Motivation as a Factor in Nurse Retention
The decreasing recruitment and retention of nurses throughout the United States and internationally is a growing concern that must be addressed and remedied. As front-line workers, nurses play an integral role in the provision of quality healthcare to those who are most in need - the patients. In order to remedy the problem of increasing numbers of nurses leaving the profession, it is crucial that influential factors be identified. This study will explore the effects that motivation has on the job satisfaction of nurses and on nurse retention. It is hypothesized that nurses who are more motivated in their jobs are more satisfied, and are thus less likely to leave the profession. The findings from this study will provide information as to what changes can be made so that nurses are more motivated in their profession.
Nursing retention is a prominent factor in the current nursing shortage, and it has been found that nurses change jobs and careers because of issues in the workplace, including the culture of the hospital (Donley et al., 2002). Recently, several studies have explored the growing trend of nurses leaving the profession. Why is nurse retention becoming increasingly difficult? Several theories have been posited. Sumner and Townsend-Rocchiccioli (2003) suggested that the cause of nurses' abandonment of the profession might lie more in intrinsic factors rather than overtly expressed reasons. These authors cite various reasons, such as bureaucratic factors, issues related to the medical profession and scientific discourse, and factors within the nursing profession, as contributing to dissatisfaction that causes nurses to leave. Also, nursing is emotionally stressful work, which may add additional stresses to influencing factors. The above authors suggest changes in the work environment to make nurses feel valued for their skills and therefore increase nurse retention.
Problems of retention in the nursing profession have also been linked to low morale (Callaghan, 2003). A study was conducted by Callaghan (2003) to explore nursing morale and its influences in order to identify factors that affect nurse retention. In this study, 58 nurses were interviewed about their morale and their concerns about their nursing career. Overall,...
It is thus possible for the institution to retain nurses by strengthening the interpersonal leadership and management skills that lead to empowerment within the healthcare environment. This is especially supported by studies that found that despite the fact that a nurses' pay is important, it is not as critical in enhancing retention as a positive work place or an empowered environment that promotes teamwork and encourages ongoing learning, trust,
RESPONSE: (QI)Response: (QI)MeghanMegan opted to focus on error rates in falls prevention in healthcare facilities, nursing homes, and hospitals. Apart from falls being caused by errors, it is worthwhile noting that falls can also be caused by other factors which are inclusive of, but they are not limited to; certain medications, hospital environment, and patient characteristics (Stephenson et al, 2016). As Megan points out, falls can lead to increased costs
Nursing Shortage on Nurse Retention and Patient Care Delivery The work of Gess, Manojlovich, and Warner (2008) entitled "An Evidence-Based Protocol for Nurse Retention" reports that turnover of nursing staff creates a "dysfunctional human resource issue" due to the loss of nursing staff that the organization prefers to retain in their employment. Turnover of nursing staff results in negative results when this turnover occurs at rates that are high and
The survey population included hospital administrators and physicians as well as registered and practicing nurses, and as such it provides a comprehensive view of this issue. The research was also able to not certain key differences in perception amongst these groups as to thee likely effects of an ongoing nursing shortage, including some major differences in perception between nurses and hospital administrators, and it is suggested that this will
Nurse Retention Capacity Standards & Analysis on Nurse Retention The demand for nursing staff in the United States has significantly increased and according to the Center for American Nurses, employment in these positions have increased to an amazing 83% which is now at the highest it has been since 1980, and considering that this role is the biggest job in healthcare offering over 2.6 million jobs, the problem in hospitals, healthcare facilities,
Nursing Shortage Review On Nurses Shortage The supply of professional nurses relative to the increase in demand for their services has been on a general decline over the years. As a career choice, nursing has been facing perennial shortage of professionals. Most healthcare organizations will affirm that their daunting tasks were recruiting fresh nurses and retaining the ones already in practice. The 2008 projections from the Bureau of Labor Statistics showed that
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