Exploring factors influencing the retention of nurses in a religious hospital in Taiwan: a cross-sectional quantitative study

Abstract

Background Long-term deficits in the nursing labor force and high turnover rates are common in the Taiwanese medical industry. Little research has investigated the psychological factors associated with the retention of nursing staff. However, in practice, religious hospitals often provide nursing staff with education in medicine or the medical humanities to enhance their psychological satisfaction. The objective of this study was to explore factors influencing nursing staff retention in their work in relation to different levels of needs. A further objective was to investigate whether medical humanities education was associated with the retention of nursing staff. Methods This study used self-administrated questionnaires to survey nurses working in northern areas of Taiwan. The questionnaire design was based on the six levels of Maslow’s hierarchy of needs. Participation was voluntary, and the participants signed informed consent documents. Self-administrated questionnaires were distributed to a total of 759 participants, and 729 questionnaires were returned (response rate 96.04%). Logistic regression analysis was used to estimate the impact of seniority on nurses’ reported intention to stay after adjustment for nurse characteristics (gender and age). Results In the Pearson correlation analysis, nurses’ willingness to stay was moderately correlated with “physical needs”, “safety needs”, “love and belonging needs”, and “esteem needs” (r = 0.559, P < 0.001; r = 0.533, P < 0.001; r = 0.393, P < 0.001; and r = 0.476, P < 0.001, respectively). Furthermore, nurses’ willingness to stay was highly correlated with “self-actualization needs”, “beyond self-actualization needs” and “medical humanities education-relevant needs” (r = 0.707, P < 0.001; r = 0.728, P < 0.001; and r = 0.678, P < 0.001, respectively). We found that the odds ratios (ORs) of retention of nursing staff with less than 1 year (OR = 4.511, P = 0.002) or 1–3 years (OR = 3.248, P = 0.003) of work experience were significantly higher than that of those with 5–10 years of work experience. Conclusions With regard to medical humanities education, we recommend adjusting training, as the compulsory activities included in the official programs are inadequate, and adjusting the number of required hours of medical humanities education. Tailoring different educational programs to different groups (especially nurses who have worked 3–5 years or 5–10 years in the case study hospital) might improve acceptance by nursing staff.

Social jetlag and depression in female rotating‐shift nurses: A secondary analysis

“…Therefore, the high level of depression and social jetlag reported by this study's participants could be due to their relatively young age. Chiao et al (2021) implemented a cognitive reappraisal and mindfulness‐based intervention targeting new graduate nurses to explore the difficulties they experience and to prevent negative emotions and burnout. Our results highlight the necessity to examine depression among those younger than 26 years, specifically among early career nurses.…”

Factors influencing the transition and retention of mental health nurses during the initial years of practice: Scoping review

“…The findings of the study indicated that self‐efficacy and self‐confidence were two significant personal factors influencing successful transition. Fears, over expectations, and emotional issues were highlighted as barriers to effective transition (Chiao et al, 2021 ; Cleary et al, 2009 ; Kim & Shin, 2020 ). The feeling of being accepted, respected and included in the workplace environment connected novice nurses with the workplace and therefore increased the chance for successful retention (Chamberlain et al, 2019 ; Guo et al, 2019 ).…”

“…At the same time, the World Health Organization also has predicted a worldwide shortage of nurses by 2030 (World Health Organization, 2020 ). Shortage and deficits of mental health nurses can affect health outcomes and the quality of care offered to patients with mental illness (Chiao et al, 2021 ). Additionally, the Australian College of Mental Health Nurses (ACMHN) submission in the Productivity Commission Inquiry ( 2020 ) pointed out that the Australian health care system predicted it would be unable to meet the mental health nursing demand without developing a mental health workforce.…”

The determinants of staff retention after Emergency Obstetrics and Newborn Care training in Kenya: a cross-sectional study

“…However, our study did not establish who decides the movement of the trained staff – whether by staff choice or by authorities. Use of secondary data – the training registration data captured misses out on other important determinants for staff turnover and transfers such as healthcare worker’s personal (physical, mental – emotional and social including marital status and other family responsibilities), job satisfaction at the current position, social support – opportunities for career development, stress at the current position and organisational factors (reward, salary and other benefits) which would have provided a deeper understanding of the key determinants for staff turnover in the maternity departments and health facilities [ 40 – 42 ]. Future research focusing on primary data collected from healthcare workers, health facility and county health managers should integrate this data to establish salient factors contributing to poor staff retention following investments in building the capacity of in-service health workforce.…”