Community Health Nursing: Critical Factors in Recruitment and Retention

2.50
Hdl Handle:
http://hdl.handle.net/10755/150258
Type:
Presentation
Title:
Community Health Nursing: Critical Factors in Recruitment and Retention
Abstract:
Community Health Nursing: Critical Factors in Recruitment and Retention
Conference Sponsor:Sigma Theta Tau International
Conference Year:2003
Author:Cameron, Sheila, RN, EdD
P.I. Institution Name:University of Windsor
Title:Dean of Graduate Studies and Research and Professor of Nursing
Co-Authors:Marjorie Armstrong-Stassen, PhD
Our purpose was to examine issues, created by the nursing shortage that many countries are now facing, from the perspective of employers involved in recruiting and retaining nurses in the Community Health Sector. This descriptive correlational study included a random sample of nurses working in community settings recruited through a mailed questionnaire. Measures of Organizational Factors, Job Related Factors(Working Conditions, Autonomy/Control, Job Challenge, Work Demands, Working Conditions, and Salary), as well as Job Satisfiers were included. Respondents included Community Nurses, working both full and part-time. The nurses worked in four sectors: public health (health promotion), direct home care and community care assessment services, as well as clinics–where many were employed as nurse practitioners. Preliminary findings indicate that nurses across sectors wanted greater opportunities to participate in decision-making and recognition for their contributions to their organizations. Salary was the greatest dissatisfier expressed by these community nurses.Regression analysis is ongoing to determine predictors of job satisfaction in nurses across the different sectors. If nurse managers are to be able to successfully recruit and retain their nursing employees in community settings it will be essential that they attend to the concerns expressed by nurses and work towards creating a work setting that will be attractive to new recruits and retain them in their employ.
Repository Posting Date:
26-Oct-2011
Date of Publication:
17-Oct-2011
Sponsors:
Sigma Theta Tau International

Full metadata record

DC FieldValue Language
dc.typePresentationen_GB
dc.titleCommunity Health Nursing: Critical Factors in Recruitment and Retentionen_GB
dc.identifier.urihttp://hdl.handle.net/10755/150258-
dc.description.abstract<table><tr><td colspan="2" class="item-title">Community Health Nursing: Critical Factors in Recruitment and Retention</td></tr><tr class="item-sponsor"><td class="label">Conference Sponsor:</td><td class="value">Sigma Theta Tau International</td></tr><tr class="item-year"><td class="label">Conference Year:</td><td class="value">2003</td></tr><tr class="item-author"><td class="label">Author:</td><td class="value">Cameron, Sheila, RN, EdD</td></tr><tr class="item-institute"><td class="label">P.I. Institution Name:</td><td class="value">University of Windsor</td></tr><tr class="item-author-title"><td class="label">Title:</td><td class="value">Dean of Graduate Studies and Research and Professor of Nursing</td></tr><tr class="item-email"><td class="label">Email:</td><td class="value">camero2@uwindsor.ca</td></tr><tr class="item-co-authors"><td class="label">Co-Authors:</td><td class="value">Marjorie Armstrong-Stassen, PhD</td></tr><tr><td colspan="2" class="item-abstract">Our purpose was to examine issues, created by the nursing shortage that many countries are now facing, from the perspective of employers involved in recruiting and retaining nurses in the Community Health Sector. This descriptive correlational study included a random sample of nurses working in community settings recruited through a mailed questionnaire. Measures of Organizational Factors, Job Related Factors(Working Conditions, Autonomy/Control, Job Challenge, Work Demands, Working Conditions, and Salary), as well as Job Satisfiers were included. Respondents included Community Nurses, working both full and part-time. The nurses worked in four sectors: public health (health promotion), direct home care and community care assessment services, as well as clinics&ndash;where many were employed as nurse practitioners. Preliminary findings indicate that nurses across sectors wanted greater opportunities to participate in decision-making and recognition for their contributions to their organizations. Salary was the greatest dissatisfier expressed by these community nurses.Regression analysis is ongoing to determine predictors of job satisfaction in nurses across the different sectors. If nurse managers are to be able to successfully recruit and retain their nursing employees in community settings it will be essential that they attend to the concerns expressed by nurses and work towards creating a work setting that will be attractive to new recruits and retain them in their employ.</td></tr></table>en_GB
dc.date.available2011-10-26T10:20:08Z-
dc.date.issued2011-10-17en_GB
dc.date.accessioned2011-10-26T10:20:08Z-
dc.description.sponsorshipSigma Theta Tau Internationalen_GB
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