A Study of Factors that Influence Or are Predictive of Registered Nurse Retention in Rural Hospitals in the Upper Peninsula of Michigan PDF Download
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Author: Peggy M. Schram
Publisher:
ISBN:
Category : Labor turnover
Languages : en
Pages : 312
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Author: Peggy M. Schram
Publisher:
ISBN:
Category : Labor turnover
Languages : en
Pages : 312
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Author: Randy J. Anderson
Publisher:
ISBN:
Category :
Languages : en
Pages : 260
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Author: Kristy Gogolen
Publisher:
ISBN:
Category : Employees
Languages : en
Pages : 49
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"Rural critical access hospitals (CAHs) experience difficulty related to recruitment and retention of qualified registered nursing professionals. Recruitment and retention is a multifaceted process with significant function and financial implications for rural healthcare settings. The purpose of this research is to answer the following question: What are the characteristics of nurses who work in Critical Access Hospitals? This study examined the relationship between personal and professional characteristics of rural CAH registered nurses and the decision to seek and maintain employment in rural population settings. Identified personal, social, and lifestyle characteristics may then be utilized to assist in the development of methodologies for CAHs to improve nurse recruitment and retention. A non-experimental, descriptive, correlational, cross-sectional, quantitative method of research by means of electronic survey data collection revealed the personal and professional characteristics of registered nurses who seek and maintain employment in CAH settings. Research findings indicate that recruitment and retention of rural nursing providers is greatly integrated with individual nurse background and lifestyle preferences including close proximately to family and where grew up, quality of school system, variety of churches and religious organizations, access to cultural and recreational activities, volunteer opportunities, experience as a nursing student, recruitment, availability of spousal employment, and cost of living. Other factors that played a role in the decision to pursue employment in rural nursing included the climate and topography/landscape of the rural area as well as elected involvement in nursing practice committees/councils that influence organizational nursing practice, and available leadership opportunities." -- From page iv.
Author: Carolyn A. Ballinger
Publisher:
ISBN:
Category : Home nursing
Languages : en
Pages : 112
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This descriptive pilot study examined the factors that influence recruitment and retention of the Registered Nurse in the home health field. The sample included 40 female nurses; 25 RNs and 15 LPNs currently employed by a southwest Ohio home health agency. The subjects were randomly selected from an employee pool of 100 RNs and 200 LPNs. Each subject completed both a demographic survey and the Nurses Work Satisfaction Index (Stamps & Piedmonte, 1986). The demographic survey data were assessed through comparative analysis, while the Nurses Work Satisfaction Index raw data were scored quantitatively, and subjected to standard descriptive statistical analysis. The following factors were found to impact recruitment and retention of home health RNs: pay, autonomy level, professional status, interaction with co-workers, task requirements, and organizational policies (in descending order of importance). This finding remains consistent across marital status, age, and area of practice (administrative or client based). The percent of an RN's career spent at the agency was also found to play a potential role in nurse retention, with overall RN job satisfaction falling significantly once the 30% level had been reached. These results were RN specific, and could not be generalized to include the LPN sample.
Author: Rachael M. Drake
Publisher:
ISBN:
Category : Nurses
Languages : en
Pages : 110
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Book Description
This research project embarked upon an investigation related to the retention of nurses at a small hospital in the Southeastern United States. The research question that guided this study asked, what were the factors affecting nurse satisfaction at this health care facility? Many variables were explored as answers sought through surveys and documented reviews emerged. From a sample of 65 (n=65) respondents to a survey it was discovered that salary, vacation, opportunities to work straight days, compensation for working weekends, weekends off, nursing peers, physician the nurse works with, opportunities to interact professionally with other disciplines, recognition of work from peers, amount of encouragement, and positive feedback and the amount of responsibility undertaken were the most prevalent factors affecting nurse satisfaction at this small hospital in Southeastern United States. Findings were consistent with previous research conducted on the subject. The following pages of this document outline a comprehensive descriptive explanatory report of the research process and conclusions drawn.
Author: Karen H. Weisman
Publisher:
ISBN:
Category : Nurses
Languages : en
Pages : 260
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Author: Dianne Walden Claussen
Publisher:
ISBN:
Category :
Languages : en
Pages : 104
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Author: Jay Kevin Rockwell
Publisher:
ISBN:
Category : Nurses
Languages : en
Pages : 166
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Author: Jean M. Snyder
Publisher:
ISBN:
Category : Job satisfaction
Languages : en
Pages : 92
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Author: Donna P. Thomas
Publisher:
ISBN:
Category : Nursing
Languages : en
Pages : 144
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