: Introductionmentioning

confidence: 99%

Impact of Organizational Commitment on Intention to Quit Among Psychaitric Nurses: Evidence from Pakistan

Yasmin¹,

Marzuki²

2015

IJLD

View full text Add to dashboard Cite

Shortage of the nurses is an important issue in the developing and developed countries. The aim of this paper is to determine the impact of organizational commitment on intention to quit among psychiatric nurses. Based on the model of casual turnover this study assessed the direct effect of organizational commitment on nurse"s intention to quit. The cross sectional data was collected from three hundred five nurses of psychiatric hospitals in Punjab, Pakistan. Structural equation modeling was applied to achieve the objectives. The results revealed that affective commitment and normative commitment have significant impact while continuous commitment has not significant effect on nurse"s intention to quit. So, the commitment of nurse to hospital goals, missions, and values is not enough to predict her intention to quit from job in the hospital. This study recommends that, the government and policy makers should look beyond forces in their internal and external environment, when considering how to reduce employee"s turnover intentions. This study recommends that future researchers should examine the impact of work environment on intention to quit though burnout as a unit variable. This study contributes socially and economically.

show abstract

“…Internationally, professional nursing associations recommend standards for healthy work environments that promote the balance of an organization's objectives with favorable nurse outcomes [71,72] . Where this balance is achieved magnet health care organizations evolve characterized by high quality nursing care, increased job satisfaction and improved nurse outcomes [66,73,74] .…”

Section: Discussion and Instrument Selectionmentioning

confidence: 99%

Selection of an instrument to evaluate the organizational environment of nurses working in intensive care: an integrative review

Abbenbroek

Duffield

Elliott

2014

JHA

View full text Add to dashboard Cite

Objective: To determine an appropriate survey instrument to evaluate the impact of organizational structures on the work environment of intensive care nurses. Background:Internationally the demand for intensive care is increasing. Solely increasing bed capacity is not sustainable. Large capacity multi-specialty Intensive Care Units are emerging as the preferred organizational model with benefits resulting from optimizing operational synergies and economies of scale. The impact of this organizational transition on intensive care nurses is not well understood. An appropriate survey instrument for intensive care nurses is required. Design: Integrative literature review. Data Sources: CINAHL, PubMed, EMBASE and OVID Nursing databases searched for studies published between 2005 and 2013.Review methods: An integrative review and quality assessment of the studies was undertaken to select nurse outcome measures associated with organizational structures across a range of acute and critical care settings. Congruence between nurse outcome measures and nurse survey instruments tested in the literature was assessed to select instruments for further psychometric evaluation.Results: Thirty-one cross sectional quantitative studies, from fourteen countries, were reviewed. Twenty one nurse outcome measures associated with organizational factors were identified and a total of twenty five survey instruments used in the studies reviewed. Assessment of congruence and psychometric properties determined that a combination of two instruments is required to comprehensively assess the organizational environment of nurses working in intensive care units. Conclusion:The environment of nurses working in intensive care is effectively evaluated with an instrument that combines subscales from the Practice Environment Scale-Nurse Work Index and Maslach's Burnout Inventory.

show abstract

The relationship between healthy work environments and retention of nurses in a hospital setting

Abstract: The implications for management are to implement changes now to create a healthy work environment that will recruit and retain nurses to secure their position in the future.

Cited by 93 publications

References 22 publications

Impact of Healthy Work Environments and Multistage Nurse Residency Programs on Retention of Newly Licensed RNs

Impact of Healthy Work Environments and Multistage Nurse Residency Programs on Retention of Newly Licensed RNs

Impact of Organizational Commitment on Intention to Quit Among Psychaitric Nurses: Evidence from Pakistan

Selection of an instrument to evaluate the organizational environment of nurses working in intensive care: an integrative review

Contact Info

Product

Resources

About