This study tests the competing arguments that organizational turnover rates are positively associated with organizational inefficiency or, alternatively, that turnover rates are positively related to organizational inefficiency only in those organizations experiencing very high or very low rates of turnover. The findings strongly support the former argument: in a national sample of 407 hospital...

This study tests the competing arguments that organizational turnover rates are positively associated with organizational inefficiency or, alternatively, that turnover rates are positively related to organizational inefficiency only in those organizations experiencing very high or very low rates of turnover. The findings strongly support the former argument: in a national sample of 407 hospital...

This study's purpose was to contribute to the development of a theory of turnover by understanding how CNAs employed in long-term care facilities conceptualize the factors that cause them to leave their jobs. Using grounded dimensional analysis, the authors conducted in-depth interviews with CNAs currently and formerly employed by three nursing homes. The CNAs' perception that they are unapprec...

The present investigation studied the lab-to-field generalizability of Fishbein's attitude-behavior model and examined the relative efficacy of the Fishbein model and traditional job attitude measures as predictors of absenteeism and turnover. Predictor data were collected from 108 nursing home employees immediately preceding the two-month time period of interest. Criterion data were obtained a...

OBJECTIVE Five NICUs that participate in the Vermont Oxford Network Quality Improvement Collaborative have implemented several potentially better practices in an attempt to decrease nurse turnover by 50%. These potentially better practices focus on orientation, rewards and recognition, healthy work environment, nurse-physician collaboration, and nursing autonomy. METHODS Each unit implemented...

quality and safety of patient care remarkably depend on the competency of healthcare providers. as predominant caregivers, nurses crucially influence the quality of patient care (1). on the other hand, as major educational organizations, nursing schools must offer competent expertise to the students in order to warrant high-quality patient care. in this regard, finding efficient methods to grad...

OBJECTIVE To evaluate intervening factors in patient safety, focusing on hospital nursing staff. METHOD The study is descriptive, with qualitative approach, excerpt from a larger study with analytical nature. It was undertaken in a public hospital in Fortaleza, CE, Brazil, between January and June 2013, with semi-structured interviews to 70 nurses, using Thematic Content Analysis. RESULTS T...

Evidence of acute nursing shortages in urban hospitals has been surfacing since 2000. Further, new graduate nurses account for more than 50% of total nurse turnover in some hospitals and between 35% and 60% of new graduates change workplace during the first year. Critical to organizational success, first line nurse managers must have the knowledge and skills to ensure the accurate projection of...

High nursing turnover and a shortage of nurses in acute hospital settings in Sweden challenge health care systems to deliver and ensure safe care. Advanced nursing roles implemented in other countries have offered nurses new career opportunities and had positive effects on patient safety, effectiveness of care, and patient satisfaction. The advanced nursing position of Nurse Practitioner has ex...

New graduates are the largest source of registered nurses available for recruitment, and graduates are expected to transition quickly into professional practice. Stress of this transition can lead to high turnover within the first year. The design and goals of a graduate nurse residency program to increase competence, leadership, and job satisfaction, and ultimately decrease turnover are reported.