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    IRamirezNU310M2Credibility of Sources

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    Ivan Ramirez
    This document discusses two research studies on nursing turnover. [1] A qualitative Australian study found that negative work environments, high patient ratios, and lack of support were reasons for turnover. Suggested solutions included better supervision, rewards, and training opportunities. [2] A quantitative Taiwanese study found younger, single nurses without children and lower salaries were more likely to leave. Higher job satisfaction predicted nurses staying. Both studies emphasize the importance of improving work environments and job satisfaction to reduce nursing turnover.

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    IRamirezNU310M2Credibility of Sources

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    Ivan Ramirez
    44 views6 pages
    This document discusses two research studies on nursing turnover. [1] A qualitative Australian study found that negative work environments, high patient ratios, and lack of support were reasons for turnover. Suggested solutions included better supervision, rewards, and training opportunities. [2] A quantitative Taiwanese study found younger, single nurses without children and lower salaries were more likely to leave. Higher job satisfaction predicted nurses staying. Both studies emphasize the importance of improving work environments and job satisfaction to reduce nursing turnover.

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    This document discusses two research studies on nursing turnover. [1] A qualitative Australian study found that negative work environments, high patient ratios, and lack of support were reasons for turnover. Suggested solutions included better supervision, rewards, and training opportunities. [2] A quantitative Taiwanese study found younger, single nurses without children and lower salaries were more likely to leave. Higher job satisfaction predicted nurses staying. Both studies emphasize the importance of improving work environments and job satisfaction to reduce nursing turnover.

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    Download as DOCX, PDF, TXT or read online from Scribd
    Download as docx, pdf, or txt
    44 views6 pages

    IRamirezNU310M2Credibility of Sources

    Uploaded by

    Ivan Ramirez
    This document discusses two research studies on nursing turnover. [1] A qualitative Australian study found that negative work environments, high patient ratios, and lack of support were reasons for turnover. Suggested solutions included better supervision, rewards, and training opportunities. [2] A quantitative Taiwanese study found younger, single nurses without children and lower salaries were more likely to leave. Higher job satisfaction predicted nurses staying. Both studies emphasize the importance of improving work environments and job satisfaction to reduce nursing turnover.

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    of 6

    NURSING TURNOVER 1

    Cause Factors in Nursing Turnovers and Solutions

    Ivan Ramirez

    Purdue Global University


    NURSING TURNOVER 2

    Cause Factors in Nursing Turnovers and Solutions

    Nurses are crucial to achieving the best balance between quality and access to patient

    care. Nursing turnover is a reality affecting the profession for many years. Especially now, with a

    pandemic affecting our health system resources, nurses that were close to retirement are leaving

    sooner. The nursing to patient ratio is becoming dangerous, and the lack of nurses with longevity

    experience are leaving new inexperience nurses without a valuable resource. The turnover in the

    nursing profession must be looked at and addressed to repair the damage already done.

    Research Study I

    The method utilized in the study was a qualitative format to examine responses from 362

    registered nurses across three different territories in Australia on the reasons and causes of

    turnover. This research examined the existing relationship of patient, staff, and organizational

    outcomes derived from the nursing turnover. The collected information in text data recorded for

    a two-year time set was about the environment on the workplace, physical health, mental health,

    job satisfaction, demographics, and leadership survey with an open question at the end

    requesting their needs and experiences about nurse turnovers and a possible plan for nurses

    retention and improvement in the environment at work. The population for this study consisted

    of 1,655 completed surveys. The collected information was entered into an analytical software

    system for qualitative data, which assigned numbers on selected words and then placed for

    analysis from different categories set by the system to best get results from their expressed

    meaning. The level in the hierarchy evidence for this research is level VI. It is a single

    descriptive qualitative study was undertaken to explore the perceptions and views of Australian

    nurses (Dawson, Stasa, Roche & Duffield, 2014).


    NURSING TURNOVER 3

    The collected response data in the Handwritten form were analyzed. The demographic

    data depicted mostly females with approximately fourteen years of experience and forty years in

    age. The findings indicating negative factors were a bad work environment with a high patient to

    nurse ratios, and the levels of expectations from patients have increased. Many nurses

    commented that nurse-patient proportions were inappropriate, and that management was

    unresponsive (Dawson, Stasa, Roche & Duffield, 2014). Other barriers are low paying positions

    with inexperienced new nursing graduates. The solutions that would help cross those barriers are

    better supervisors, shifts, and performance rewards. Satisfaction could come from, enhancing

    professional development and training opportunities and improving management practices

    (Dawson, Stasa, Roche & Duffield, 2014).

    Discussion

    The study found nurses working in the hospitals used in Australia reported that lack of

    support, work culture, limited growth advancement potential was a definitive factor for decision

    masking to leave the job. Many suggestions included non-monetary incentives, but in contrast,

    they wanted a provision of appropriate career and professional development opportunities, and

    the need to clarify roles, engage with staff and model leadership (Dawson, Stasa, Roche &

    Duffield, 2014).

    Research Study II

    The method utilized in the study is a quantitative format using a cross-sectional survey for

    analytical data to be collected and give us a measurable result. The research conducted in Taiwan

    on four hospitals of non-profit affiliations. The population used in the study are the employees

    who possess full-time employment with a minimum of one-year experience in his or her

    position. The nurses that participated were given a single envelope with returned postage or
    NURSING TURNOVER 4

    designated mailbox at their hospital of employment. The data was collected from the first of June

    through the end of October. A scientific test was conducted t along with a logistic regression test

    to find the different characteristics of those who wanted to leave or stay. The approach in the

    study is seen as quantitative because it possesses numerical data that is objective, scientifically

    explained with measured results. The study is a Level I because Descriptive statistics, including

    percentage, number, mean, and standard deviation, were used to analyze (Ma, Lee, Yang &

    Chang, 2009). A total of 1,016 registered nurses’ surveys were analyzed. Single nurses under

    thirty without kids and with a salary under twenty thousand were more likely to leave their job.

    Nurses on the day shift with a higher job satisfaction rate typically intended to stay. The factors

    that predicted who would go or stay were age, level of satisfaction, and the type of shift work

    hours. Obviously, according to the study, the nurses who intended to stay perceived a higher

    quality of patient care (Ma, Lee, Yang & Chang, 2009).

    Discussion

    The turnover rate in Taiwan is over 50%, and the study revealed that nurses who intended

    to leave during the next year amounted to below 43% of the 63.4% response rate. The hospital

    system can be significantly affected if such a large number of nurses intend to leave and have

    barriers to hire and train new graduates to deliver high standards of care. The study did not take

    into consideration the people expecting without plans to go. Almost 71.5% of nurses in this

    study who expressed their intentions to leave were single with no children (Ma, Lee, Yang &

    Chang, 2009). Probably the high percent is related to having less financial or family

    responsibilities and the facility to make decisions on their own will. A BSN is seen as critical for

    a career in professional nursing (Blais & Hayes, 20160. The hospital may be a challenge with

    accepting new hires with a lower level of education and raising the wages would increase the
    NURSING TURNOVER 5

    satisfaction level of the job, which was a clear indicator in the study. Therefore, organizations

    should take action to improve their employees’ job satisfaction to prevent staff turnover (Ma,

    Lee, Yang & Chang, 2009). The hospital setting has a challenge in its hand. It can only make

    amends by giving the workforce of nurses a suitable and comfortable rewarded environment to

    exercise their profession, which is caring for their patients.

    In conclusion, the impact of nursing turnover has many consequences that affect not only

    the nurses but also the organization, the outcomes of patient care and satisfaction. A key element

    in retention is having job satisfaction, growth for educational and professional advancement, the

    right environment of working conditions, appropriate resources and support to provide

    meaningful patient care.


    NURSING TURNOVER 6

    References

    Blais, K.K., & Hayes, J.S. (2016). Professional Nursing Practice: Concepts and Perspectives

    (Seventh Edition ed.). Hoboken, New Jersey: Julie Levin Alexander. Retrieved from

    https://purdueuniversityglobal.vitalsource.com/#/books/9781323290798/cfi/6/2!/4/20/30/

    2@0:0

    Dawson, A. J., Stasa, H., Roche, M. A., Homer, C. S., & Duffield, C. (2014). Nursing churn and

    turnover in Australian hospitals: nurses perceptions and suggestions for supportive

    strategies. BMC Nursing, 13(1), 1–20. Retrieved from https://eds-a-ebscohost-

    com.libauth.purdueglobal.edu/eds/detail/detail?vid=9&sid=f7fe5283-defc-4141-a57a-

    f67c0b0a854d%40sessionmgr4008&bdata=JnNpdGU9ZWRzLWxpdmU

    %3d#AN=103932945&db=rzh

    Ma, J.-C., Lee, P.-H., Yang, Y.-C., & Chang, W.-Y. (2009). Predicting Factors Related to Nurses’

    Intention to Leave, Job Satisfaction, And Perception of Quality of Care In Acute Care Hospitals.

    NURSING ECONOMIC$, 27(3), 1–9. Retrieved from http://eds-a-ebscohost-

    com.libauth.purdueglobal.edu/eds/pdfviewer/pdfviewer?vid=17&sid=f7fe5283-defc-4141-a57a-

    f67c0b0a854d%40sessionmgr4008

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