Nurse turnover in the Kingdom of Saudi Arabia: An integrative review

Falatah, Rawaih; Salem, Olfat A.

doi:10.1111/jonm.12603

Cited by 44 publications

(57 citation statements)

References 34 publications

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“…The present findings are also in agreement with those of the study by Al-Dossary et al (2012), which similarly found significant, positive correlations between job satisfaction and subscales supervision, co-workers, nature of work and communication. With regard to retention, there is convincing published evidence demonstrating how job satisfaction correlates positively with retention of nursing staff in Saudi Arabia and inversely with employee turnover (Atefi et al 2016;Falatah & Salem 2018). Again, the results of this present study support these findings.…”

Section: Discussionsupporting

confidence: 86%

“…Organizations across the globe must understand factors that affect job satisfaction if they are to formulate policies that help sustain and improve nurses' job satisfaction, and hence maintain a professionally fulfilled and productive workforce (Al Maqbali 2015). This is especially the case in Saudi Arabia, where nursing is considered an undesirable profession and where historically there have been reports of high turnover and poor retention (Falatah & Salem 2018).…”

Section: Discussionmentioning

confidence: 99%

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Nurses’ job satisfaction during the mass gathering of the Hajj 2018 in Saudi Arabia

Banaser¹,

Ghulman

Almakhalas³

et al. 2020

International Nursing Review

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Aim To explore job satisfaction of nurses during the Hajj season 2018 in Saudi Arabia, determine predictors of nurses’ job satisfaction and inform future healthcare provision and policy. Background Mass gatherings of large numbers of people inevitably pose unique public health concerns and challenges for organizers. A mass gathering happens annually in Saudi Arabia during the Hajj pilgrimage. There was a paucity of evidence regarding nurses’ experiences during Hajj. This gap in knowledge needed to be addressed. Methods A cross‐sectional survey was conducted in 198 nurses across 12 healthcare settings along the Hajj pilgrimage route. A 24‐item Nurses’ Job Satisfaction Questionnaire was developed exploring six domains: supervision, nature of work, retention, communication, workload and co‐workers. Results Nurses reported a high level of job satisfaction. All six domains were strong predictors of job satisfaction. Nurses reported the lowest level of job satisfaction when assessed against the items ‘multiple policies and procedures that were perceived as complicating nursing work’, ‘incompetence of other people they work with’ and ‘too much burden at work’. Conclusion Job satisfaction levels for nurses during Hajj 2018 appeared higher than during previous Hajj pilgrimages, probably influenced by the additional healthcare measures put in place during Hajj 2018, such as improved technology. Implications for nursing policy and practice Hajj‐specific skills training must be designed to enhance the knowledge, competencies and capabilities of nurses. Policies and procedures must prevent heavy workloads and avoid complicating nurses’ work during Hajj. Improvements to the nurse work environment should focus on evidence‐based interventions promoting effective resource planning, interprofessional relationships and communication, for instance via innovative, technological approaches. These findings can be shared with organizers of other mass gatherings worldwide.

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Section: Discussionsupporting

confidence: 86%

Section: Discussionmentioning

confidence: 99%

Nurses’ job satisfaction during the mass gathering of the Hajj 2018 in Saudi Arabia

Banaser¹,

Ghulman

Almakhalas³

et al. 2020

International Nursing Review

View full text Add to dashboard Cite

show abstract

“…Similar to health care systems around the world, the health care system in the Kingdom of Saudi Arabia is also negatively impacted by high levels of turnover (Falatah & Salem, ). However, unlike other nations, the issue of nurse retention is even more complex because the rate of nurses in Saudi Arabia is 48.7 per 10,000 population, which is considerably lower than other nations such as the United States, Japan and Canada (Almalki, FitzGerald, & Clark, ; Azim & Islam, ).…”

Section: Introductionmentioning

confidence: 99%

Linking relational coordination to nurses’ job satisfaction, affective commitment and turnover intention in Saudi Arabia

Falatah

Conway

2019

J Nurs Manag

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Aim To examine the association between relational coordination, job satisfaction, affective commitment and turnover intention. Background While there is a substantial body of literature that examines how relational coordination influences outcomes among nurses in western societies, there is no known study that examines the impact of relational coordination on outcomes in a non‐western health care system. As many of the factors associated with nursing turnover in Saudi Arabia are uniquely complex and challenging, a focus on relational coordination in this context is particularly worthy of investigation. Method The study utilized a cross‐sectional online survey. A total of 180 nurses participated in the study. Results The results indicated that the relationship between relational coordination and turnover intention is mediated by job satisfaction. The results further show that the relationship between relational coordination and turnover intention is mediated by affective commitment. Conclusion High levels of relational coordination can give rise to various outcomes of relevance to nurses, allied health professionals and patients. Implications for Nursing Management Reconfigured job designs to build and cultivate links between nurses and other clinical disciplines will be necessary to enhance job satisfaction and commitment levels and to reduce turnover intention.

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“…High nurse turnover in hospitals is a global problem (Aiken & McHugh, 2014; Dewanto & Wardhani, 2018; Falatah & Salem, 2018). While turnover rate reflects an organisation's ability to retain its existing employees, the related vacancy rate reflects an organisation's ability to attract potential employees (Rondeau, Williams, & Wagar, 2008).…”

Section: Introductionmentioning

confidence: 99%

Leading unique cultures in departments with low turnover of nurses. A positive deviance approach study

Hølge‐Hazelton

Berthelsen

2020

J Nurs Manag

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Aim To investigate nurse leaders’ experiences and strategies for turnover in relation to culture and work environment in hospital departments with low nurse turnover. Background Nursing shortage is a global problem, and numerous turnover strategies have been utilized to attempt to address this shortage. Design/Methods Four regional hospital departments with the lowest nurse turnover were included. Data were constructed with nine nurse leaders through individual interviews and were analysed using directed content analysis. Results The findings presented in two categories, ‘The culture is unique’ and ‘Maintaining, protecting or re‐establishing a unique culture’, summarize how leaders navigated authentically in different contexts, operationalizing clear values and visions both for their departmental culture and in turnover strategies. Conclusion Even though all the nurse leaders interviewed were concerned about the current recruitment situation, they were confident in their leadership roles, targeted towards supporting the unique culture in their departments. Implications for Nursing Management Leaders with clear cultural awareness and visions for the context in which they operate may be positively associated with lower turnover of nurses. Including the perspectives of leaders from departments with low turnover of nurses has the potential to create new knowledge about improving nurse retention.

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Nurse turnover in the Kingdom of Saudi Arabia: An integrative review

Abstract: The review highlights the alarming rates of nurse turnover and its determinants in Saudi Arabia. Nurse managers in Saudi Arabia should consider this information, as they make daily assignments.

Cited by 44 publications

References 34 publications

Nurses’ job satisfaction during the mass gathering of the Hajj 2018 in Saudi Arabia

Nurses’ job satisfaction during the mass gathering of the Hajj 2018 in Saudi Arabia

Linking relational coordination to nurses’ job satisfaction, affective commitment and turnover intention in Saudi Arabia

Leading unique cultures in departments with low turnover of nurses. A positive deviance approach study

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