Aims To examine the relationship between homecare nurses’ length of conversation with nurse managers and colleagues and intention to remain at the workplace. Background Nurse turnover is an important issue. Previous studies focused on the perceived function of communication. However, we do not know the contribution of homecare nurses’ actual conversations to nurse turnover prevention. Methods We conducted a cross‐sectional study in 330 homecare nurse organisations in Japan. We recruited 2,315 homecare nurses and analysed the data of 608 nurses. We used a questionnaire to investigate participants’ intention to remain. Results Nearly 68% had the intention to remain. The mean length of conversation was 34 min/day with the manager and 68 min/day with colleagues. Multilevel logistic regression analysis showed that long conversations with the nurse manager (20 min and more) and colleagues (40 min and more) were significantly related to the intention to remain. Conclusions Ensuring the time of conversation with a manager and colleagues may contribute to preventing potentially avoidable nurse turnover. Implications for Nursing Management Nurse managers should encourage homecare nurses to have daily conversations of 20 min or more with the nurse manager and 40 min or more with colleagues to continue working at their current workplace.
This study aims to examine the relationship between the work-related burden of traveling and the manager's support for home care nurses and home care nurses' intention to remain employed.Methods: A self-administered questionnaire survey was conducted with homecare nurses and managers working at 103 home-nursing provider offices. A multilevel binomial logistic regression analysis was conducted with the intention to remain employed as the dependent variable.Results: Responses from 38 managers and 221 home care nurses (effective response rate: 32.5%) were analyzed. The mean age of the home care nurses was 46.4 ± 7.9 years, 214 (96.8%) were female, and 151 (68.3%) had the intention to remain employed. The burden of traveling expressed as inefficient visit schedules (Odds Ratio(OR) = 0.41, 95% Confidence Interval(CI): 0.22-0.78), and managers' support, expressed as sharing accessible routes to travel (OR = 2.49, 95% CI: 1.20-5.17), ensuring visit intervals (OR = 2.72, 95% CI: 1.19-6.21 ), and providing estimated travel time (OR = 0.43, 95% CI: 0.21-0.92), were associated with home care nurses' intention to remain employed.Conclusions: These results suggest that developing management support systems regarding the travel itself, such as ensuring intervals between visits, sharing accessible routes to travel, and providing an estimated travel time, may be useful for supporting home care nurses' intention to remain employed.
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