Towards an understanding of clinical nurses challenges that leads intention to leave

Abstract

(Title: An exploration of nurses attrition: a grounded theory study, 2014) with a project approval number (no. 5/4/3861). AbstractObjective: Clinical nursing is the most important feature of the nursing profession and similar to the global community. The study objective was to identify and describe the challenges and why Iranian nurses leave their profession. Methods: Qualitative methods were applied to describe nursing practice challenges through in-depth and semi-structured interview of 16 Iranian nurses with 2 to 15 years of work experience in 2014 by asking: "Please tell me about your challenges at work and why nurses are leaving the nursing profession?" Obtained data were analyzed using conventional content analysis. Results: Analyzed data revealed four thematic categories as 1) unfriendly workplace, 2) lack of opportunity for professional advancement, 3) work stress, and 4) ethical issues. Conclusion: Recognizing nursing challenges in clinical setting can help faculty in academia and administrators in healthcare institutions to develop policies to reduce pitfalls and prevent attrition.

Pleasure, Suffering and Interpersonal Communication in the Work of Nurses in the Hospital Setting

“…A study carried out with nurses who worked in teaching hospitals in Iran identified job dissatisfaction and the intention to leave the profession, resulting from excessive loads, low wages, hostile environment, lack of opportunities for career advancement, devaluation, and constant experiences of humiliation and frustration. 15…”

“…This finding is not restricted only to hospital care in the country, as it is present in primary care 12 and in international studies. 15,20 The recognition of the social role of Nursing is a challenge in the globalized world, above all, due to the hegemony of the biomedical model, still quite present in contemporary society, which causes the devaluation of the professional and of the actions performed. 3 Another factor that causes lack of recognition of nurses is the difficulty regarding the definition of specific Nursing skills, which, in many cases, are confused with the activities performed by other health professionals, resulting in the devaluation and depersonalization of these individuals.…”

“…[5][6] In addition, the performance in precarious health services has a direct impact on professional satisfaction and on interpersonal communication among the professionals, since the tensions caused by inadequate working conditions and the professional's inability to provide qualified assistance can generate weakened relationships among the team members and compromise the communicative process. 5,15 A research study carried out with health professionals from a teaching hospital in Uberaba/ MG, Brazil, noticed that the experience of stress, discouragement and frustration with work resulted in the presence of low collaboration, discreet articulation, and development of isolated and fragmented actions among workers, which hindered teamwork. 13 A research study conducted in Iran identified that most of the nurses' workplaces in the country were inadequate, resulting in poor working conditions, high levels of violence, overload of activities, and impaired interpersonal communication among professionals, which directly affected the care provided to the patient.…”

Identifying the positive energy for retention in clinical nurses: A focus group study

“…Tourangeau, Cummings, Cranley, Ferron, and Harvey () indicated that positive relationships among nurses, patients and patients' families have a positive impact on their retention. Other studies indicated that lack of respect is a reason that nurses leave the profession (Alilu, Zamanzadeh, Fooladi, Valizadeh, & Habibzadeh, ; Long, ). The resultant sense of achievement triggered their personal pride, job satisfaction, positive emotions and feeling of personal empowerment, which were all internalized into positive energy.…”

“…During the time of difficulties, the participants adapt themselves to it by using internal resources. For example, many nurses view unit rotation as a predicament, thus increasing their turnover intention (Alilu et al, ). However, when the participants perceived pressure associated with unit rotation early in their career, they gradually adapted themselves to see the positive sides of it.…”