Department, Institutional Affiliation
Background and the Significance
The nurse turnover is undergoing rapid growth as a human resource issue affecting the healthcare sector in the entire world. The rate of nurse intervention is considered to be higher with a range of 15 to 44 percent. The management of the nurse turnover is an important aspect in the successful delivery of healthcare services to the patients. However, the poor management of the high nurse turnover is affecting the quality of service delivery in healthcare institutions. The high nurse turnover is also having a considerable effect on the overall national healthcare system performance. Nurse turnover is leading to the disruption in the operations of service operations to different degrees ranging from the fairly disruptive to very disruptive (Dewanto & Wardhani, 2018).
Based on the adverse outcomes associated with nurse turnover, there is an opportunity to address the issues that leads to nurse turnover. The managers of healthcare facilities need to ensure that focus is put on the approaches and maximize solutions concerning the causes of nurse turnover. The approaches include the prevention of resignation as a result of the new job offers, ensure that there is an existence of conducive working conditions, make sure that the unmet expectations of the new nurses are addressed, and maximization of the selection process to help in understanding the perspective of the new nurse’s expectations (Halter et al., 2017).
Statement of the problem and the purpose of the study
Nurse turnover is a major healthcare concern that affects the quality of healthcare services. It leads to a low nurse-patient ratio as a result of few nurses caring for the patients. It leads to an increase in medication errors and preventable hospital-acquired infections. This is associated with work overload which makes it hard for the nurses to adhere to other safety measures like those aimed at preventing patient falls when they are overwhelmed with the responsibilities. The purpose of the paper is therefore to determine how the methods used in the nursing staff retention are impacting the retention of the new nurses (Kurnat-Thoma et al., 2017).
The study is guided by the research question that is based on the PICOT question that is looking at how the staff retention methods within the in-hospital nurses are implemented by the management to address the issue of retention as compared to no intervention. Therefore, the possible research question for this paper is: what are the effects of some of the nurse retention methods adopted on the reduction of nurse turnover in the in-hospital nurses’ facilities?
Research or Null Hypothesis
The study is based on the research hypothesis that staff retention methods help address the issue of nurse turnover. The null hypothesis is that nursing staff retention methods do not help address the issue of nurse turnover in healthcare facilities.
Identification and definition of the variables
The variables in this study are both dependent and independent. The dependent variable is the nurse turnover while the independent variable is the nurse retention methods being adopted and they include reduction of the overtime; elimination of the mandatory overtime; development of a shared governance program with the nurses for example having a sat on the work schedule, improvement in the workflow, and healthcare policy; and recruitment of more nursing staff and the acuity-based staffing tools.
Operationalization of the variables
The dependent variable is impacted by the independent variable. The process of addressing the nurse turnover is depending on the nurse retention approach that is adopted by the management of the healthcare facility. The success of handling the issue of nurse turnover depends on how the management is implementing the nurse retention approaches.
Dependent Variable Independent variables
· Reduction of the overtime
· Elimination of the mandatory overtime
· Development of a shared governance program
· Improvement in the workflow
· healthcare policy
· Recruitment of more nursing staff
Dewanto, A., & Wardhani, V. (2018). Nurse turnover and perceived causes and consequences: a preliminary study at private hospitals in Indonesia. BMC nursing, 17(2), 1-7 https://doi.org/10.1186/s12912-018-0317-8
Halter, M., Pelone, F., Boiko, O., Beighton, C., Harris, R., Gale, J., … & Drennan, V. (2017). Interventions to reduce adult nursing turnover: a systematic review of systematic reviews. The open nursing journal, 11, 108.
Kurnat-Thoma, E., Ganger, M., Peterson, K., & Channell, L. (2017). Reducing annual hospital and registered nurse staff turnover—A 10-element onboarding program intervention. SAGE Open Nursing, 3, 2377960817697712