Predictors of Home Healthcare Nurse Retention
College Of Nursing and Health Sciences, Graduate School of Policy Studies, University of Massachusetts Boston, Boston, MA 02125-3393, USA. Journal of Nursing Scholarship
(Impact Factor: 1.64).
02/2008; 40(2):151-60. DOI: 10.1111/j.1547-5069.2008.00220.x
To examine the level of job satisfaction and test a theoretical model of the direct and indirect effects of job satisfaction, and individual nurse and agency characteristics, on intent to stay and retention for home healthcare nurses.
A descriptive correlation study of home healthcare nurses in six New England states.
Home healthcare nurse job satisfaction self-report data was collected with the HHNJS survey questionnaire & Retention Survey Questionnaire.
Based on a structural equation model, job tenure and job satisfaction were the strongest predictors of nurse retention.
Understanding the variables associated with home healthcare nurse retention can help agencies retain nurses in a time of severe nurse shortages and increased patient demand.
Predicted nursing shortages and increasing demand have made the retention of experienced, qualified nursing staff essential to assure access to high-quality home healthcare services in the future.
Available from: Mateja Lorber
- "Research in nursing about workplace satisfaction has mostly focused on the relationship between workplace satisfaction and organisational outcomes (Lynn & Redman, 2005) or factors of the work environment (Leung, et al., 2007; Li & Lambert, 2008). Although studies have shown different levels of nurses' workplace satisfaction, the factors of satisfaction are usually fairly similar and include working conditions, interpersonal relationships, salary, job security, responsibility, and work hours (Lu, et al., 2005; Zangaro & Soeken, 2007; Daehlen, 2008; Ellenbecker, et al., 2008). In addition, Cooper (2001) noted that different characteristics of the working environment are significantly associated with employee health and stress. "
Available from: Anke J E de Veer
- "the number of studies on nurse retention in home care is limited (Ellenbecker et al., 2008), this research enhances our understanding of important work characteristics that help keep nursing staff in their profession. Finally, the current findings provide further insight into the consequences of nursing staff´s work engagement and thereby support the idea that work engagement is an important concept in nursing. "
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ABSTRACT: The need for home care is rising in many Western European countries, due to the ageing population and governmental policies to substitute institutional care with home care. At the same time, a general shortage of qualified home-care staff exists or is expected in many countries. It is important to retain existing nursing staff in the healthcare sector to ensure a stable home-care workforce for the future. However, to date there has been little research about the job factors in home care that affect whether staff are considering leaving the healthcare sector.
Available from: Margaret E Saari
- "Age has been identified in previous research (Ellenbecker et al., 2008; Tourangeau and Cranley, 2006) as influencing nurse Table 4 Descriptive statistics for model variables Adjusted R 2 = .252: overall F-statistic for model = 9.406: P < .0001. "
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ABSTRACT: Given the role nurse faculty have in educating nurses, little is known about what influences their intention to remain employed (ITR) in academic settings.
Findings from a nurse faculty survey administered to test a conceptual model of factors hypothesized as influencing nurse faculty ITR are reported.
A cross-sectional survey design was employed.
We included colleges and universities in Ontario, Canada.
The population of Ontario nurse faculty who reported being employed as nurse faculty with the College of Nurses of Ontario (Canada) was included. Of the 1328 nurse faculty who were surveyed, 650 participated.
Participants completed a questionnaire with measures of work, work environment, job satisfaction, burnout and ITR. Regression analyses were conducted to test the model.
Ten of 26 independent variables explained 25.4% of variance in nurse faculty ITR for five years. These variables included: proximity to retirement, quality of relationships with colleagues, being employed full time, having dependents, satisfaction with work-life balance, quality of education, satisfaction with job status, access to financial support for education from organization, access to required human resources and being unionized.
Although not all influencing factors are modifiable, academic leadership should develop strategies that encourage nurse faculty ITR. Strategies that support collegial relationships among faculty, increase the number of full time positions, promote work-life balance, engage faculty in assessing and strengthening education quality, support faculty choice between full-time and part-time work, and ensure adequate human resources required to teach effectively will lead to heightened nurse faculty ITR.
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