Qualitative Research Article Critical Appraisal

There are many major challenges facing the nursing shortage environment today. One of those challenges includes the facility recruitment of registered nurses and then the facility retention of the registered nurses that they have recruited. Factors to consider would be as to why a registered nurse chose to accept a particular job and will they choose to stay at the facility after being given an employment opportunity. A facility’s reputation, union status, autonomy and salary are among some of the factors that influence recruitment. Factors that influence retention includes the inclusion in decision making, practice

MacKusick, C. (2010). Why Are Nurses Leaving? Findings From an Initial Qualitative Study on Nursing Attrition. MEDSURG Nursing, 19(6), 335-340.

The cost to train new nurses becomes so enormous for hospitals it would be much smarter to figure out why new nurses are leaving and provide tools to assist new nurses with their transition. Looking at reasons NGRN leave their new chosen profession seems simple enough find out what it is that decreases job satisfaction and fix it. One study looked at burnout in new nurses and possible causes, they looked at workplace environment, workplace incivility and empowerment.(Spence Laschinger et al., 2009) They found

As a recent graduate from the Health Care Administration and Planning (HCAP) program at Tennessee State University my desire for Health Care Administration has grown tremendously. My passion has always been Long Term Care, from observing family members being admitted into a facility with high abuse rates, sitting with the elderly at a young age, to completing an internship at National Healthcare Corporation (NHC) during the summer of 2016 under the Regional Director, Mr. Tim Shelly. I have always had a love for the aging population and wanted to work in an environment that believed in producing the best quality of care for the aging population.

Nursing turnover data suggests an estimated 17% of nurses entering first year of employment leave within that year and one in three nurses leaves within 2 years (Robert Wood Johnson Foundation, 2014). Staffing shortages paired with a profession that has high turnover rates can be financial costly for HCO. Costs related to RN turnover can cost large acute HCO as much as $6.4 million a year (Robert Wood Johnson Foundation, 2014) or per nurse cost estimates range from $37,000-$58,000 according to the 2016 National Healthcare Retention & RN Staffing Report (Nursing Solutions, Inc, 2016). This research paper suggests root causes and factors to nurse turnover and evidence-based solutions to increase nurse retention. Healthcare organization rely and require engaged and skilled workforce to provide effective patient care and

“High rates of staff turnover in nursing homes is not a recent phenomenon. As far back as the mid-1970s studies have documented average turnover rates for registered nurses (RNs), licensed vocational nurses (LVNs) and certified nurse’s aides (CNAs) ranging between 55% and 75%” (Mor,V., Mukamel, D.B., & Spector,W. D. 2009, 1). Long term care facilities (LTC) have staffing issues related to the high turnover of licensed staff. The effect can have a heavy financial burden and also affect the care given to residents. Many ask the question why is it hard to attract and keep nurses at a long term facility. The International

The phenomenon of the ageing population is bringing pressure worldwide to the healthcare system as people live longer and experience greater comorbidities for longer. This ageing population has a strong effect on the aged care sector of health and nursing as there is greater demand for services and stricter limitations to budgeting and time allocated to administering the care required. This trend is causing additional strain on the staffing retention and skills mixes available to the workers in aged care and it is crucial that management be aware of the factors influencing their staffs’ satisfaction and morale if there is to be any improvement in the numbers of workers staying in aged care. Nurses are in the unique position and are crucial to clinical governance and care in this setting and are a key aspect to delivering great care; nurses are a resource to be greater valued.

Retention in the nursing profession is a concern that needs to be understood and corrected. Multiple areas of the healthcare system are affected by nursing retention, and these areas need to be considered when addressing the concern. Cost of nursing retention is high for organizations because of resources used to maintain and hire for the open positions. Quality patient care should always be at the forefront of reasons that nursing retention needs attention and improvement. Not all cost of retention are associated with monetary value, patient outcomes need the utmost consideration in dealing with nursing retention. There is a lot more than just one contributing factor in retention, it might be impossible

As the expectancy of life increases and aging of Baby Boomers, the need for health care grows, nevertheless, there is projection U.S to experience shortage of nurses. Therefore, it is imperative for organizations to identify the causes of nursing high turn-over rates and come up with critical methods to retain nurses within organizations. According to the American Association of Colleges of Nursing (AACN), by the year 2022, 3.24 million jobs will be created. Retaining existing nursing staff has become a challenging piece of healthcare as the demand for client care has progressively grow and prospective replacement nurses covers nearly 1% of the workforce (AACN, 2016). In this situation, good leadership skills by Nurse Managers is needed

The aging nursing workforce has become a worldwide crisis for many countries. The average age of an employed nurse in the United States was 47 years old. More than one-third of the nursing workforce is aged between 50 and 64 years old. While recruiting new graduates is essential to any healthcare systems retaining older nurses and extending out their retirement projections is essential to staff a hospital’s current needs. (Sherman,

Introduction In the article, “Facilitating Change Among Nursing Assistants in Long Term Care, Etheridge,Aubry and Couturier talk about the implementation of change in long term care organizations, a process by which new nurse assistants are informally integrated into LTCO’s in Quebec, Canada.Their goal was to identify factors inherent in nurse assistance practice in long term care organizations that can influence their involvement in changing initiatives. To collect their data,they went to different health care facilities and determined information on the workers. The health care investigators also took a set of health care workers and asked them a set of questions in order to analyze their data on changing LTCO’s Development For the study,

Nursing retention is a major issue within the healthcare organization and has been acknowledged internationally. With nurses comprising the largest healthcare professional group, hospital organizations depend on a viable nursing workforce to provide high quality care. According to World Health Organization statistics (2006), there is a shortage of 4.3 million healthcare workers including doctors, midwives, nurses and ancillary staff worldwide (Twigg & McCullough, 2014). This number is expected to increase by 20 percent in the next two decades with projected shortages of 285,000 nurses by 2020 and 500,000 nurses by 2025 (Spence Laschinger et al., 2009; Twigg & McCullough, 2014). As a result of the

The nursing situation at Renfrey Memorial Hospital is unsustainable and in dire need of correction on several levels and for several reasons. The primary problem facing this institution is the same problem faced by medical institutions throughout the nation and indeed much of the world: many nurses are nearing retirement age, and the nursing profession is no longer the draw for younger college students and potential applicants that it once was. Because of this general underlying problem, Renfrey memorial hospital has been confronted with a series of practice and financial problems that only promise to grow worse as more nurses employed at the hospital age and retire. Increasing physical and emotional stress as the result of reduced numbers of nursing staff are increasing the motivation to leave Renfrey for many nurses, and in the past few years what has been described as an "exodus" has occurred in the hospital's nursing staff. This has required the hospital to obtain the services of nurses from a temporary nursing pool operated by a nearby agency, which of course leads to issues with the quality and the cost of nursing care.

The researcher believes that by conducting this study it could provide information on the determinants of nurses’ retention in the current hospital particularly on the job burnout, human resource practices and organizational commitments. This research study will be the significant attempt in promoting conducive working environment that will increase the retention of nurses’. The researcher also believes that by acknowledging the nurses’ requirements and the benefits of retaining them will assist the organization to maintain their competitive advantages in delivering the best healthcare services. The research findings will allow the researcher to provide a recommendation on how to retain the nurses’ based on the right issues and problems.

Low retention rates within the field of direct care in long-term facilities, is a prevalent issues. It not only affects the employees within those positions but it also affects the clients served, their families and the community (Stone, 2004). Therefore, the purpose of this research was to examine the thoughts and attitudes of those employed as Direct Care staff within the long-term care facility, Bancroft. More specifically, the research was conducted to (1) examine the direct and indirect costs of the high turnover rates, (2) assess why direct care works stay with Bancroft, and (3) determine the strategies that can be taken to increase retention rates. In order to conduct this study, the researcher had to conduct a thorough literature review