Keeping nurses at work: a duration analysis

Holmås, Tor Helge

doi:10.1002/hec.747

Cited by 48 publications

(46 citation statements)

References 19 publications

(20 reference statements)

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“…In the study most similar to that presented in this paper, Holmas (2002) used the same Norwegian data as Askildsen et al (2002) and estimated a number of single-spell duration models. He found that both wages and working conditions have an impact on nurses' decision to quit the public health care system.…”

Section: Schumacher (1997) Used a Sample Of Rns Drawn From The Us Curmentioning

confidence: 94%

“…One limitations of these two UK studies, however, is that they are based on intentions to quit rather than observed quitting behaviour (Holmas, 2002).…”

Section: Schumacher (1997) Used a Sample Of Rns Drawn From The Us Curmentioning

confidence: 99%

“…An important question is whether we can include unobserved heterogeneity within this model (see Holmas, 2002). The problem in this respect is that we only have 479 observed transitions from nursing to other states.…”

Section: Duration Modelmentioning

confidence: 99%

“…1 Norway is currently facing a shortage of around 3,300 whole-time posts (Askildsen et al, 2002;Holmas, 2002), and similar shortages are reported in Canada and throughout the Scandinavia countries.…”

Section: Introductionmentioning

confidence: 99%

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Investigating the quitting decision of nurses: panel data evidence from the british national health service

2006

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Standard-Nutzungsbedingungen:Die Dokumente auf EconStor dürfen zu eigenen wissenschaftlichen Zwecken und zum Privatgebrauch gespeichert und kopiert werden.Sie dürfen die Dokumente nicht für öffentliche oder kommerzielle Zwecke vervielfältigen, öffentlich ausstellen, öffentlich zugänglich machen, vertreiben oder anderweitig nutzen.Sofern die Verfasser die Dokumente unter Open-Content-Lizenzen (insbesondere CC-Lizenzen) zur Verfügung gestellt haben sollten, gelten abweichend von diesen Nutzungsbedingungen die in der dort genannten Lizenz gewährten Nutzungsrechte. The Institute for the Study of Labor (IZA) in Bonn is a local and virtual international research center and a place of communication between science, politics and business. IZA is an independent, nonprofit limited liability company (Gesellschaft mit beschränkter Haftung) supported by the Deutsche Post AG. The center is associated with the University of Bonn and offers a stimulating research environment through its research networks, research support, and visitors and doctoral programs. IZA engages in (i) original and internationally competitive research in all fields of labor economics, (ii) development of policy concepts, and (iii) dissemination of research results and concepts to the interested public. The current research program deals with (1) mobility and flexibility of labor, (2) internationalization of labor markets, (3) welfare state and labor market, (4) labor markets in transition countries, (5) the future of labor, (6) evaluation of labor market policies and projects and (7) general labor economics. Terms of use: Documents in D I S C U S S I O N P A P E R S E R I E SIZA Discussion Papers often represent preliminary work and are circulated to encourage discussion. Citation of such a paper should account for its provisional character. A revised version may be available on the IZA website (www.iza.org) or directly from the author. There is currently a worldwide shortage of registered nurses, driven by large shifts in both the demand for and supply of nurses. Consequently, various policies to increase the recruitment and retention of nurses are under discussion, in particular, the role that wage increases might have in promoting nurse labour supply. In this paper we provide the first detailed empirical investigation into the quitting behaviour of nurses in the British National Health Service (NHS), using a newly constructed longitudinal survey. We fit both single and competing-risks duration models that enable us to establish the characteristics of those nurses who leave the NHS, distinguish the importance of pay in this decision and document the destinations that nurses move to. Contrary to expectations, we find that the hourly wage received by nurses outside of the NHS is around 20% lower than in the NHS, and that hours of work are about the same. However, there is a clear movement away from shift work. Age, seniority, job and employer characteristics are all found to be important predictors of nurses leaving the NHS. However, whilst the effect ...

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Section: Schumacher (1997) Used a Sample Of Rns Drawn From The Us Curmentioning

confidence: 94%

“…One limitations of these two UK studies, however, is that they are based on intentions to quit rather than observed quitting behaviour (Holmas, 2002).…”

Section: Schumacher (1997) Used a Sample Of Rns Drawn From The Us Curmentioning

confidence: 99%

Section: Duration Modelmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

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Investigating the quitting decision of nurses: panel data evidence from the british national health service

2006

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“…This is demonstrated by studies on job satisfaction, absenteeism, turnover and intention to emigrate in countries with few resources such as Cameroon, Ghana and South Africa (Awases et al 3 ). It is also true in richer countries, such as Canada, Germany, Norway, Sweden, Taiwan, Thailand, the UK and the USA (Aiken et al 4 ; Holmas 5 ; Tzeng 6 ; Goodin 7 ; Hasselhorn et al 8 ). Shortages in the health workforce represent a major challenge for health policy-makers.…”

Section: Introductionmentioning

confidence: 99%

Strategies for Recruiting and Retaining an Effective Nursing Workforce in Nigeria

Aliyu¹,

Mathew²,

Paul³

et al. 2014

IOSRJNHS

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The attractiveness of jobs in the German care sector: results of a factorial survey

Kroczek

Späth

2022

Eur J Health Econ

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The skilled labour shortage in nursing is an issue not unique to Germany. Unattractive characteristics of nursing jobs are one reason for the low supply in nursing personnel. In our study, we analyse the influence of job characteristics on the attractiveness of nursing jobs. We address this issue via factorial survey analysis, an experimental method particularly suited to assessing personal opinions and less prone to social desirability bias than standard interview methods. Around 1300 (current and former) nurses in a distinct region in Germany were asked to rate a set of synthetic job postings, each of which contained information on 9 systematically varied job characteristics. We find that, first, attractiveness of care jobs is most strongly affected by rather “soft” characteristics such as atmosphere within the team and time for patients. “Hard” factors play a considerably smaller role. Second, one hard factor, contract duration, is estimated to be among the most important job factors, however. This is a remarkable finding given that nursing occupations suffer from severe skill shortages. Third, though wage has a statistically significant influence on attractiveness, enormous wage raises would be needed to yield higher attractiveness gains than the top-rated soft factors, or to compensate for less pleasant job characteristics with respect to those factors. Last, even after controlling for other job characteristics, hospital nursing is still rated as more attractive than geriatric nursing.

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Keeping nurses at work: a duration analysis

Cited by 48 publications

References 19 publications

Investigating the quitting decision of nurses: panel data evidence from the british national health service

Investigating the quitting decision of nurses: panel data evidence from the british national health service

Strategies for Recruiting and Retaining an Effective Nursing Workforce in Nigeria

The attractiveness of jobs in the German care sector: results of a factorial survey

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