2.50
Hdl Handle:
http://hdl.handle.net/10755/152979
Type:
Presentation
Title:
New nurses within the department reduce the turnover rate of project
Abstract:
New nurses within the department reduce the turnover rate of project
Conference Sponsor:Sigma Theta Tau International
Conference Year:2011
Author:Chen, Yi-chun, RN
P.I. Institution Name:Chi Mei Medical Center
Title:Associated Head Nurse
[22nd International Nursing Research Congress - Research Presentation] Purpose: The project of new nurses within the department of the reasons for departure, and retention measures for intervention, thereby reducing the turnover rate. Motivation from the manpower shortage caused high turnover rate, resulting in increased training costs, but also against the team morale and affects job performance.
Methods: By leaving the application form, experience reports, new staff, the establishment of separation interview guide, mining telephone interview method, inductive reason for leaving: 1. New nurses are not familiar with the clinical operations; 2. Stress adaptation skills poor; 3. Lack of communication skills; 4 . counseling system is imperfect. Therefore, development of retention strategies include the provision of clinical practice guidelines, communication and response manual, organizing support groups, adjusting the guidance system, etc. Results: The results showed that department during the year 2008, new nurses leaving rate from 33% to 14%.
Conclusion: Expectations of nursing human resources management as a reference.
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.titleNew nurses within the department reduce the turnover rate of projecten_GB
dc.identifier.urihttp://hdl.handle.net/10755/152979-
dc.description.abstract<table><tr><td colspan="2" class="item-title">New nurses within the department reduce the turnover rate of project</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">2011</td></tr><tr class="item-author"><td class="label">Author:</td><td class="value">Chen, Yi-chun, RN</td></tr><tr class="item-institute"><td class="label">P.I. Institution Name:</td><td class="value">Chi Mei Medical Center</td></tr><tr class="item-author-title"><td class="label">Title:</td><td class="value">Associated Head Nurse</td></tr><tr class="item-email"><td class="label">Email:</td><td class="value">yichun670307@gmail.com</td></tr><tr><td colspan="2" class="item-abstract">[22nd International Nursing Research Congress - Research Presentation] Purpose:&nbsp;The project of new nurses within the department of the reasons for departure, and retention measures for intervention, thereby reducing the turnover rate. Motivation from the manpower shortage caused high turnover rate, resulting in increased training costs, but also against the team morale and affects job performance. <br/>Methods:&nbsp;By leaving the application form, experience reports, new staff, the establishment of separation interview guide, mining telephone interview method, inductive reason for leaving: 1. New nurses are not familiar with the clinical operations; 2. Stress adaptation skills poor; 3. Lack of communication skills; 4 . counseling system is imperfect. Therefore, development of retention strategies include the provision of clinical practice guidelines, communication and response manual, organizing support groups, adjusting the guidance system, etc. Results:&nbsp;The results showed that department during the year 2008, new nurses leaving rate from 33% to 14%. <br/>Conclusion:&nbsp;Expectations of nursing human resources management as a reference.</td></tr></table>en_GB
dc.date.available2011-10-26T11:57:33Z-
dc.date.issued2011-10-17en_GB
dc.date.accessioned2011-10-26T11:57:33Z-
dc.description.sponsorshipSigma Theta Tau Internationalen_GB
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