Nurse Turnover

With the prevalence of nursing shortages, more specialty units are now hiring new graduate nurses in positions that were once reserved for experienced nurses (Maiocco, G., 2003).

The national shortage of Registered Nurses (RNs) has helped generate formidable interest in the nursing profession among people entering the workforce and those pursuing a career change. According to a report issued by the U.S. Department of Health and Human Service in 2002, the national population is continuing to grow and age and medical services continue to advance, so the need for nurses will continue to increase. They report from 2000 to 2020 the predicted shortage of nurses is expected to grow to 29 percent, compared to a 6 percent shortage in 2000. With the projected supply, demand, and shortage of registered nurses and nursing salaries ever-increasing, the nursing profession can offer countless opportunities. But first one must

Novice nurse attrition rates continue to haunt the profession of nursing, with rates as high as 30% leaving within the first year, and as high as 57% by the second year (Chandler, 2012; Laschinger, Grau, Finegan, & Wilk, 2012). These new graduate nurses who leave the profession commonly report reaching a state of burnout (Suzuki, Tagaya, Ota, Nagasawa, Matsuura, & Sato, 2010). Furthermore, with an aging nurse population, high attrition rates only compound the threat of an impending nursing shortage. While multiple studies identify and explore the independent stressors that may be contributing to the new graduate nurses’ intent to leave, little to no research exists that explains why, despite similar practice environments, some nurses engage

All in all, or in the light of the above, our findings support the long-held suspicion or assumption that nursing turnover is excessive to the foundation or institution. A positive and direct relationship between turnover rates and hospital proficiency and efficiency was recognized for both work force costs and non-staff working expenses in the United Doctors Hospital. Alternately, no backing was found for the proposition that a curvilinear relationship exists between turnover rates and organizational efficiency. This example of discoveries is steady with individual level investigations of turnover and their consequences for organizational expenses, proposing a level of contrast between organizationsl and individual level investigations of

Eras of high vacancy rates for RNs in hospitals have come and gone, but the current shortage is different. According to the 2002 estimation by the workforce commission of the American Hospital Association, nursing shortages has "reflected vital changes in general public demographics, vocation expectations, work attitudes and worker dissatisfaction." Undoubtedly, the current situation may well continue over several decades. In addition, a federal government analyst predicts that hospital-nursing vacancies will reach 29 percent by 2020, yet the number of nurses is presumed to grow by only 6 percent by 2020, while demands for nursing care is expected to grow by 40 percent. In translation, less nurses more nursing care needs for sick patients.

One of the significant health issues which can affect patients, organizations and nurses in determining some outcomes especially with the employment stability, the lack of materials needed, as well as financially is when there is a turnover of nurses. negativeOne of the major health issues that can negatively affect patients, nurses and organizations outcomes, even the financial in-stability and material shortage is nursing turnover. According to Hayes, (2008) nursing turnover is specifically defined as “the process whereby nursing staff leave or travel within the hospital environment”. Turnover can be either internal or external – according to the position of the turnover relative to the main hospital or organization-; internal turnover usually

The U.S. Bureau of Labor Statistics' Employment Projections 2010-2020 published in February 2012 indicated that registered nurses are the top occupation with respect to job growth through 2020 (Nursing shortage, 2012). These projections also indicated that the number of active nurses will increase from 2.74 million in 2010 to 3.45 million in 2020, representing a 26% increase of 712,000 nurses; however, these projections also highlight the fact that there will be another 500,000 replacements needed during this period, meaning that demand for registered nurses will continue to outpace supply through the year 2020 (Nursing shortage, 2012). The results of a series of surveys conducted by the American Hospital Association, the Association of American Medical Colleges, the Federation of American Hospitals, and the National Association of Public Hospitals and Health Systems show that more than half (60%) of all tertiary healthcare facilities in the United States have experiencing increasing registered nurse vacancy rates since 1999 (Velez & Strom, 2012).

They discuss how the trainees achieved a specific level of skill, knowledge, or performance. They point out that medication errors decreased and of those errors documented, “none of the new nurses were responsible” (Lee et al., 2009, p.1221). They go on to state that patient satisfaction scores increased as well. Customer satisfaction is an indicator that employee job performance has improved. The Authors show how change had occurred through the decrease of resignation by those nurses who were involved with the preceptorship program. This was a significant

The need for a continuing supply of new graduate nurses, and their retention in the workforce, is evident. However, while the national average of turnover for all nurses is 8.4%, the national average turnover rate for new graduates is 27.1%. CITE HARRISON Additionally, American nurse today reports new graduate turnover to be 30% within the first year of practice and as much as 57% in the second year, while other estimates of first year nursing turnover are as high as 60 to 75 percent CITE 1, CITE WELDING,

The growing of turnover rate among Saudi nurses threatens the quality of care provided to patients and the health care organizations productivity. The government spends their financial resources in equipping vacant positions by increasing nursing colleges and recruitment expatriate nurses as solutions for this issue. However, The Minister of Health does not pay attention to main cause of the turnover that is lack of qualified leaders and managers. Poor of the healthcare system management creates unhealthy work place environment where decreases their willingness and effectiveness. The lowering of nursing retention puts pressure on nurses who are on the position, which leads to work overload, burnout, decrease moral and finally more turnover.

Change is constant and occurring at a faster rate today due to increasing computer technology, medical, surgical, and pharmacological advances that will change the nursing role into a broader one requiring more responsibility, education, and accountability (Blais & Hayes, 2016). In my role at United Health Group, we see changes almost daily in order to keep up with the evolving health care industry. Many nurses are reluctant to change, especially as the result seems to be a “do more with less” environment creating more stress on already overworked and overstressed nurses. Nurses working in hospitals as well as non-traditional roles are consistently looking for a “way out” or a new position to decrease the stress from increased demands and rapid changes. When my husband was hospitalized a few years ago, his nurse sat with me and tearfully confided that she had been nursing for 18 months and wanted out. Bedside patient care was not what she had “signed up for” when she decided to make nursing a career. She described how she had not thought about the physical and mental strain on her body or the worry with being around infectious diseases that she could potentially infect her family with. This is just one nurse’s story. As the increased demand for nurses to achieve higher levels of education are met with resistance from nurses not yet ready for retirement and those coming into the field finding dissatisfaction with the profession, what will happen to the forecasted nursing shortage if these nurses leave the profession?

When analyzing the nurse manager’s style of leadership, in the current hiring process, it leads to reasons why the hiring process needs to change. Nurse turnover, like this current issue, is a global concern that can have a significant impact on the unit’s budget (Li & Jones, 2013). The national turnover rate is as high as 28% for RNs in their first year of employment (Li & Jones, 2013). This is an issue that needs address with many optimal interventions. Starting with screening candidates correctly, ensuring that our nurse preceptors, then charge nurses, and nurse managers are trained in a transformational type of way, then realizing what we can do to hire and retain better nurses. If the goal of every institution is positive patient satisfaction with optimal care, starting with the hiring process to bring in those who will achieve that goal is the first step.

The contemporary growing and deficiency of nurses is posed to an actual potential to the capacity of health care services, and offer quality and timely care. Shortage of nursing staff and turnover of professional nurses’ backs to the growing reduction in the amount of staff, patient beds vacant to provide services, increasing expenses, and concerns about the quality of care. A health care institute exceptionally trusts on nursing managers and leaders to converse this tendency. This article debates the causes for nurse shortage and turnover, different tactics to crack down this dispute, and viewpoint about this subject.

As many people in the United States are increasingly desperate for an employment opportunity, the nursing field or profession continues to have a huge need for staff. According to studies by employment services, the nursing profession is regularly ranked as one of the hot hiring sectors of the coming decade. Nonetheless, the supply of staff in this field seems not to catch up with the demand for nurses despite of the increased rate of unemployment. The need for more nurses in this field in the future originates from the aging baby boomer population and the increase in the number of aging nurses who are expected to retire. While the recent economic downturn has eased the nursing shortage momentarily, it's expected that the shortage of nurses will continue in the coming years.

One issue in nursing curriculum is nursing turnovers in the workplace. Nursing turnovers is a problem that is not currently a major part of nursing curriculum yet it affects a significant portion of nursing practice. “Nurse turnover is also a critical issue impacting hospital budgets worldwide and a significant proportion of turnover costs are attributed to temporary replacement, highlighting the importance of nurse retention” (Duffield, 2014, pg. 2703). Another underlying concern also remains because there is no clearly defined categories to collect data to predict nursing turnovers trajectory.