2.50
Hdl Handle:
http://hdl.handle.net/10755/156667
Type:
Presentation
Title:
Do We Really Understand Why Nurses Leave?
Abstract:
Do We Really Understand Why Nurses Leave?
Conference Sponsor:Sigma Theta Tau International
Conference Year:2004
Conference Date:July 22-24, 2004
Author:Duffield, Christine, RN, BScN, MHP, PhD, FACHSE
P.I. Institution Name:University of Technology
Title:Professor& Director, Centre for Health Services Management
Co-Authors:Linda L. O'Brien-Pallas, RN, PhD
Objective: Much has been written about reasons for leaving nursing but little about differences in perception in understanding what are the best/most effective strategies for retention. The purpose of this research was to compare the responses of senior administrators who were asked what they believed were important factors in retention and nurses employed in occupations outside of nursing who were asked why they left. Method: The tool consisted of 53 items derived from the literature which was given to both groups. Respondents used a four point Likert scale to indicate the importance of items in seven thematic groups including work aspects, structural aspects, professional effectiveness, team support, salary and prestige, employer care and legal concerns. Sample: A total of 432 hospitals ranging from 10 to 900 beds throughout Australia responded in the study. The second group of respondents comprised 154 nurses no longer employed in nursing. Using SPSS 10 Initially all data were examined to determine the distribution of the scores and descriptive statistics were completed. A principal component factor analysis with a varimax rotation was completed using data from nurses who had left the profession. The items reflecting the managers’ perspective of the importance of retaining registered nurses in the workforce were placed in the same factor structures as the previous study. Means and relative importance placed on each factor was compared. Finally a exploratory principal component factor analysis with a varimax rotation was completed on the managers’ perceptions of interventions important to retaining nurses in the workforce. Conclusion: Employers put more value on retention items for new graduates than did those who were employed in positions outside of nursing. In addition different factors were important. Implications: Providing appropriate incentives to retain staff is complex and must be considered from several perspectives.
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.titleDo We Really Understand Why Nurses Leave?en_GB
dc.identifier.urihttp://hdl.handle.net/10755/156667-
dc.description.abstract<table><tr><td colspan="2" class="item-title">Do We Really Understand Why Nurses Leave?</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">Duffield, Christine, RN, BScN, MHP, PhD, FACHSE</td></tr><tr class="item-institute"><td class="label">P.I. Institution Name:</td><td class="value">University of Technology</td></tr><tr class="item-author-title"><td class="label">Title:</td><td class="value">Professor&amp; Director, Centre for Health Services Management</td></tr><tr class="item-email"><td class="label">Email:</td><td class="value">Christine.Duffield@uts.edu.au</td></tr><tr class="item-co-authors"><td class="label">Co-Authors:</td><td class="value">Linda L. O'Brien-Pallas, RN, PhD</td></tr><tr><td colspan="2" class="item-abstract">Objective: Much has been written about reasons for leaving nursing but little about differences in perception in understanding what are the best/most effective strategies for retention. The purpose of this research was to compare the responses of senior administrators who were asked what they believed were important factors in retention and nurses employed in occupations outside of nursing who were asked why they left. Method: The tool consisted of 53 items derived from the literature which was given to both groups. Respondents used a four point Likert scale to indicate the importance of items in seven thematic groups including work aspects, structural aspects, professional effectiveness, team support, salary and prestige, employer care and legal concerns. Sample: A total of 432 hospitals ranging from 10 to 900 beds throughout Australia responded in the study. The second group of respondents comprised 154 nurses no longer employed in nursing. Using SPSS 10 Initially all data were examined to determine the distribution of the scores and descriptive statistics were completed. A principal component factor analysis with a varimax rotation was completed using data from nurses who had left the profession. The items reflecting the managers&rsquo; perspective of the importance of retaining registered nurses in the workforce were placed in the same factor structures as the previous study. Means and relative importance placed on each factor was compared. Finally a exploratory principal component factor analysis with a varimax rotation was completed on the managers&rsquo; perceptions of interventions important to retaining nurses in the workforce. Conclusion: Employers put more value on retention items for new graduates than did those who were employed in positions outside of nursing. In addition different factors were important. Implications: Providing appropriate incentives to retain staff is complex and must be considered from several perspectives.</td></tr></table>en_GB
dc.date.available2011-10-26T15:00:30Z-
dc.date.issued2004-07-22en_GB
dc.date.accessioned2011-10-26T15:00:30Z-
dc.description.sponsorshipSigma Theta Tau Internationalen_GB
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