An Analysis of Job Morale Factors of Community Health Nurses Who Report a Low Turnover Rate

MacRobert, Margo; Schmele, June A.; Henson, Robbie

doi:10.1097/00005110-199306000-00006

Cited by 22 publications

(16 citation statements)

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“…41 Additionally, it could be argued that conceptually, magnet hospitals build high nurse morale through fostering nurse fulfilment, self-esteem and employee stability. 42 The argument Workforce that magnet hospitals create environments conducive to positive working conditions helps solidify an important concept, namely that organisational factors play a major role in how nurses perceive their level of morale within the workplace.…”

Section: Organisational Structuresmentioning

confidence: 99%

“…While validating that morale was an issue in the turnover of community health nurses, the study was designed to "drill down" and find the underlying causes for poor morale, not just the symptoms. 42 Using a quantitative approach, the study examined variables such as employees perception of job demands, working conditions, adequacy of pay, adequacy of employee benefits, friendliness and cooperation of fellow employees, interpersonal relations between supervisors and employees, confidence in management, technical competence of supervision, effectiveness of administration, adequacy of communication, security of their job, identification with the company, and opportunity for growth and advancement. The research concluded that there was a link between decreased morale and increased years of experience and tenure in the organisation, and positive morale was linked strongly to the type of position and level of education.…”

Section: Operational Issuesmentioning

confidence: 99%

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Nursing morale: what does the literature reveal?

Day¹,

Minichiello²,

Madison³

2006

Aust. Health Review

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There is increasing attention to nursing workforce issues such as recruitment, retention, turnover, workplace health and safety issues and their impact on quality patient care. A number of these problems have been linked to poor morale. While there has been a lack of consensus on the determinants of morale, it is clear that the outcomes of poor morale not only add considerable cost to the organisation but also impact negatively on patient care. This article provides a systematic overview of the literature surrounding nursing morale and the variables identified in the literature that impact upon morale, and discusses the impli- cations for future research.

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Section: Organisational Structuresmentioning

confidence: 99%

Section: Operational Issuesmentioning

confidence: 99%

Nursing morale: what does the literature reveal?

Day¹,

Minichiello²,

Madison³

2006

Aust. Health Review

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“…Tukey post hoc comparisons were conducted to identify significant differences among the three groups of nurses. Researchers have found significant relations between tenure and work status (full-time, part-time) and nurses' assessment of working conditions, relationship with supervisor, and the importance ratings of various retention factors (Cumbey & Alexander, 1998;MacRobert, Schmele, & Henson, 1993;Proenca & Shewchuk, 1997).…”

Section: Concerns Satisfaction and Retention 185 Data Analysismentioning

confidence: 99%

Concerns, Satisfaction, and Retention of Canadian Community Health Nurses

Armstrong‐Stassen¹,

Cameron²

2005

Journal of Community Health Nursing

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This study of Canadian community health nurses (N = 1,044) compared the work-related concerns, job satisfaction, and factors influencing the retention of public health, home care, and community care access center (CCAC) nurses. Community health nurses identified similar work-related issues as being of greatest concern to them, but there were significant differences among the 3 groups of nurses in the magnitude of these concerns. There were also significant differences among the 3 groups for satisfaction with their jobs and their immediate supervisors, with CCAC nurses being the least satisfied except for the greater dissatisfaction of home care nurses with their pay and benefits. For the retention factors, the differences were primarily in the areas of job features and supportive work relationships. There are both similarities and differences among public health, home care, and CCAC nurses. Initiatives to address community health nurses' concerns, improve their job satisfaction, and increase their retention will require interventions tailored to the specific community health care setting.

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“…There is a growing body of evidence that links the financial performance of health care facilities and the level of morale in organizations. Research points to anxiety, stress and poor morale as a result of issues such as downsizing, concentrating on the financial ‘bottom line’ and cost containment (MacRobert et al. 1993, Shindul‐Rothschild 1994, Decker et al.…”

Section: Introductionmentioning

confidence: 99%