Factors Promoting Retention of Nurses in Three Private Hospitals of Lahore: A Cross Sectional Descriptive Survey

Introduction: Pakistan has a large number of professional nurses but a higher rate of turnover contributes towards the shortage of nurses which is intensified by nurses’ immigration, lack of recruitment of new nurses and retirement of senior nurses. Aim: The study aimed at examining the factors that increase retention of nurses. Research Method: The study is descriptive cross sectional with a sample of 150 nurses including both the genders, from 3 private hospitals located in Pakistan. A convenient sampling technique was used. The data collection was done through close ended questionnaires based on 20 questions. Data collection was done quantitatively and then data was entered in SPSS. Correlation and regression tests were performed. Findings: The analysis revealed that 91.3% nurses are loyal to their hospitals but, 8.7%nurses can switch the hospital for different reasons. It was also found that the idea of leaving the job based on the intention of moving to abroad and public sector was higher than the retirement and other causes. Resultantly, enhancements in nurses’ work environments have the ability to decrease nurses’ job burnout and turnover and increase patients’ satisfaction. Recommendations: Hospital leaders should implement effective strategies to encourage nurses to continue their job by motivation, strengthening management skills within the hospital and improving a positive work environment by promoting teamwork, continuous learning, trust, respect and flexible arrangements which can lead towards achieving better results.However, further studies quantitatively and qualitatively can explore more factors related to dissatisfaction of nurses. Health systems policy makers should lead by developing related strategies for the retention of nurses.

Nurse turnover research in China:A bibliometric analysis from 2000 to 2015

Objectives:The study was conducted to make a bibliometric analysis of published literature in order to assess the research status of nurse turnover in China.Methods:We obtained 239 papers from two major electronic databases,CNKI and Wanfang from 2000 to 2015(updated to 31st,December).Articles in languages other than Chinese were excluded.The keywords used were‘nurses’or‘nursing staff’and‘leave’or‘intend to leave’.Results:A total of 239 articles met the inclusion criteria,including 33 masters'dissertations and 206 journal articles.206 articles were published in twenty-five kinds of journals in China.Nursing journals had the biggest share,about(88%,181/206).82%(196/239)articles are quantitative research.239 articles come from 26 different provinces,cities or autonomous regions.The top ten regions which have the largest number of publications are Beijing,Shandong,Shanghai,Guangdong,Heilongjiang,Jiangsu,Hunan,Zhejiang,Hubei,Liaoning provinces.The coauthored articles account for 75%of all the publications.Only a small fraction of research works has obtained fundings.Conclusion:Further studies are greatly needed on the development of sound measures to tackle nurse turnover and shortage.The following improvements should be made,such as strengthening nursing researcher'consciousness and capability and increasing nursing fundings in China.

The benefits and caveats of international nurse migration

Worldwide,there is a dramatic shortage of nurses.An increase in the migration of nurses from their home countries to recipient countries is having a global effect on the healthcare system.This global phenomenon stems from historical,economical,social,and political factors.Migration has a significant impact on both the individual and national level.This article summarizes the factors that contribute to nurse migration form the perspective of the source and recipient countries.Additionally,the impacts and issues surrounding nurse migration were also analyzed.

Factors associated with the nurses’intent to stay in China,Japan,and Korea:an integrative review

Objective:Nurse’s dimission and attrition are globally considered as a public health issue.However,few studies have focused on the nurse shortage from the perspective of intent to stay,as previous studies have focused only on why they left.The purpose of this study was to conduct an integrative review of the factors connected with why nurses in China,Japan,and Korea stay in their current workplace.Methods:The review was done using three databases namely CNKI,Wanfang,and Web of science.The relevant studies published by Chinese,Japanese,and Koreans from 2010 were also included in this review.Literature screening and data extraction were performed by the two researchers,and the qualitative research methods were used for analysis.Results:A total of 17 studies were analyzed in this review and of these two were qualitative and 15 were quantitative.Three themes and six sub-themes emerged from the synthesization of the data of 17 studies,which will help us to find the factors for nurses’intent to stay.The three aspects such as professional characteristics,nurses’individual characteristics,and organizational factors are the main contributing factors of nurses’intent to stay.Conclusions:This integrated review has thrown some important factors about nurses’intent to stay.It is increasingly clear that when(1)nurses have a good professional status,(2)nurses could enjoy a good working relationship,(3)the workplace could meet the needs of personal development,and(4)nurses have good organizational support and excellent leaders,they are inclined to stay in their current jobs.Managers need to adopt targeted measures to improve nurses’intent to stay and to provide a practical reference for health care institutions and managers in different countries and areas to increase the retention rate of nurses and to alleviate the current situation of nurse shortage.

Nurses Turnover: Retention of the Staff

An extended literature review has been conducted about nurses’ turnover, and how to retain the staff by applying appropriate Human Resources theory in the healthcare organisation, to retain nurses and eliminate turnover. This is through exploring the Human Resource Management issue related to nurses’ high turnover and the reason which is behind to leave their hospitals in Kuwait. Also, the study will critically examine the working nature and the issue behind nurses’ turnover. In addition, motivational theories will be used in this paper and will apply some strategies that can be used to avert the causes of the problem, to ensure that nurses are retained within their organisations. Aim: To enhance employee loyalty to their organisations and effectively retain nurses’ staff in X organisation, with a particular reference to Human Resources Management. Methodology: Various literature, journals, articles, reports and books were reviewed to achieve the aim of this paper, specific consideration was given to the leadership. A relevant Human Resources Theory was applied with leadership support to retain nurses in the organisation and to reduce nurses’ turnover. Findings: Leaders are important to develop a considerable retention strategy within the organisation, by increasing the nurse’s loyalty and satisfaction through different techniques such as policy and guidelines, motivating through allowances and leave, further changing the system. Recommendations: To provide extensive training to the leaders to enhance their skills in managing the organisation and staff. To overcome the issues that interfere with nurses’ satisfaction and solve the issues to retain the nurses.