Absence and wastage in trained nurses: a selective review of the literature*

Abstract

Absence and wastage in trained nurses: a selective review of the literatureThis review is concerned widi two kinds of withdrawal from work in trained British nurses, absence and wastage, and, since these areas have not been widely or reliably researched in nursing, some reference is made to studies into the withdrawal behaviour of other, mainly industrial, workers. A descriptiorl of the incidence of absence and wastage is given and the problems of definition and measurement outlined. The factors associated with both forms of withdrawal are considered and, for clarity, these are grouped into three categories-^person/ personality, work context and external variables.Although the review of the factors, related to absence in nurses, suggests certain associations, firm generalizations cannot be made from the results and conclusions reported here. Comparisons between many of the studies are impossible because of inconsistent definitions and measurement techniques, unrepresentative sampling methods and different time periods employed. Furthermore, many authors have relied heavily on well-informed, subjective impressions rather than objectively collected and analysed data. These studies have provided useful information for the individual organizations concerned and have raised interesting issues, but their contribution to understanding the phenomenon of absence is more limited.There is no doubt from the literature that absence, that is the frequency of absence spells, short-term absence or uncertificated absence, is increasing for nurses as well as for other workers and is giving managers more cause for concern than longterm absence (more than 3 days duration) or certificated absence. It is more difficult, however, to reach a definite conclusion about the incidence of wastage in trained nurses, but the present trends suggest that mobility is not excessive and may even be too low. This could present as great a problem to nurse management as excessive wastage if it results in a degree of'in-breeding', 'stagnation' and 'complacency'. The optimum level of mobility is presumably one which strikes a balance between innovation, fresh ideas, etc., and a necessary cohesive core of staff. That optimum level is likely to vary between units and organizations.

Pre‐registration diploma students: a quantitative study of entry characteristics and course outcomes

“…These broad categories provide no qualitative information on the reasons for voluntary withdrawal. Lindop (1989) suggests that the real reasons for leaving are obscured in the official statistics, resulting in little accurate information to support wastage data and difficulties regarding the validity of exit interviews are recorded elsewhere ( Redfern 1978, Lewis 1980a).…”

A longitudinal cohort study of burnout and attrition in nursing students

“…Attrition has been described as ‘wastage’, ‘termination’ and ‘turnover’ (Redfern 1978), although strictly speaking the latter refers to a combination of losses and gains. With respect to nursing students, attrition refers to loss of individuals from nursing programmes.…”

Is there a relationship between job satisfaction and absenteeism?

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Is there a relationship hetween )oh satisfaction and ahsenteeism?This study attempted to address the problem of stress and burnout in hospital nurses by exploring factors which affect joh satisfaction and the relationship between these and absence rates Fifty nurses working in the elderly care unit of a district general hospital were asked to complete a job satisfaction questionnaire, specifically developed to include factors appropriate to the study, together with Maslach's burnout inventory and Beck's hopelessness scale The hypothesis that job satisfaction is related to absenteeism was not supported However, sigmficant correlations between some variables were isolated These correlations were tested using Spearmans risk correlation co-efficient It is hoped that the job satisfaction questionnaire will become a useful instrument m screening those at nsk of burnout, and a diagnostic aid to help consider the factors which affect job satisfaction The implications of the study point to the need for the prevention of stress fi'om environmental factors by the adoption of organizational strategies to promote positive working conditions, and the development of coping strategies in the form of stress awareness seminars, regular staff support groups and counselling services indirectly improving the quality of care received by patients Absenteeism is an important problem m hospitals, and other bureaucratic organizations It directly affects the T JTITO ATTTBIT Bi7TrTi7\Ar quality of care provided, and increases the workload of other members of staff, thereby affecting their morale, Redfem (1978) noted that withm nursing there was plenty stress levels and job satisfaction Absenteeism, therefore, of published opinion, but m comparison with other occuaffects turnover and the general working atmosphere on pational groups little research on job satisfaction Smce the ward or unit As a result it is impossible to separate then many studies have been conducted to understand the the concepts of job satisfaction and absenteeism from those nature of job satisfaction and its associated factors more of stress, turnover and wastage clearly Nursmg is an inherently dememdmg profession In .common with other human service professions, the focus IS on the client rather than on the carer Absenteeism is a The aun of the study was to consider the factors which high-cost stress-linked result, and is one of the first affect job satisfaction, and the relationship hetween these indications of burnout, as staff withdraw from the and the mdividual's rate of absence The mtention was organization A high turnover rate is also a symptom of that a greater knowledge, awareness and understanding staff vnthdrawmg Hospitals are said to be one of the of these factors would assist m reducing turnover and institutions where many pass through but few stay on burnout amongst nurses, thereby both directly and (Gavanagh 1989)

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