Turnover rate among registered nurses in Jordanian hospitals: An exploratory study (original) (raw)
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Factors Affecting Nurses' Turnover in Alhassa Governmental Hospitals
OJN, 2021
Nurse turnover can negatively impact delivering patient care in the health facilities which will affect the patient's health and reduce the quality of care. The MOH faces a serious challenge or high nursing staff turnover and the intention to leave the workforce. Aim: To explore one of the significant human recourse problems in the MOH and affecting the healthcare system, which is, factors affecting nurses' turnover in governmental hospitals using Alhassa governmental hospitals as a case study. Method: A quantitative research method used to explore the factors affecting nurses' turnover in the governmental hospitals in Alhassa. Result: According to the study finding, management style was a factor more likely to indicate nurses' turnover. It defines the impact of management style and works environment on nurses' and clients' systems. Individual factors were the second influence on their turnover. The balance between nurses' work and their family need was the first issue that had affected their work. Organization factors are also an influence on the nurses' turnover in Alhassa region. Conclusion: Nurses' turnover is a significant issue in a human resource in MOH. This study first applied in Alhassa region that highlighted the factors that affect nurses' turnover. Nurses' turnover is a continuous problem that occurs in the health facilities related to management method causes, personal causes or organizational causes. Management style was the most influences on nurses' turnover in this study changing or modifying management style that can intent nurses to continue their work in the hospital in Alhassa region.
Nurse turnover in the Kingdom of Saudi Arabia: An integrative review
Journal of nursing management, 2018
To appraise and synthesise existing literature on nurse turnover in the Saudi Arabian context. Saudi Arabia is notably one of the nations with a health care system that is bombarded by high rates of turnover and turnover intention. Moreover, rapid population growth and the expansion of the health care system increase the demand on registered nurses in the kingdom. Eleven primary sources were reviewed using Whittemore and Knafl's (Journal of Advanced Nursing, 2005; 52, 546-553) integrative review method. There is variation in the reported turnover rates across the studies. The identified determinants of nurse turnover in the Saudi Arabian context included nurses' demographics, satisfaction, leadership and management, and job-related factors. There is a need for more studies that focus on the cost and outcome of nurse turnover and turnover intention in the Saudi Arabian context. The review highlights the alarming rates of nurse turnover and its determinants in Saudi Arabia. Nu...
Factors Influencing Turnover Among Saudi Nurses : A Literature Review
This paper examines factors that may cause turnover among Saudi Female Nurses in Saudi Arabia and its effects based on the overall reviews. Findings of this review found that there are many factors which can cause turnover among Saudi female Nurses, such as poor administration, job dissatisfaction, work overload, poor fringe benefits, lack of respect, lack of professional growth, low salary, living with spouse, educational level, public image, family disagreement, cultural values, long working hours, mingling with men, the dilemma/fear/worry of not getting married Lack of gender segregation , unwillingness of young people to marry a nurse, harassment during night shift and old traditions. This paper also revealed that the most common and contributing factors that influence Saudi’s female nurses were the nature of their work that requires mingling with men and the negative public perception, which will jeopardize their reputation and marriage. Based on the findings and the effects of turnover strategies to reduce Saudi’s female turnover are presented. Keywords: Nurses, turnover, factors, effects, strategies , Health Sector in Saudi Arabia .
Turnover of registered nurses in Israel: Characteristics and predictors
Health Policy, 2012
Background: In an era of global and local nursing shortages, nursing turnover has negative consequences in terms of diminished quality of care, increased costs and economic losses and decreased job satisfaction. Objective: To examine the turnover rate of registered nurses in Israel by assessing the varying degree of turnover between economic sectors, between hospital and community facilities, and/or between types of hospitals; and by examining potential predicting factors of turnover among registered nurses. Methods: A national phone survey was undertaken in Israel consisting of a random sampling of registered nurses of working age (up to age 60). The subjects comprised 10% of a national database of 32,000 registered nurses. Results: The turnover rate among working nurses in Israel currently stands at 23%. In addition, 13% of employed nurses have taken a temporary leave of absence for a period greater than 6 months in the past 10 years, most up to 1 year. While job satisfaction rates were relatively high (72%), Professional satisfaction rates were 60% with no significant difference between hospital and community nurses. The turnover rate of registered nurses from a hospital setting to the community was significantly higher (p < .01) than that of community registered nurses to hospitals. Predicting factors of turnover were found to be: young age, part-time work, lack of advanced professional education, academic education and low satisfaction with the nursing profession. Conclusions: The shift of nursing workforce is mainly from hospitals to community health settings. There is a need to monitor and understand the characteristics of job and professional satisfaction among hospital nurses in order to implement crucial organizational interventions and retain hospital nursing staffs. Since young nurses, nurses working part time and nurses with no advanced professional and academic education, tend to move more than others, efforts should be targeted at these specific groups.
Annals of Saudi medicine
Nurse turnover is a critical challenge for healthcare organizations as it results in a decreasing nurse/patient ratio and increasing costs. Identify factors influencing the termination of Filipino nurses in Ministry of Health (MOH) hospitals and record nurse recommendations to improve retention. Cross-sectional. Data was gathered from a convenience sample of Filipino nurses with previous experience in MOH hospitals in Saudi Arabia who attended recruitment interviews at the Saudi employment office in Manila. The sample included 124 nurses. Major turnover factors included low salary (18.3%), low nurse/patient ratio (15%), end of contract (14.5%), discrimination (13.5%), and bad accommodations (9%). Suggested areas of improvement included financial motivations (34%), administration support (25%), quality of life (25%), and work environment (16%). Managing nurse turnover can be implemented on the organizational as well as at MOH levels. The recommendations given by the participants prov...
Journal of Management and Sustainability, 2015
Background: Turnover intention has the possibility to have destructive effects on the life of nurses, healthcare organizations and societies in general. It is considered as one of the major problems that many organizations face, because higher costs and losses could happen because of turnover intention. All over the world, nurses shortage in increase. Organizational factors such as leadership, advancement opportunities, and pay level are among the most connected to the nurses turnover intention. Purpose: The purpose of the study is to explore the relationship between organizational factors (leadership, advancement opportunities, and pay level) and turnover intention. Design: Six hundred nurses working at public hospitals in Jordan, selected randomly, using survey method. Findings: This study revealed that there is a significant relationship between leadership and pay level on turnover intention of nurses and insignificant relationship between advancement opportunities and turnover intention among nurses. Conclusions: This study showed that organizational factors (leadership quality, pay level, and career advancement) are related to turnover intention. As such this study contributes to shedding a light on the activities of human resource management such as work conditions, stress management, and development of anti-turnover policies. This study therefore contributes to turnover intention literature in the context of the Middle East, particularly the healthcare industry is largely dependent on its nurses in enhancing healthcare services for individuals and in developing the industry.
BMC Nursing, 2018
Background: Nurse turnover has a negative impact on the ability to meet patient needs and provide a high quality of care, which may create more stress on other staff due to increased workloads. This can lead to critical changes in the behavior of nurses towards their jobs resulting in low work satisfaction, low productivity, and leaving the organization. Thus, this study aimed to assess the quality of nursing work life (QNWL), to explore the nurses' turnover intention and to examine the correlation between QNWL and nurses' turnover intention. Methods: A cross-sectional survey was conducted on nurses with at least 1 year of nursing experience at two hospitals selected randomly from Riyadh, Saudi Arabia: King Fahad Medical City and King Faisal Specialized Hospitals. Data were collected using a self-administered questionnaire comprising four sections (Brooks' survey of QNWL, Anticipated Turnover Scale (ATS), open-ended questions and demographic characteristics). Results: A sample of 364 nurses was recruited. Results proposed that the participants were dissatisfied with their work life (54.7%), with almost 94% indicating a turnover intention from their current hospital. Moreover, 154 (93.3%) out of 165 nurses who reported satisfaction with QNWL indicated the intention to turnover. The correlation between QNWL and ATS for binary variables was too week (r = − 0.024) and statistically not significant (p = 0.206). Conclusion: The QNWL and nurse turnover are challenging issues for healthcare organizations because of its consequences and impact on patient care. Our study provided critical findings low indication satisfaction of nurses with their QNWL and a high turnover intention. The results of this study could be used as a nexus for the development of regulations and practical strategies to enhance QNWL and to decrease the turnover.
Turnover Propensity among Nurses in Pakistan: Overview and Management
Iris Publishers LLC, 2019
Human resource management is an important stake of health care systems. Today, the increase in the burden of diseases has increased the demands of health care professionals in particular Nurses who are the key assets to these agencies. Unfortunately, there is a huge difference between the numbers of nurses between developed and developing countries. Various databases were used to identify this gap, rationales behind its existence and recommendations to improve it.
Open Journal of Psychiatry
Background: Nurses leaving the profession are of concern to the government. This turnover can take the form of leakage and waste of both human and financial resources for governments that spend money on training nurses. Little is known about the intention to stay or determinants of job satisfaction among nurses in the Makkah region of Saudi Arabia. Aims: The study explores the determinants of intention to stay, job satisfaction, organizational commitment and self-efficacy among nurses. Methods: A cross-sectional study was designed, with a total of 175 nurses in the period between March 2017-July 2017. Results: No statistically significant differences were identified in intention to stay, job satisfaction, organizational commitment and self-efficacy between the psychiatric and the general nurses. A significant correlation was found between nationality, education and income, and intention to stay, job satisfaction, organization commitment and self-efficacy (p < 0.05). Conclusions: The study added various determinants of nurse turnover to the existing body of knowledge, relating to the factors concerning intention to stay, job satisfaction, organizational commitment and self-efficacy amongst general and psychiatric nurses.
Nurses Turnover: Retention of the Staff
An extended literature review has been conducted about nurses' turnover, and how to retain the staff by applying appropriate Human Resources theory in the healthcare organisation, to retain nurses and eliminate turnover. This is through exploring the Human Resource Management issue related to nurses' high turnover and the reason which is behind to leave their hospitals in Kuwait. Also, the study will critically examine the working nature and the issue behind nurses' turnover. In addition, motivational theories will be used in this paper and will apply some strategies that can be used to avert the causes of the problem, to ensure that nurses are retained within their organisations. Aim: To enhance employee loyalty to their organisations and effectively retain nurses' staff in X organisation, with a particular reference to Human Resources Management. Methodology: Various literature, journals, articles, reports and books were reviewed to achieve the aim of this paper, specific consideration was given to the leadership. A relevant Human Resources Theory was applied with leadership support to retain nurses in the organisation and to reduce nurses' turnover. Findings: Leaders are important to develop a considerable retention strategy within the organisation, by increasing the nurse's loyalty and satisfaction through different techniques such as policy and guidelines, motivating through allowances and leave, further changing the system. Recommendations: To provide extensive training to the leaders to enhance their skills in managing the organisation and staff. To overcome the issues that interfere with nurses' satisfaction and solve the issues to retain the nurses.