A Staffing Model for the Recruitment and Retention of Hospital-Based RNs: Report From a Pilot Study

2.50
Hdl Handle:
http://hdl.handle.net/10755/150782
Type:
Presentation
Title:
A Staffing Model for the Recruitment and Retention of Hospital-Based RNs: Report From a Pilot Study
Abstract:
A Staffing Model for the Recruitment and Retention of Hospital-Based RNs: Report From a Pilot Study
Conference Sponsor:Sigma Theta Tau International
Conference Year:2004
Conference Date:July 22-24, 2004
Author:Sugrue, Noreen M., N/A
P.I. Institution Name:University of Illinois at Urbana-Champaign
Title:Senior Research Associate
OBJECTIVE: The purpose of this project is to test an alternative staffing model designed to enhance the recruitment and retention of hospital based RNs. DESIGN: A case control study of RNs in community based hospitals. The matching occurred at the organizational level. POPULATION, SAMPLE, YEARS: This was a 3 year project focusing on hospital based RNs only. Nurses at the case hospitals were either enrolled in the new staffing model or they were not. Nurses at each case hospital were compared to each other and case and control hospitals were compared to each other. INTERVENTION: The alternative staffing model was the intervention; this intervention involved placing floor nurses on salary, having them work 9 months but being on contract and paid over 12 months. Did this staffing model impact the recruitment and retention of staff RNs within the hospital setting? METHODS: Data were collected through focus groups, surveys, and hospital based employment and cost data. FINDINGS: Nurses enrolled in the alternative staffing model found were more positive about nursing, less likely to leave their job, more likely to encourage others to become a nurse, and overall more positive about nursing and their place of place of employment than were nurses not enrolled in the alternative staffing model. CONCLUSIONS: Addressing the shortage of RNs requires an array of staffing and education models, this is one possibility among many that must be studied and then implemented. IMPLICATIONS: Nursing labor issues are complex and require that administrators and policy makers move beyond traditional labor economics to understand the issues and implement solutions that will work.
Repository Posting Date:
26-Oct-2011
Date of Publication:
22-Jul-2004
Sponsors:
Sigma Theta Tau International

Full metadata record

DC FieldValue Language
dc.typePresentationen_GB
dc.titleA Staffing Model for the Recruitment and Retention of Hospital-Based RNs: Report From a Pilot Studyen_GB
dc.identifier.urihttp://hdl.handle.net/10755/150782-
dc.description.abstract<table><tr><td colspan="2" class="item-title">A Staffing Model for the Recruitment and Retention of Hospital-Based RNs: Report From a Pilot Study</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">2004</td></tr><tr class="item-conference-date"><td class="label">Conference Date:</td><td class="value">July 22-24, 2004</td></tr><tr class="item-author"><td class="label">Author:</td><td class="value">Sugrue, Noreen M., N/A</td></tr><tr class="item-institute"><td class="label">P.I. Institution Name:</td><td class="value">University of Illinois at Urbana-Champaign</td></tr><tr class="item-author-title"><td class="label">Title:</td><td class="value">Senior Research Associate</td></tr><tr class="item-email"><td class="label">Email:</td><td class="value">nsugrue@uiuc.edu</td></tr><tr><td colspan="2" class="item-abstract">OBJECTIVE: The purpose of this project is to test an alternative staffing model designed to enhance the recruitment and retention of hospital based RNs. DESIGN: A case control study of RNs in community based hospitals. The matching occurred at the organizational level. POPULATION, SAMPLE, YEARS: This was a 3 year project focusing on hospital based RNs only. Nurses at the case hospitals were either enrolled in the new staffing model or they were not. Nurses at each case hospital were compared to each other and case and control hospitals were compared to each other. INTERVENTION: The alternative staffing model was the intervention; this intervention involved placing floor nurses on salary, having them work 9 months but being on contract and paid over 12 months. Did this staffing model impact the recruitment and retention of staff RNs within the hospital setting? METHODS: Data were collected through focus groups, surveys, and hospital based employment and cost data. FINDINGS: Nurses enrolled in the alternative staffing model found were more positive about nursing, less likely to leave their job, more likely to encourage others to become a nurse, and overall more positive about nursing and their place of place of employment than were nurses not enrolled in the alternative staffing model. CONCLUSIONS: Addressing the shortage of RNs requires an array of staffing and education models, this is one possibility among many that must be studied and then implemented. IMPLICATIONS: Nursing labor issues are complex and require that administrators and policy makers move beyond traditional labor economics to understand the issues and implement solutions that will work.</td></tr></table>en_GB
dc.date.available2011-10-26T10:42:44Z-
dc.date.issued2004-07-22en_GB
dc.date.accessioned2011-10-26T10:42:44Z-
dc.description.sponsorshipSigma Theta Tau Internationalen_GB
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