Retention Rates and the Associated Risk Factors of Turnover among Newly Hired Nurses at South Korean Hospitals: A Retrospective Cohort Study

Kim, Yunmi; Kim, Sujeong

doi:10.3390/ijerph181910013

Cited by 8 publications

(7 citation statements)

References 25 publications

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“…16, and 0.27, respectively and 69% of newly hired employees had never changed their workplace. The turnover rate of 12% for newly hired employees in this study (between the years 2005 and 2006, which was mentioned in the present study) was lower than what Kim & Kim(17)were reported in their study for newly hired nurses at South Korean Hospitals (turnover rate: 26.4%) and the one Park and ko(18)revealed in their study (turnover rate:22%). The turnover rate within two years of employment in the current study was largely similar to the findings of another research with a turnover rate of 17.7% that examined factors related to turnover of new graduate nurses between the years[2006][2007][2008] …”

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confidence: 75%

A survival analysis approach to Determine factors associated with non-retention of newly hired health workers in Iran

Tabatabaee

Ghavami

2022

Preprint

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Background: One of the most important tasks of human resource management in the field of health is to maintain and preserve professional staff after employment. This study aims to determine the factors related to the non-retention of newly hired based on the survival analysis approach in Iran. Methods: This historical cohort analysis comprised 6811 employees who began working at Mashhad University of Medical Sciences between 2005 and 2020. To analyze the data, appropriate descriptive indices and Log-rank test and the Cox proportional-hazards model were used. Results: The likelihood of workplace change for a person within one year, two years, and five years of employment was 0.12, 0.16, and 0.27, respectively. The likelihood of workplace change throughout the study period was not statistically different between men and women (p = 0.573) and between personnel with healthcare occupations and non-healthcare occupations (p = 0.351). Employees whose current workplace was not the same as their birthplace had a significantly higher likelihood of workplace change (p <0.001). The risk of workplace change for a single person is 1.22 times higher than the married ones. Conclusion: The policy of “native-born selection” in employment tests, the priority of hiring married people over single ones, and/or requiring single candidates to pledge to stay in the organization of employment can lead to increased staff retention and reducing the costs of re-hiring including induction, on-the-job training, board and lodge, and other expenses related to living away from home and family

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contrasting

confidence: 75%

A survival analysis approach to Determine factors associated with non-retention of newly hired health workers in Iran

Tabatabaee

Ghavami

2022

Preprint

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“…Consequently, the turnover rates of new nurses hired between 2017 and 2020 were not included. To clarify, this study does not account for the 26.4% turnover rate of newly hired nurses within their first year of employment in 2018, as reported in a previous study (Kim & Kim, 2021). This previous study was conducted during the same period that turnover rates were tracked in the current study.…”

Section: Discussionmentioning

confidence: 99%

“…In this study, the dependent variable was nurse turnover. Turnover refers to nurses leaving their current hospital and becoming employed at another clinical institution or leaving the field of clinical nursing (Kim & Kim, 2021). We monitored turnover events at medical institutions throughout the follow-up period.…”

Section: Variablesmentioning

confidence: 99%

“…The bed-to-nurse ratio was determined by dividing the average number of beds by the average number of full-time-equivalent nurses in general wards as of the first quarter of 2017. This ratio was then segmented into seven intervals: less than 2.0, 2.0–<2.5, 2.5–<3.0, 3.0–<3.5, 3.5–<4.0, 4.0–<6.5, or 6.5 or greater (Kim & Kim, 2021; Park & Ko, 2020). The individual characteristics of nurses were gender (male or female), age (in years) (24 or younger, 25–26, 27–29, 30–34, 35–39, 40–49, or 50 and above), and the duration of employment at the hospital (in years) (less than 1, 1–3, 3–5, 5–10, or 10 and above) (Seo et al, 2020).…”

Section: Variablesmentioning

confidence: 99%

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Turnover Rates and Factors Associated With Turnover: A Longitudinal Analysis of the Retention Period of Clinical Nurses in Korea Using National Data

Kim,

Kim

2024

Policy, Politics, & Nursing Practice

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Many countries, including Korea, are struggling with a nursing workforce shortage. This study aimed to identify the actual turnover rate of Korean clinical nurses and the factors affecting the turnover rate, considering the time required for nurses to gain experience at their current medical institution. This longitudinal study followed up on a cohort consisting of all 107,682 nurses from January 1, 2017 to July 30, 2020. Differences in the distribution of retention and turnover according to the medical institutions’ and nurses’ characteristics were analyzed using the chi-square test. The hazard ratios (HRs) for turnover in each analysis interval were analyzed using multilevel Cox proportional-hazards analysis. The mean turnover rate was 10.0% within 1 year and 33.4% within 3.5 years. Several organizational characteristics (the type and ownership of the hospital, its location, and the bed-to-nurse ratio) and individual characteristics (gender, age, and clinical experience) were found to be associated with turnover risk. Among these factors, compared to hospitals with a bed-to-nurse ratio in general wards of 6.0 or more, those with a ratio of 3.5–3.9 had an HR for 1-year turnover of 0.81 (95% confidence interval [CI] = 0.67–0.98), and those with a ratio of 2.5–2.9 had an HR for 3.5-year turnover of 0.77 (95% CI = 0.66–0.90). The bed-to-nurse ratio is a condition that can be modified through collaboration between government policy-makers and medical institutions. To reduce nurse turnover and retain experienced nurses, appropriate staffing should be implemented.

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“…In the study, the risk for turnover in new nurses who worked less than one year was double than that in nurses with more than five years of work experience. Among new nurses, turnover rates within the first and second six months of working was 20.1% and 6.3%, respectively [ 6 ]. More importantly, according to the Hospital Nurses Association, the turnover rates in new nurses increased from 15.4% in 2006 to 45.5% in 2018, illustrating a 30% increase during a 12-year period [ 7 ].…”

Section: Introductionmentioning

confidence: 99%

Factors Affecting Turnover Intention among New Graduate Nurses: Focusing on Job Stress and Sleep Disturbance

Heo

Hwang

et al. 2022

Healthcare

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Despite the high prevalence of nurses’ turnover and the turnover intention of new nurses, there are insufficient studies examining turnover intention at the time when job orientation is completed and independent nursing commences. Thus, this study examined turnover intention levels and identified the factors affecting turnover intention of new Generation Z nurses, focusing on job stress and sleep disturbance, at the eighth week after completing job orientation. This was a cross-sectional descriptive correlational study. Using a convenient sampling method, 133 new nurses were recruited. Data were collected using a structured questionnaire consisting of demographic and occupational characteristics, job stress, sleep disturbance, and turnover intention. Descriptive statistics were computed to describe the sample and interest variables. Logistic regression analysis was performed to examine the association of job stress and sleep disturbance with turnover intention. Most nurses were women (91.7%) and approximately two-thirds worked in the surgical ward (n = 61, 45.9%). Turnover intention was 12.8%, average job stress was 40.11 ± 90.7, and average sleep disturbance was 42.39 ± 15.27. New graduate nurses’ turnover intention was associated with job stress (OR = 1.07, 95% CI = 1.02–1.12) and sleep disturbance (OR = 1.19, 95% CI = 1.05–1.35), and this model explained 47.7% of the variance. Study findings determine that job stress and sleep disturbance were significant predictors of turnover intention in new nurses at the eighth week after joining the hospital. Therefore, nursing administrators should focus on new nurses’ job stress and sleep disturbance, and provide them with timely assessment and management to reduce turnover intention.

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Retention Rates and the Associated Risk Factors of Turnover among Newly Hired Nurses at South Korean Hospitals: A Retrospective Cohort Study

Cited by 8 publications

References 25 publications

A survival analysis approach to Determine factors associated with non-retention of newly hired health workers in Iran

A survival analysis approach to Determine factors associated with non-retention of newly hired health workers in Iran

Turnover Rates and Factors Associated With Turnover: A Longitudinal Analysis of the Retention Period of Clinical Nurses in Korea Using National Data

Factors Affecting Turnover Intention among New Graduate Nurses: Focusing on Job Stress and Sleep Disturbance

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