2.50
Hdl Handle:
http://hdl.handle.net/10755/211658
Type:
Research Study
Title:
EXPLORING FACTORS FOR NURSE TURNOVER in A LARGE WELFARE HOSPITAL: ECUADOR
Abstract:
Purpose: Nursing turnover has been identified as one of the most challenging concerns at the largest welfare hospital in Ecuador.  This descriptive study was to identify factors related to nursing turnover.  These factors can in turn lead the way to curb nursing turnover at the hospital and improve nursing care and patient outcomes. Background: Research has shown that patient care is compromised due to high turnover among nurses. These studies show increased nurse turnover may increase the nurse to patient ratio. This adds to the nurse workload which negatively affects patient health outcomes. The welfare hospital in Ecuador was seeking ways to decrease nursing turnover to enhance their patient outcomes. Retention of nurses is a challenge globally. The severity of the problem is influenced by many factors including the unstable economy, changing national health policies in the United States and abroad, as well as supply and demand of nurses.  The overall shortage of nurses globally is a considerable problem and the International Council of Nurses views the retention of nurses as a major factor in this shortage (ICN, 2010). There is a paucity of research in Latin America concerning nursing administration issues. Methods: A descriptive survey was conducted focusing on the factors associated with nursing turnover among the licensed staff nurses at the welfare hospital.  A survey was developed adapted from the “Nursing Work Index” scale (Aiken & Patrician, 2000).  After proper IRB approvals were obtained, the survey was distributed to all licensed nurses at the hospital.  Of 179 nurses, 88 surveys were collected. The areas represented are: emergency room areas, critical care units, medical-surgical units, burn unit, the operating room, post-op care, and emergency department. Results: There were nine factors affecting nurse satisfaction and turnover that were numerically measured.  These include (from highest to lowest):  not satisfied with pay, not sufficient nurses to provide excellent care, the public does not appreciate the value of nursing, there are not sufficient opportunities to advance in work, lack of supervisors collaborating and helping with the nurses, lack of autonomy to make clinical decisions, feeling valued as part of the health care team, inflexibility in schedule, and lack of teamwork between physicians and nurses. Implications: The results were shared with the nursing and hospital administration.  Some of the recommendations for the administration were to increase nurses pay according to merit and longevity and implement clinical ladders for nursing advancement.  A public media campaign to showcase the value of nursing, as well as implementing clinical protocols and guidelines to enhance autonomy and decision making of the nurses would be beneficial.  This information will help direct the administration in policy changes, benefits, and pay that will increase the likelihood for increased nurse retention among the nursing staff.  Improved quality and safety in patient care will be the ultimate benefit from increased nurse retention at this welfare hospital.
Keywords:
Nursing turnover; Nurse to patient ratio
Repository Posting Date:
20-Feb-2012
Date of Publication:
20-Feb-2012
Other Identifiers:
5674
Sponsors:
Western Institute of Nursing

Full metadata record

DC FieldValue Language
dc.typeResearch Studyen_GB
dc.titleEXPLORING FACTORS FOR NURSE TURNOVER in A LARGE WELFARE HOSPITAL: ECUADORen_GB
dc.identifier.urihttp://hdl.handle.net/10755/211658-
dc.description.abstractPurpose: Nursing turnover has been identified as one of the most challenging concerns at the largest welfare hospital in Ecuador.  This descriptive study was to identify factors related to nursing turnover.  These factors can in turn lead the way to curb nursing turnover at the hospital and improve nursing care and patient outcomes. Background: Research has shown that patient care is compromised due to high turnover among nurses. These studies show increased nurse turnover may increase the nurse to patient ratio. This adds to the nurse workload which negatively affects patient health outcomes. The welfare hospital in Ecuador was seeking ways to decrease nursing turnover to enhance their patient outcomes. Retention of nurses is a challenge globally. The severity of the problem is influenced by many factors including the unstable economy, changing national health policies in the United States and abroad, as well as supply and demand of nurses.  The overall shortage of nurses globally is a considerable problem and the International Council of Nurses views the retention of nurses as a major factor in this shortage (ICN, 2010). There is a paucity of research in Latin America concerning nursing administration issues. Methods: A descriptive survey was conducted focusing on the factors associated with nursing turnover among the licensed staff nurses at the welfare hospital.  A survey was developed adapted from the “Nursing Work Index” scale (Aiken & Patrician, 2000).  After proper IRB approvals were obtained, the survey was distributed to all licensed nurses at the hospital.  Of 179 nurses, 88 surveys were collected. The areas represented are: emergency room areas, critical care units, medical-surgical units, burn unit, the operating room, post-op care, and emergency department. Results: There were nine factors affecting nurse satisfaction and turnover that were numerically measured.  These include (from highest to lowest):  not satisfied with pay, not sufficient nurses to provide excellent care, the public does not appreciate the value of nursing, there are not sufficient opportunities to advance in work, lack of supervisors collaborating and helping with the nurses, lack of autonomy to make clinical decisions, feeling valued as part of the health care team, inflexibility in schedule, and lack of teamwork between physicians and nurses. Implications: The results were shared with the nursing and hospital administration.  Some of the recommendations for the administration were to increase nurses pay according to merit and longevity and implement clinical ladders for nursing advancement.  A public media campaign to showcase the value of nursing, as well as implementing clinical protocols and guidelines to enhance autonomy and decision making of the nurses would be beneficial.  This information will help direct the administration in policy changes, benefits, and pay that will increase the likelihood for increased nurse retention among the nursing staff.  Improved quality and safety in patient care will be the ultimate benefit from increased nurse retention at this welfare hospital.en_GB
dc.subjectNursing turnoveren_GB
dc.subjectNurse to patient ratioen_GB
dc.date.available2012-02-20T12:06:47Z-
dc.date.issued2012-02-20T12:06:47Z-
dc.date.accessioned2012-02-20T12:06:47Z-
dc.description.sponsorshipWestern Institute of Nursingen_GB
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