2.50
Hdl Handle:
http://hdl.handle.net/10755/165171
Category:
Abstract
Type:
Presentation
Title:
RETENTION STRATEGIES FOR ENDANGERED SPECIE: ONCOLOGY NURSES
Author(s):
Tsai, Lita; Kerfoot, Gail
Author Details:
Lita Tsai, RN, BSN, MA, House Supervisor, City of Hope Medical Center, Duarte, California, USA, email: danamichelle88@yahoo.com; Gail Kerfoot, RN, BSN
Abstract:
Research Study: The latest projections from the U.S. Bureau of Labor Statistics indicate that more than one million new and replacement nurses will be needed by 2012. The American Hospital Association's TrendWatch reported that 126,000 nurses were needed fill vacancies at our nation's hospitals. Today, 75% of all hospital vacancies are for nurses. The nursing shortage is expected to intensify as baby boomers age and the need for health care grows. With the aging population needs, the dwindling supply of oncology nurses is especially critical. The purpose of the study is to identify factors that may significantly influence the retention of oncology nurses and describe the nurses' perceptions of their performance in their workplace. Valuation quotient is the degree one feels valued and important. Valuation may come from intrinsic and extrinsic sources. Nurses who feel valued and experience job satisfaction bring about better patient outcomes and patient satisfaction. Organizations can examine the factors that may contribute to increasing the "valuation quotient" and develop them further. The study is an exploratory quantitative research design. A paper and pencil survey, "Survey on Retention Strategies for City of Hope Nurses", was adapted from the RWJ Foundation's study on Wisdom at Work. The survey included factors such as Work Fitness; Work Environment; Human Resource Practices; Collegial Support at the Workplace; and Education and Learning Opportunities. The study describes nurses' perceptions of factors that may influence their decision to continue their employment and self-reporting of their performance. Descriptive statistics and a multiple regression analysis were used to analyze the results. Findings will be valuable in development and implementation of policies and strategies relating to work environment, collegial support, human resource practices, and educational support. 178 nurses responded to the survey, 65% were over 40 years old. 33% have over 16 years of service at City of Hope. Retention factors identified included optimum work environment, employee supportive human resource practices, and good collegial support. Results will be used to develop a retention program specific to the needs of oncology nurses.
Repository Posting Date:
27-Oct-2011
Date of Publication:
27-Oct-2011
Conference Date:
2009
Conference Name:
34th Annual Oncology Nursing Society Congress
Conference Host:
Oncology Nursing Society
Conference Location:
San Antonio, Texas, USA
Note:
This is an abstract-only submission. If the author has submitted a full-text item based on this abstract, you may find it by browsing the Virginia Henderson Global Nursing e-Repository by author. If author contact information is available in this abstract, please feel free to contact him or her with your queries regarding this submission. Alternatively, please contact the conference host, journal, or publisher (according to the circumstance) for further details regarding this item. If a citation is listed in this record, the item has been published and is available via open-access avenues or a journal/database subscription. Contact your library for assistance in obtaining the as-published article.

Full metadata record

DC FieldValue Language
dc.type.categoryAbstracten_US
dc.typePresentationen_GB
dc.titleRETENTION STRATEGIES FOR ENDANGERED SPECIE: ONCOLOGY NURSESen_GB
dc.contributor.authorTsai, Litaen_US
dc.contributor.authorKerfoot, Gailen_US
dc.author.detailsLita Tsai, RN, BSN, MA, House Supervisor, City of Hope Medical Center, Duarte, California, USA, email: danamichelle88@yahoo.com; Gail Kerfoot, RN, BSNen_US
dc.identifier.urihttp://hdl.handle.net/10755/165171-
dc.description.abstractResearch Study: The latest projections from the U.S. Bureau of Labor Statistics indicate that more than one million new and replacement nurses will be needed by 2012. The American Hospital Association's TrendWatch reported that 126,000 nurses were needed fill vacancies at our nation's hospitals. Today, 75% of all hospital vacancies are for nurses. The nursing shortage is expected to intensify as baby boomers age and the need for health care grows. With the aging population needs, the dwindling supply of oncology nurses is especially critical. The purpose of the study is to identify factors that may significantly influence the retention of oncology nurses and describe the nurses' perceptions of their performance in their workplace. Valuation quotient is the degree one feels valued and important. Valuation may come from intrinsic and extrinsic sources. Nurses who feel valued and experience job satisfaction bring about better patient outcomes and patient satisfaction. Organizations can examine the factors that may contribute to increasing the "valuation quotient" and develop them further. The study is an exploratory quantitative research design. A paper and pencil survey, "Survey on Retention Strategies for City of Hope Nurses", was adapted from the RWJ Foundation's study on Wisdom at Work. The survey included factors such as Work Fitness; Work Environment; Human Resource Practices; Collegial Support at the Workplace; and Education and Learning Opportunities. The study describes nurses' perceptions of factors that may influence their decision to continue their employment and self-reporting of their performance. Descriptive statistics and a multiple regression analysis were used to analyze the results. Findings will be valuable in development and implementation of policies and strategies relating to work environment, collegial support, human resource practices, and educational support. 178 nurses responded to the survey, 65% were over 40 years old. 33% have over 16 years of service at City of Hope. Retention factors identified included optimum work environment, employee supportive human resource practices, and good collegial support. Results will be used to develop a retention program specific to the needs of oncology nurses.en_GB
dc.date.available2011-10-27T12:13:47Z-
dc.date.issued2011-10-27en_GB
dc.date.accessioned2011-10-27T12:13:47Z-
dc.conference.date2009en_US
dc.conference.name34th Annual Oncology Nursing Society Congressen_US
dc.conference.hostOncology Nursing Societyen_US
dc.conference.locationSan Antonio, Texas, USAen_US
dc.description.noteThis is an abstract-only submission. If the author has submitted a full-text item based on this abstract, you may find it by browsing the Virginia Henderson Global Nursing e-Repository by author. If author contact information is available in this abstract, please feel free to contact him or her with your queries regarding this submission. Alternatively, please contact the conference host, journal, or publisher (according to the circumstance) for further details regarding this item. If a citation is listed in this record, the item has been published and is available via open-access avenues or a journal/database subscription. Contact your library for assistance in obtaining the as-published article.-
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