Determinants of Registered Nurse Skill Mix &amp; Staffing Level in Korea

Su-jin, Cho; Kim, Jinhyun

doi:10.11111/jkana.2014.20.1.10

Cited by 16 publications

(7 citation statements)

References 17 publications

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“…Vahey et al [26] reported that lower nurse staffing levels led to greater dissatisfaction with working conditions, which resulted in higher nurse turnover rates. Moreover, Cho and Kim [27] reported that nurses working in large hospitals were assigned fewer patients relative to those working in small hospitals. Therefore, we concluded that working conditions in most medium/small hospitals with low nurse staffing levels were poor, which led to high turnover rates.…”

Section: Discussionmentioning

confidence: 99%

Turnover Rates and Factors Influencing Turnover of Korean Acute Care Hospital Nurses: A Retrospective Study Based on Survival Analysis

Park

2020

Asian Nursing Research

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This study aimed to explore turnover rates for Korean acute care hospital nurses and identify factors influencing their turnover. Methods: The study was retrospective in nature. Nurse cohort data were obtained from hospital status data from Korea's Health Insurance Review Assessment Service. The observation period was from January 1, 2012 to December 31, 2016, and data for 96,158 nurses were analyzed. Independent variables included nurses' age and sex and hospital setting, type, ownership, and nurse staffing level. KaplaneMeier analysis was performed to estimate survival curves, and factors influencing turnover were analyzed using Cox's proportional hazard regression. Results: The cumulative turnover probability for all nurses was 0.17, 0.29, 0.38, 0.45, and 0.50 for the first, second, third, fourth, and fifth years, respectively. The results showed that the longer the career duration, the lower the turnover rates. According to the factors influencing nurse turnover, both nurses' (i.e., sex and career duration) and hospitals' (i.e., hospital setting, type, ownership, and nurse staffing level) characteristics were statistically significant. Conclusions: It should be noted that the turnover rate of nurses with less than three year of career duration and of those with less than one year has been shown to be quite high. Therefore, target populations for acute care hospital nurse turnover should be expanded from new graduate nurses to experienced nurses with less than 3 years of career. Further studies are required to examine the causes of high turnover rates in hospitals that are small and/or have low nurse staffing levels.

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Section: Discussionmentioning

confidence: 99%

Turnover Rates and Factors Influencing Turnover of Korean Acute Care Hospital Nurses: A Retrospective Study Based on Survival Analysis

Park

2020

Asian Nursing Research

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“…In a recent meta-analysis, nurses' turnover intention was significantly associated with the nurse-to-patient ratio (Shin, Park, & Bae, 2018). The shortage of nurses due to turnover might increase the workload of existing nurses, which might also increase the turnover intention of existing nurses (Cho & Kim, 2014); thus it is of growing concern worldwide. However, adequate nurse staffing requires the efforts of the organization and the policy of the government; this problem is not expected to be resolved in the near future.…”

Section: Stress From Workloadmentioning

confidence: 99%

Nursing stress factors affecting turnover intention among hospital nurses

Lee

Kim

2020

Int J of Nursing Practice

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Aims: This study aimed to identify the nursing stress factors, which affect turnover intention in hospital nurses. Background: Nursing stress is known to be an important predictor of turnover intention in nurses. Although nurses experience various sources of stress across work environments, cultures, and generations, little is known about the stress factors affecting turnover intention in nurses. Design: A descriptive cross-sectional design was employed. Methods: A total of 329 nurses were recruited through convenience sampling from 27 hospitals in South Korea. Data were collected from May to November 2018 using a questionnaire. Results: Among the stress factors, stress from patients and their families, workload stress, stress from conflicts with supervisors, and stress from conflicts with peers were associated with turnover intention in hospital nurses. These variables explained 40.0% of the variance in turnover intention among hospital nurses. Conclusions: Stress from interpersonal relationships with patients and their families, supervisors, and peers may have a considerable impact on turnover intention. To reduce nursing turnover intention, coping strategies to reduce stress from patients and their families should be established. It is necessary to provide programmes that foster interpersonal relationship skills in the workplace. Nurse managers may encourage communication among nurses to establish positive relationships.

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“…Some of these assignments and workloads can break the nurses down both physically and psychologically. Cho and Kim ( 2014 ) reported that most nurses, mainly newly recruited ones, may wish to leave the health profession when they cannot cope with the roles and heavy workload they are expected to perform. With the increasing nursing shortage, due to the high level of turnover, remaining nurses (including newly hired ones) are at times assigned different, multiple responsibilities, making their workload heavier and more complex.…”

Section: Introductionmentioning

confidence: 99%

Assessing the effect of nursing stress factors on turnover intention among newly recruited nurses in hospitals in China

et al. 2021

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The leave of newly recruited nurses has become a bottleneck to the expansion of healthcare organizations and appears to be a waste of financial resources on nursing education (Zhang et al., 2020). The World Health Organization has projected that a 12.9 million nurse shortage will hit the world by the end of 2035 (Marć et al., 2019).Before this projection, the International Council of Nurses (2003) had earlier warned the world to be mindful of the 27.1% of newly Registered Nurses who quit their jobs within their first year of engagement. Turnover intention contributes to the nurses' shortage and heavy workload and consequently spurs other nurses to leave. In this case, healthcare delivery quality also diminishes (Al Sabei et al.,

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Determinants of Registered Nurse Skill Mix & Staffing Level in Korea

Cited by 16 publications

References 17 publications

Turnover Rates and Factors Influencing Turnover of Korean Acute Care Hospital Nurses: A Retrospective Study Based on Survival Analysis

Turnover Rates and Factors Influencing Turnover of Korean Acute Care Hospital Nurses: A Retrospective Study Based on Survival Analysis

Nursing stress factors affecting turnover intention among hospital nurses

Assessing the effect of nursing stress factors on turnover intention among newly recruited nurses in hospitals in China

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