Essay on Nursing Turnover Costs, Causes, Solutions

Introduction: Nurse turnover is defined as â€Å"the number of nurses changing jobs within an organization or leaving an organization within a given year† (Baumann 2010). Retaining nurses is one of the most important issues in health care as its effects range from challenges in human resource planning, to high costs in financial and organizational productivity (Beecroft et al, 2008), to workgroup processes and morale, to patient safety and quality of care (i.e. patient satisfaction, length of patient stay, patient falls, and medication errors) (Bae et al, 2010). Nursing Solutions Inc (NSI) reported the national average turnover rate for hospitals increased from 13.5% in 2012 to 14.7% last year. Nurses working in Med/Surg had more turnover†¦show more content†¦On-the-job factors that result in a strong intention to leave the job include: role ambiguity, role conflict, workload (patient/nurse ratio), control of work, burnout, pay, work environment (supportive and cohesive co-workers ), structural empowerment (workplace that provides information, support, resources, and opportunities to learn and grow), specialty area, and ward choice. Off-the-job factors include: age, experience (years on the job), level of education, gender, children, personality characteristics (self-esteem, self-efficacy, locus of control, and emotional stability), work-family conflict (extent that work interferes with family), and community embeddedness (how ingrained they are in their community) (O’Brien-Pallas et al, 2010; Battistelli et al, 2013; Laschinger, 2012). The nursing profession will continue to experience a workforce shortage estimated at a vacancy between 300,000 - 500,000 RNs by 2025 (UHC/AACN, 2009). This shortage is mostly due to the large population of baby boomer nurses approaching retirement, currently the largest demographic of nurses are those between the ages of 50 and 60 (UHC/AACN, 2009), as well as the increasing rates of nurse turnover. Of specific concern on this front is that many new graduate nurses (NGNs) are not only leaving jobs within the first 1-2 years but may leave the profession altogether (Griffin, 2005). At a rate of 30% theShow MoreRelatedNurse Turnover And Nurse Retention1315 Words   |  6 PagesNurse Turnover and Nurse Retention Stephanie Williams NURS- 411.01 Issues and Leadership in Nursing Delaware State University The nursing shortage in healthcare has been a highlighted issue for many years. With the ever-growing health care system, hospitals and healthcare facilities often find themselves searching for ways to acquire new nurses and retain their very own. Throughout the years, the number one solution to this problem remains the same: decreasing nurse turnover, and increasingRead MoreAs The Expectancy Of Life Increases And Aging Of Baby Boomers,1109 Words   |  5 Pagesthere is projection U.S to experience shortage of nurses. Therefore, it is imperative for organizations to identify the causes of nursing high turn-over rates and come up with critical methods to retain nurses within organizations. According to the American Association of Colleges of Nursing (AACN), by the year 2022, 3.24 million jobs will be created. Retaining existing nursing staff has become a challenging piece of healthcare as the demand for client care has progressively grow and prospectiveRead MoreA Brief Note On The Global Nursing Shortage Essay1551 Words   |  7 Pagesresearch on the nursing experience carried out in some countries has indicated high levels of job dissatisfaction, burnout and intention to leave the profession. Many countries are facing nursing shortages, worsened by the fact that richer nations are luring nurses away from poorer ones, and that the nursing profession has lost popularity among younger women and men as a career option (Burke et al., 2012). The global nursing shortage is resulting in the need to find multiple solutions to providingRead MoreTeam Building Committee For The Ltc Staff To Help Build1547 Words   |  7 Pagesnothing to them. Certain employees will resume back to the negative feeling regarding their jobs. These solutions provide a positive working atmosphere for the nurses and boost morale. The staff nurses will feel appreciated and it will reflect in their care. Patients safety will increase and loss of patients will decrease. Negative impact equals no change in quality of patient care. New solutions to nurse retention is the use of humanoid robots to work alongside nurses, perform on command and willRead MoreNursing Shortage and Nursing Turnover1354 Words   |  6 PagesNursing Shortage and Nursing Turn Over Nursing shortage and turnover is an enormous issue affecting nurses in the delivery of patients’ care. Nursing shortages have been shown to cause unfavorable effects which include decreased job satisfaction, decreased access to care, and can lead to increased turn over. This paper is about nursing shortages and nursing turn overs, and how the author would expect nursing leaders and managers to approach this issue. The writer’s rational would be supported byRead MoreNursing Shortage And Nursing Turnover1719 Words   |  7 PagesNursing Shortage and Nursing Turnover Introduction Nursing shortage and turnover is an issue that has constantly and continually bedeviled the nursing leaders and managers. Without sufficient numbers in nursing, patient care and safety is considerably compromised, with lapses in service delivery, overworked and overwhelmed nurses more prone to making mistakes and across board dissatisfaction. Nursing shortage lads to nurse turnover because of the ones carrying our nursing duties areRead MoreShould Mandatory Overtime Be Treated?1324 Words   |  6 PagesProblem identification â€Å"Mandatory overtime in nursing is not comparable with mandatory overtime in other fields because the consequences of being overly fatigued for nurse may literally have life-and-death consequences† (Huston, C., 2014). Unfortunately, mandatory overtime appears to be practicing more frequently in nursing which becomes an ethical dilemma that is grasped by nurses as a violation of their human rights. Furthermore, nurses are also resentful that they bear the personal, professionalRead MoreIncreasing Confidence Level And Retention Rate Of New Nurses Essay1214 Words   |  5 Pages2022. This increase is attributed to retiring baby boomers, turnovers, healthcare reform, and the increasing aging population (Kiel, 2012; USBLS, 2013). Control over the retirement of baby boomers is unrealistic, however, nursing turnover can be regulated. Background Staff satisfaction is empirical in retention of nurses in any healthcare setting. Although a slight turnover is necessary to maintain the diversity of ideas, too much of it causes instability that might affect patient and employee satisfactionRead MoreNursing Staff Is A Crucial Part Of The Healthcare Organizations1431 Words   |  6 PagesNursing staff is a crucial part of the healthcare organizations such as hospitals and LTC facilities. Organizations want to scale back on the number of nurses but because their role is such an important part of patient care, scaling back goes without a cost to the quality of care that patients receive. In addition, this creates an avenue for low retention rates for nurses and can affect the recruitment status as well. An organization that hires low rate of nursing staff will have a difficultRead MoreA Private Home Health Care Agency3512 Words   |  15 Pagesattempting to handle its increasing costs and suffering performance rates stemming from the issue of high turnover rates with their nursing staff. Several strategies will be presented that the agency uses in approaching their turnover rate issue, beginning with an understanding and exploration that answers the fundamental question, â€Å"Why are their nurses leaving within the year from date of hiring?† It is the hope from the understanding to this question that several solutions which will be presented in