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The Pros And Cons Of Nurse Turnover

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Turnover: Costs, Causes, and Management Strategies Turnover is defined as the loss of an employee because of transfer, termination, or resignation. The turnover rate is derived by divid¬ing the total number of nurses who left a work unit m 1 year by the total number of nurses employed on that unit. Transfer is the movement of an employee whose performance is satisfactory from one area to another within the same institution or corporation. Termination is the discharge of an employee who is performing at a less-than-satisfactory level or is not a good match for the organization. Resignation/voluntary turnover is the failure to retain an employee who is performing at or above satisfactory level. Although all turnovers have an associated cost to…show more content…
According to Hunt (2009), the literature indicates that the total/real costs associated with nurse turnover have been evaluated using various approaches, such as direct and indirect, visible and invisible, and pre-hire and post-hire (In Huber, 2014, p. 360). According to Hunt (2009) and Jones (2007), the most common factors used in determining nurse turnover costs include the following: advertising and recruitment, vacancy costs, hiring, orientation and training, decreased productivity, termination, potential patient errors/decreased quality of care, poor work environment and culture, loss of organizational knowledge, increased accident and absenteeism rates, and increased nurse and medical staff turnover (In Huber, 2014, p. 360). High staff turnover has been found to be related to (i) low payment; (ii) Lack of recognition and low professional status; (iii) job dissatisfaction and inadequate opportunity for professional development; (iv) excessive stress, low morale and promotion prospects, the need for high standards of education, the difficulties posed by family responsibilities and lack of proper leadership; (v) working long shifts, overtime, as well as weekends, nights and holidays, scheduling and staffing level; and (vi) moral incongruence as nurses are expected to implement actions which they might…show more content…
Other key findings in the study were the importance of the manager role in the establishment of the milieu that fosters nurse engagement, ongoing professional development, positive collegial working relationships, and adequate resources that ensure highly skill nurses remain engaged in their work (Huber, 2014, p. 362). According to Weberg (2010), transformational leadership has been shown in the literature positively impact burnout, exhaustion, increased wellbeing, and job satisfaction in the healthcare
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