Review of nursing turnover research, 1977–1996

Tai, Teresa Wai Chi; Bame, Sherry I.; Robinson, Chester D.

doi:10.1016/s0277-9536(98)00333-5

Cited by 212 publications

(223 citation statements)

References 56 publications

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“…Workload has been linked with retention difficulties nationally (McCarthy et al, 2002;McCarthy et al, 2007) and internationally (Wai Chi Tai et al, 1998).…”

Section: Recommendations For Demand Factorsmentioning

confidence: 99%

Stress and stressors in the clinical environment: a comparative study of fourth‐year student nurses and newly qualified general nurses in Ireland

Suresh

Matthews

Coyne

2012

Journal of Clinical Nursing

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Aims and objectives. To measure and compare the perceived levels of job‐related stress and stressors of newly qualified nurses and fourth‐year student nurses in the clinical environment and to explore the participants’ views on stress and stressors. Background. Stress in the nursing workplace has significant consequences for the person, the patient and the organisation, such as psychological and physical health deterioration and impaired professional practice. To address this problem, stress and stressors need to be measured and identified. Design. This study used a cross‐sectional survey design and self‐reporting questionnaires to measure and compare levels of stress in both groups. Convenience sampling involved all newly qualified nurses (n = 120) and fourth‐year student nurses (n = 128) in Dublin North‐East region in Ireland. Methods. The instrument used was ‘The Nursing Stress Scale’ (Gray‐Toft & Anderson 1981, Journal of Behavioral Assessment3, 11–23). Descriptive, qualitative analysis was conducted on an open‐ended question. Data were obtained from newly qualified nurses (n = 31) and fourth‐year student nurses (n = 40) in six acute hospital sites. Results. Levels of perceived stress and stressors were high in both groups. Themes identified from the responses to the open question by both groups included excessive workload, difficult working relationships and unmet clinical learning needs. Student nurses also reported the combination of academic demands with clinical placement as a major stressor. There was no significant difference between each group. Conclusion. Stress continues to be a problem for nurses in the clinical setting. Excessive workload requires urgent attention by hospital managers in view of widespread retention difficulties. Themes identified could provide a framework for possible interventions for improving the clinical environment for nurses. Relevance to clinical practice. These results can help stakeholders in nurse education and practice to develop interventions to reduce stress for both groups and to ease the transition from student to graduate nurse.

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“…Workload has been linked with retention difficulties nationally (McCarthy et al, 2002;McCarthy et al, 2007) and internationally (Wai Chi Tai et al, 1998).…”

Section: Recommendations For Demand Factorsmentioning

confidence: 99%

Stress and stressors in the clinical environment: a comparative study of fourth‐year student nurses and newly qualified general nurses in Ireland

Suresh

Matthews

Coyne

2012

Journal of Clinical Nursing

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“…While the evidence assessing the adverse impact of excessive nurse turnover continues to grow, a number of methodological challenges have plagued researchers attempting to measure and capture turnover rates across diverse health systems and jurisdictions. [8] Although some degree of turnover may be beneficial when it serves to renew and revitalize a 'tired' organization and can lead to lower overall operating costs when expensive employees are replaced with less expensive ones, there is a general consensus that high levels of turnover are costly for healthcare organizations, detrimental to well-being and productivity of nurses who remain, and have the potential to affect patient care quality. [9] Financial costs of turnover include both direct financial costs (i.e.…”

Section: Introductionmentioning

confidence: 99%

Human resource management practices and nursing turnover

Rondeau¹,

Wagar

2016

JNEP

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Background: The objective of this study is to explore the nature of the association of discrete systems of human resource management practices and the rate of voluntary turnover of registered nurses (RNs) in a large sample of Canadian acute care hospitals and nursing homes. Healthcare quality, cost and access are impacted by excessive turnover of nursing staff. The rate of annual turnover for registered nurses has been estimated to be about 20 percent in Canada, with a total cost of almost $27,000 for each RN. Healthcare organizations that employ large numbers of registered nurses are keen to learn more about the role that organizational policies and practices play in reducing voluntary turnover. The relationship of human resource management (HRM) practices and employee turnover has generally been under-investigated. Three HRM systems, composed of bundles of discrete workplace or employment practices, were conceptualized in order to assess the relationship of HRM practice systems with the rate of RN turnover, at the establishment or facility level. Three HRM practice systems were constructed to test their systemic impact on nursing turnover: a technical HRM system that focuses on bureaucratic policies and practices that regulate the employee-employer relationship; a quality-of-worklife HRM system that includes a variety of employee-centered and family-friendly employment practices; and a high-involvement HRM system that utilize workplace arrangements that increase the commitment, engagement, accountability and participation of nurses. Methods and analysis: The chief nursing officers of 2,208 Canadian hospitals and long-term care facilities received the study questionnaire, generating responses from a total of 705 establishments. Each of the three HRM practice systems is estimated at each facility and comprised eight (8) discrete employment or workplace practices. Using estimates of voluntary RN turnover as the dependent variable, a step-wise ordinary least squares (OLS) regression was performed on each HRM practice system. Results: After controlling for facility characteristics and for local labour market conditions, the quality-of-worklife HRM employment system (p < .05) and high-involvement HRM work system (p < .05) are found to be related with lower voluntary turnover, yet their overall relationship with facility RN turnover appears to be quite modest. Our technical HRM practice system is not found to be associated with facility RN turnover. Conclusion: HRM systems comprising employee-friendly employment practices and high-involvement work practices may play an important (but modest) role in reducing RN turnover.

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“…In one model, job satisfaction was found to have no net influence on turnover, but it was found to be an important mediator between turnover and other determinants (Price & Mueller, 1981). Other studies have found that workload or demands can impact turnover through stress (Coomber & Barriball, 2007;Strachota, Normandin, O"Brien, Clary & Krukow, 2003) or through stress and job satisfaction (Tai et al, 1998;Parasuraman, 1989). These findings suggest that job satisfaction and job stress may act as mediators between the job characteristics specified in Karasek"s model and intention to leave.…”

Section: Discussion Of Findings Related To the Research Questions Resmentioning

confidence: 88%

“…As others have noted, definitions of turnover have been varied and include voluntary and involuntary turnover, the leaving of a particular position, leaving an organization or leaving the profession (Coomber & Barriball, 2007;Hayes et al, 2006;O"Brien-Pallas et al, 2006). Measurement has also been inconsistent with some researchers measuring intention to stay while others measure intention to leave or measure turnover as the number of vacant positions (Tai, Bame & Robinson, 1998).…”

Section: Discussion Of Findings Related To the Research Questions Resmentioning

confidence: 99%

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Prince Edward Island: Building Capacity – The Implementation of a Critical Care/Emergency Program

Cotton

2012

cjnl

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The difficulties new nurses experience when first entering acute care work environments have been recognized since Kramer"s seminal work in the 1970s. Despite the implementation of interventions designed to help ease the transition, the literature continues to report that new graduates undergo stress when beginning their careers as nurses. The purpose of this study was to examine the effects of perceived demands, control, social support and self-efficacy on the job stress, job satisfaction and intention to leave of new nurses.The conceptual framework used in the study was Karasek"s (1979) Job DemandsControl-Support (JDC-S) model. This model posits that job demands increase employee stress, but that increasing control can alleviate the negative effects of high demands. Social support and self-efficacy were included in this study as potential moderators of the relationships between demands and control and the outcome variables. This was an exploratory study that utilized a cross-sectional survey was used to gather data. Surveys were mailed to the homes of new nurses working in acute care hospitals across Ontario, Canada.Data were received from 232 new nurses, a response rate of 23.8%. Nurses in the sample had an average of 18.2 months of experience. Data were analyzed using separate hierarchical iii regression models for each dependent variable. The results showed that the main effects of job demands, social support and self-efficacy provided partial support for the JDC-S model when examining job stress, job satisfaction and intention to leave the job. Only self-efficacy was significantly related to intention to leave the profession. There was no evidence of moderating effects of social support or self-efficacy. An understanding of factors in the work environment that influence new nurses may assist in supporting them during the transition. By exploring the effects of demands, control, social support and self-efficacy on new graduates" job stress, job satisfaction and intention to leave, this study may provide direction to nursing leaders who are working new nurses in acute care.iv ACKNOWLEDGEMENTS

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Review of nursing turnover research, 1977–1996

Cited by 212 publications

References 56 publications

Stress and stressors in the clinical environment: a comparative study of fourth‐year student nurses and newly qualified general nurses in Ireland

Stress and stressors in the clinical environment: a comparative study of fourth‐year student nurses and newly qualified general nurses in Ireland

Human resource management practices and nursing turnover

Prince Edward Island: Building Capacity – The Implementation of a Critical Care/Emergency Program

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