2.50
Hdl Handle:
http://hdl.handle.net/10755/150377
Type:
Presentation
Title:
Nursing Retention Strategies
Abstract:
Nursing Retention Strategies
Conference Sponsor:Sigma Theta Tau International
Conference Year:2001
Conference Date:November 10 - 14, 2001
Author:Mahoney, Janet, PhD
P.I. Institution Name:Monmouth University
Title:Assistant Professor, Director MSN Program
Nursing retention is a concern for all nursing administrators. The environment is changing dramatically. Once again, the professional is experiencing a nursing shortage unlike any of the others we have experienced in the past. Contributing factors associated with the shortage range from limited recruitment efforts in grammar and high schools, to an aging population within the profession, as well as, an aging population in general, coupled with a health care system in constant flux. No one can deny that this is a time of great challenge and opportunity. Objective: Keep nurses happy in their place of employment for as long as possible. The literature shows that there are numerous ways to promote job satisfaction and improve retention. Like a moving target at times, job satisfaction is unique to the individual. Nurse administrators need to be aware of the ways in which they can promote job satisfaction on a regular basis to a diverse group of individuals. Strategies: Nurse administrators need to assess their nursing staff for ways to promote job satisfaction. Find out what is important for nurses by talking to them. The nursing literature provides numerous examples for increasing job satisfaction. Among the most important include: autonomy, power, praise, the work itself, actualization, achievement, recognition, responsibility, diversity, opportunity, and advancement. Other factors related to job satisfaction include the company policies and administration, supervision, salary, interpersonal relations with supervisors, work perks (tuition rebuirsement, continuing education allowances, certification and degree increases, professional ladder increments) celebrations, diversifying time schedules to 4, 6, 8, 10 and 12 hrs. shifts and improving working conditions. Offering personalized orientations, gym/health spa facilities, get together events after work, childcare services, and parking space are additional areas for increasing job satisfaction. Conclusion: Nursing Administrators need to be creative in offering a wide variety of ways to promote job satisfaction. No one way is right for everyone. Providing various strategies at different times may be the answer to keeping nurses happy for as long as possible.
Repository Posting Date:
26-Oct-2011
Date of Publication:
10-Nov-2001
Sponsors:
Sigma Theta Tau International

Full metadata record

DC FieldValue Language
dc.typePresentationen_GB
dc.titleNursing Retention Strategiesen_GB
dc.identifier.urihttp://hdl.handle.net/10755/150377-
dc.description.abstract<table><tr><td colspan="2" class="item-title">Nursing Retention Strategies</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">2001</td></tr><tr class="item-conference-date"><td class="label">Conference Date:</td><td class="value">November 10 - 14, 2001</td></tr><tr class="item-author"><td class="label">Author:</td><td class="value">Mahoney, Janet, PhD</td></tr><tr class="item-institute"><td class="label">P.I. Institution Name:</td><td class="value">Monmouth University</td></tr><tr class="item-author-title"><td class="label">Title:</td><td class="value">Assistant Professor, Director MSN Program</td></tr><tr class="item-email"><td class="label">Email:</td><td class="value">jmahoney@monmouth.edu</td></tr><tr><td colspan="2" class="item-abstract">Nursing retention is a concern for all nursing administrators. The environment is changing dramatically. Once again, the professional is experiencing a nursing shortage unlike any of the others we have experienced in the past. Contributing factors associated with the shortage range from limited recruitment efforts in grammar and high schools, to an aging population within the profession, as well as, an aging population in general, coupled with a health care system in constant flux. No one can deny that this is a time of great challenge and opportunity. Objective: Keep nurses happy in their place of employment for as long as possible. The literature shows that there are numerous ways to promote job satisfaction and improve retention. Like a moving target at times, job satisfaction is unique to the individual. Nurse administrators need to be aware of the ways in which they can promote job satisfaction on a regular basis to a diverse group of individuals. Strategies: Nurse administrators need to assess their nursing staff for ways to promote job satisfaction. Find out what is important for nurses by talking to them. The nursing literature provides numerous examples for increasing job satisfaction. Among the most important include: autonomy, power, praise, the work itself, actualization, achievement, recognition, responsibility, diversity, opportunity, and advancement. Other factors related to job satisfaction include the company policies and administration, supervision, salary, interpersonal relations with supervisors, work perks (tuition rebuirsement, continuing education allowances, certification and degree increases, professional ladder increments) celebrations, diversifying time schedules to 4, 6, 8, 10 and 12 hrs. shifts and improving working conditions. Offering personalized orientations, gym/health spa facilities, get together events after work, childcare services, and parking space are additional areas for increasing job satisfaction. Conclusion: Nursing Administrators need to be creative in offering a wide variety of ways to promote job satisfaction. No one way is right for everyone. Providing various strategies at different times may be the answer to keeping nurses happy for as long as possible.</td></tr></table>en_GB
dc.date.available2011-10-26T10:23:01Z-
dc.date.issued2001-11-10en_GB
dc.date.accessioned2011-10-26T10:23:01Z-
dc.description.sponsorshipSigma Theta Tau Internationalen_GB
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