Summary: Dedication or commitment shown by employees to organizations or institutions where they work.
Publications199 found, 100 shown here
- Predictors of nurses' intent to stay at work in a university health centerJacynthe Sourdif
McGill University Health Center, 687 Pine Avenue West, Room V2 20A, Montreal, Quebec, Canada H3A 1A1
Nurs Health Sci 6:59-68. 2004..Healthcare organizations could consider this with the objective of increasing nurses' intent to stay at work and, consequently, retention...
- Group cohesion and nurse satisfaction: examination of a team-building approachKaren DiMeglio
The Miriam Hospital, 164 Summit Avenue, Providence, RI 02906, USA
J Nurs Adm 35:110-20. 2005..The purpose of this study was to determine the impact of a team-building intervention on group cohesion, nurse satisfaction, and turnover rates...
- Strategies for improving employee retentionEdward G Verlander
Verlander, Evans and Associates, Oyster Bay, NY, USA
Clin Leadersh Manag Rev 21:E4. 2007..It is placed in the context of the modern clinical laboratory, which is faced with employing and managing Generation X knowledge workers. Specific topics and broad content areas of those conversations are outlined...
- Let's be professional about this: ideology and the psychological contracts of registered nursesWayne O'Donohue
School of Management, University of Tasmania, Hobart, Australia
J Nurs Manag 15:547-55. 2007..This study explores whether there is evidence of an ideological component in the psychological contracts of professional employees, as well as evidence of credible supporting commitments by their employer...
- Motivation and retention of health workers in developing countries: a systematic reviewMischa Willis-Shattuck
Centre for Global Health, Trinity College Dublin, Dublin 2, Ireland
BMC Health Serv Res 8:247. 2008..The authors undertook a systematic review to consolidate existing evidence on the impact of financial and non-financial incentives on motivation and retention...
- An exploration of issues of management and intention to stay: allied health professionals in South West Victoria, AustraliaKaren Stagnitti
Occupational Science and Therapy, Deakin University, Waterfront Campus, 1 Gheringhap Street, Geelong, VIC 3217, Australia
J Allied Health 35:226-32. 2006..Recommendations are given for organizational development and training for managers...
- Staffing remote rural areas in middle- and low-income countries: a literature review of attraction and retentionUta Lehmann
School of Public Health, University of the Western Cape, Bellville 7535, South Africa
BMC Health Serv Res 8:19. 2008..It is the aim of this review article to explore the links between attraction and retention factors and strategies, with a particular focus on the organisational diversity and location of decision-making...
- Retention of allied health professionals in rural New South Wales: a thematic analysis of focus group discussionsSheila Keane
University Centre for Rural Health, University of Sydney, PO Box 3074, Lismore, NSW, Australia
BMC Health Serv Res 12:175. 2012..This study aims to identify aspects of recruitment and retention of rural allied health professionals using qualitative methodology...
- A critical review of interventions to redress the inequitable distribution of healthcare professionals to rural and remote areasNathan W Wilson
Ukwanda Centre for Rural Health, Faculty of Health Sciences, Stellenbosch University, South Africa
Rural Remote Health 9:1060. 2009..This review provides a comprehensive overview of the most important studies addressing the recruitment and retention of doctors to rural and remote areas...
- The retention of health human resources in primary healthcare centers in Lebanon: a national surveyMohamad Alameddine
Faculty of Health Sciences, Department of Health Management and Policy, American University of Beirut, Riad El Solh, Beirut, Lebanon
BMC Health Serv Res 12:419. 2012..This study is a rare attempt to investigate PHC HHR work characteristics, level of burnout and likelihood to quit as well as the factors significantly associated with staff retention at PHC centers in Lebanon...
- Survey of the rural allied health workforce in New South Wales to inform recruitment and retentionSheila Keane
University Centre for Rural Health Northern Rivers, The University of Sydney, Lismore, New South Wales, Australia
Aust J Rural Health 19:38-44. 2011..To investigate the demographics, employment, education and factors affecting recruitment and retention of New South Wales (NSW) rural allied health professionals...
- Recruitment and retention of rural allied health professionals in developmental disability services in New South WalesLois A Denham
Department of Ageing Disability and Home Care, Queanbeyan, New South Wales, Australia
Aust J Rural Health 12:28-9. 2004
- Flexible employment and nurses' intention to leave the profession: The role of support at workIsik U Zeytinoglu
Human Resources and Management Area, DeGroote School of Business, McMaster University, 1280 Main St West, Hamilton, ON L8N 3Z5, Canada
Health Policy 99:149-57. 2011..Support at work refers to organizational, supervisor and peer support...
- Retention of allied health professionals in the south-west of VictoriaKaren Stagnitti
Department of Rural Health, Greater Green Triangle University, PO Box 423, Warrnambool, Victoria 3280, Australia
Aust J Rural Health 13:364-5. 2005
- The impact of psychological capital on job embeddedness and job performance among nurses: a structural equation approachTao Sun
School of Public Health, Harbin Medical University, Heilongjiang, China
J Adv Nurs 68:69-79. 2012..This paper also seeks to present the theoretical development of psychological capital and job embeddedness in nursing research and their application to nursing practices...
- Job embeddedness and nurse retentionO Ed Reitz
Advanced Midwest Nursing Placement, Hudson, Illinois 61265, USA
Nurs Adm Q 34:190-200. 2010..The purpose of this study was to determine what factors (JE, age, gender, locale, and income) help predict nurse retention...
- Staff satisfaction and retention and the role of the nursing unit managerChristine Duffield
Centre for Health Services Management, Faculty of Nursing, Midwifery and Health, University of Technology, Sydney, Australia
Collegian 16:11-7. 2009..It illustrates that there are no typical wards; each ward functions differently. The importance of nursing leadership at the ward level to job satisfaction, satisfaction with nursing and intention to leave, cannot be overstated...
- Intention to stay of nurses in current posts in difficult-to-staff areas of Yemen, Jordan, Lebanon and Qatar: a cross-sectional studyFadi El-Jardali
Department of Health Management and Policy, Faculty of Health Sciences, American University of Beirut, Beirut, Lebanon Electronic address
Int J Nurs Stud 50:1481-94. 2013..An understanding of attrition and of retention is important to inform policies on the nursing workforce...
- Perceptions of important retention and recruitment factors by therapists in northwestern OntarioP Solomon
McMaster University School of Rehabilitation Science, IAHS, Hamilton, ON, Canada
J Rural Health 17:278-85. 2001..The findings suggest that recruitment and retention strategies should be multifaceted to reflect the complexity of therapists' decision-making...
- Why did they leave and what can they tell us? Allied health professionals leaving rural settingsKevin O'Toole
International and Political Studies, Deakin University, PO Box 423, Warrnambool, VIC 3280, Australia
Aust Health Rev 34:66-72. 2010..The attempts by government to address some of the leading factors for retention of allied health professionals are perhaps too narrowly focussed on the public sector and could encompass a wider approach...
- The effects of nurses' job satisfaction on retention: an Australian perspectiveLeanne Cowin
Nursing Research Mental Health, South Western Sydney Area Health Service, Sydney, Australia
J Nurs Adm 32:283-91. 2002..The effectiveness of any strategy that aims to improve recruitment and retention in the nursing profession will depend in part upon understanding the factors and influences on nurses' job satisfaction...
- Nurse intention to remain employed: understanding and strengthening determinantsAnn E Tourangeau
Faculty of Nursing, University of Toronto, Toronto, Ontario, Canada
J Adv Nurs 55:497-509. 2006..This paper reports a study testing a hypothesized model of the determinants of nurse intention to remain employed in current hospitals of employment...
- Job embeddedness: a theoretical foundation for developing a comprehensive nurse retention planBrooks C Holtom
McDonough School of Business, Georgetown University, G 04 Old North, Washington, DC 20057, USA
J Nurs Adm 34:216-27. 2004....
- A critical review of rural medical workforce retention in AustraliaJ Humphreys
School of Rural Health, Monash University
Aust Health Rev 24:91-102. 2001..This article reports the results of this literature review, and advances a conceptual framework as the basis for ongoing research and evaluating how best to deliver effective retention interventions...
- Nurses' job satisfaction, organizational commitment, and career intentGail L Ingersoll
University of Rochester Medical Center, Rochester, NY, USA
J Nurs Adm 32:250-63. 2002..The objective of this survey was to define the characteristics of the nursing work force of a mixed urban/rural region of New York state and to determine the nurses' level of job satisfaction and commitment to the work setting...
- Relationships between professional commitment, job satisfaction, and work stress in public health nurses in TaiwanKuei Yun Lu
Department of Nursing, Fooyin University, Taiwan
J Prof Nurs 23:110-6. 2007..This study suggests that professional commitment is an important factor related to work stress and that health care institutions should be concerned with this issue...
- The role of social support networks for rural hospital nurses: supporting and sustaining the rural nursing work forceMaura MacPhee
The Children s Hospital of Denver and The University of Colorado Health Sciences Center, Denver, 80262, USA
J Nurs Adm 32:264-72. 2002..This survey study describes the workplace social support networks of rural hospital nurses in one geographic region of Colorado. This rural sample was compared with data from a sample of urban hospital nurses in Colorado...
- Long-term retention of graduates from a program to increase the supply of rural family physiciansHoward K Rabinowitz
Department of Family Medicine, Jefferson Medical College of Thomas Jefferson University, Suite 401, 1015 Walnut Street, Philadelphia, PA 19107, USA
Acad Med 80:728-32. 2005..To determine the long-term retention of rural family physicians graduating from the Physician Shortage Area Program (PSAP) of Jefferson Medical College...
- Using the theory of reasoned action to model retention in rural primary care physiciansThomas Hugh Feeley
Dept of Family Medicine, University at Buffalo, State University of New York, 462 Grider St, CC Building, Buffalo, NY 14215, USA
J Rural Health 19:245-51. 2003..Much research attention has focused on medical students', residents', and physicians' decisions to join a rural practice, but far fewer studies have examined retention of rural primary care physicians...
- Improving nurse retention in the National Health Service in England: the impact of job satisfaction on intentions to quitM A Shields
Department of Economics, Public Sector Economics Research Centre, University of Leicester, England, UK
J Health Econ 20:677-701. 2001..Better retention will, in turn, lead to reduced workload...
- A nursing shortage: building organizational commitment among nursesD K McNeese-Smith
Nursing Administration Graduate Program School of Nursing, University of California, Los Angeles, USA
J Healthc Manag 46:173-86; discussion 186-7. 2001..Application of these findings to healthcare administration is discussed, with strategies for building organizational commitment among nurses...
- The generation and gender shifts in medicine: an exploratory survey of internal medicine physiciansEmily Jovic
Department of Sociology, University of Western Ontario, London, Ontario, N6A 5C2, Canada
BMC Health Serv Res 6:55. 2006..We also ask: Do female and male Generation X physicians differ significantly in their work hours and work attitudes regarding patient care and life balance?..
- Effort-reward imbalance and depression in Japanese medical residentsYumi Sakata
Department of Occupational Mental Health, Graduate School of Medical Sciences, Kitasato University, Japan
J Occup Health 50:498-504. 2008..Effort-reward imbalance was independently related to depression among Japanese medical residents. The present study suggests that balancing between effort and reward at work is important for medical residents' mental health...
- Predictors of sustained organizational commitment among nurses with temporary job contractsPaivi Jalonen
Finnish Institute of Occupational Health, Helsinki, Finland
J Nurs Adm 36:268-76. 2006..To examine sociodemographic, work-related factors and psychological health as predictors of sustained organizational commitment among temporary hospital employees...
- Characterizing hospital workers' willingness to report to duty in an influenza pandemic through threat- and efficacy-based assessmentRan D Balicer
Department of Epidemiology, Faculty of Health Sciences, Ben Gurion University of the Negev, Beer Sheva, Israel
BMC Public Health 10:436. 2010....
- Job satisfaction of nursing home administrators and turnoverNicholas G Castle
University of Pittsburgh, Pittsburgh, Pennsylvania, USA
Med Care Res Rev 64:191-211. 2007..In general, the authors found a stronger association with job satisfaction and actual turnover than with intent to turnover...
- Technology, job satisfaction, and retention: rural mental health practitionersDeborah Meyer
Department of Geriatric Medicine Gerontology, Ohio University College of Osteopathic Medicine, Athens, Ohio 45701, USA
J Rural Health 22:158-63. 2006..Job satisfaction as it relates to retention of mental health professionals is a major problem in rural areas. Several authors have suggested that technology can positively influence job satisfaction and thus improve retention...
- Personal characteristics and experiences of long-term allied health professionals in rural and northern British ColumbiaCandice M Manahan
University of Northern British Columbia, Prince George, British Columbia, Canada
Rural Remote Health 9:1238. 2009..The primary objective of this project was to identify the personal characteristics and experiences of allied health professionals who have worked long term in northern British Columbia (BC), Canada...
- The impact of the work conditions of allied health professionals on satisfaction, commitment and psychological distressJohn Rodwell
Deakin Business School, Deakin University, Burwood, Victoria, Australia
Health Care Manage Rev 34:273-83. 2009..Allied health professionals are integral to the effective delivery of hospital-based health care, yet little is known about the working conditions associated with the attitudinal and health outcomes of these employees...
- A model for reducing health care employee turnoverPaul Nowak
Breech School of Business Administration, Drury University, Springfield, Missouri 65802, USA
J Hosp Mark Public Relations 20:14-25. 2010..The model identifies key factors that management can utilize to provide barriers to exit and retain professional employees in their health care units. Recommendations are provided that reward loyalty and build barriers to exit...
- Predictors of registered nurses' organizational commitment and intent to stayDeborah M Gregory
Clinical Epidemiology Unit, Faculty of Medicine, Memorial University of Newfoundland, St John s, Newfoundland and Labrador, Canada
Health Care Manage Rev 32:119-27. 2007..Health care reform has significantly altered employment relations. Research findings suggest that the presence or absence of supportive work environments helps explain the differences observed in employee attitudes and turnover intentions...
- Evaluating an innovative program to improve new nurse graduate socialization into the acute healthcare settingRobin P Newhouse
Johns Hopkins Hospital, Baltimore, MD 21287, USA
Nurs Adm Q 31:50-60. 2007..New nurse graduates experience a stressful role transition into healthcare organizations, with 30% leaving their first job within 1 year and 57% leaving by 2 years of employment...
- Organizational culture and work-related attitudes among staff in assisted livingElzbieta Sikorska-Simmons
Department of Sociology and Anthropology, University of Central Florida, Orlando 32816 1360, USA
J Gerontol Nurs 32:19-27. 2006..Those who want to improve staff attitudes should focus on creating organizational cultures that promote teamwork and high organizational morale...
- Creating a favorable practice environment for nursesHoward L Smith
Anderson Schools of Management, University of New Mexico, Albuquerque, NM 87131, USA
J Nurs Adm 35:525-32. 2005..Implications for raising nurses' job satisfaction, reducing turnover, and improving care delivery are discussed...
- How Fleet Bank fought employee flightHaig R Nalbantian
FleetBoston Financial, USA
Harv Bus Rev 82:116-22, 124-5, 142. 2004..By offering better internal opportunities for career development, the bank was able to stanch much of the hemorrhaging in personnel. Its solutions required only modest investments, which in the end saved the company millions of dollars...
- Clarification of the antecedents of hospital nurse organizational citizenship behavior -- an example from a Taiwan regional hospitalCheng I Chu
Department of Public Health, Tzu Chi University
J Nurs Res 13:313-24. 2005..Since the study used a non-Western site in one of Taiwan's health care institutions, its overall findings should contribute to further understanding of the cross-cultural aspects of OCB...
- Effects of internal marketing on nurse job satisfaction and organizational commitment: example of medical centers in Southern TaiwanChing Sheng Chang
Department of International Trade and Business Administration, Wenzao Ursuline College of Languages, Graduate School of Business Management, National Cheng Kung University
J Nurs Res 15:265-74. 2007....
- The meaning of work for nursing assistants who stay in long-term careJanet Secrest
UC Foundation Associate Professor, School of Nursing, University of Tennessee at Chattanooga, Chattanooga, TN 37343, USA
J Clin Nurs 14:90-7. 2005..The purpose of this study was to investigate the meaning of work for nursing assistants who stay in long-term care...
- Towards an integrated approach for the management of ageing nursesMelanie Lavoie-Tremblay
School of Nursing, McGill University, Quebec, Canada
J Nurs Manag 14:207-12. 2006..The objective of this study is to provide an overview of the ageing of the nursing workforce and to explore retention strategies centred on the entire professional life and on all age groups...
- Newly licensed RNs' characteristics, work attitudes, and intentions to workChristine T Kovner
New York University College of Nursing, New York City, NY, USA
Am J Nurs 107:58-70; quiz 70-1. 2007....
- 'Take me out coach'Connie R Curran
Nurs Econ 23:281, 318. 2005
- The relationship among work-family conflict and enhancement, organizational work-family culture, and work outcomes for older working womenJudith R Gordon
Organization Studies Department, Boston College, Chestnut Hill, MA 02467, USA
J Occup Health Psychol 12:350-64. 2007..Implications for theory and practice, limitations of this study, and directions for future research are also presented...
- Job stress, recognition, job performance and intention to stay at work among Jordanian hospital nursesRaeda Fawzi AbuAlRub
College of Nursing, Jordan University of Science and Technology, Irbid, Jordan
J Nurs Manag 16:227-36. 2008....
- Voluntary turnover among nurses working in Kuwaiti hospitalsMuhammad Alotaibi
Administration Department, Faculty of Allied Health Sciences, Kuwait University, Kuwait
J Nurs Manag 16:237-45. 2008..Voluntary turnover rates are high among staff nurses working in Kuwaiti hospitals. It is a major problem, costly and it is presumed to impact on the quality of nursing care delivered...
- Predictors of career commitment and job performance of Jordanian nursesMajd T Mrayyan
Faculty of Nursing, The Hashemite University, Zarqa, Jordan
J Nurs Manag 16:246-56. 2008..This research aimed at studying variables of nurses' career commitment and job performance, and assessing the relationship between the two concepts as well as their predictors...
- Mentoring health information professionals in the Department of Veterans AffairsSusan S Lloyd
Health Data Systems in the Veterans Health Administration in Washington, DC, USA
Perspect Health Inf Manag 5:4. 2008..The review did not demonstrate improvement in retention over a seven-year period. The combined evaluation gives mixed findings for mentorship as a retention tool and demonstrates the need for more research on the topic...
- Work attitudes of older RNsChristine T Kovner
College of Nursing, New York University, NY, USA
Policy Polit Nurs Pract 8:107-19. 2007..Strategic efforts by employers and government could be used to retain older workers, attract RNs working in nonnursing settings back into nursing, and recruit retired RNs into the nursing workforce...
- The significance of the working environment to nurses' job satisfaction and retentionMelanie Jasper
J Nurs Manag 15:245-7. 2007
- Explaining young registered Finnish nurses' intention to leave the profession: a questionnaire surveyM Flinkman
University of Turku, Finland
Int J Nurs Stud 45:727-39. 2008..According to previous research, young nurses in particular are the most eager to leave-there is, however, no research available as to why this is...
- A person-centered workplace: the foundation for person-centered caregiving in long-term careV Tellis-Nayak
My InnerView Management Intelligence for Healthcare, Wausau, WI, USA
J Am Med Dir Assoc 8:46-54. 2007..This study seeks to understand what role managers and the work setting they create play in a nursing facility that seeks to make a transition to person-centered care...
- Nurse work satisfaction and generational differencesBeka M Apostolidis
VNA Healthcare, Hartford, CT 06105, USA
J Nurs Adm 36:506-9. 2006
- Workplace empowerment, work engagement and organizational commitment of new graduate nursesJulia Cho
Ministry of Health and Long Term Care, Toronto, ON
Nurs Leadersh (Tor Ont) 19:43-60. 2006..Subsequently, emotional exhaustion had a direct negative effect on commitment. Implications of these findings for nursing administrators are discussed...
- Job satisfaction and its related factors: a questionnaire survey of hospital nurses in Mainland ChinaHong Lu
King s College London, Florence Nightingale School of Nursing and Midwifery, James Clerk Maxwell Building, 57 Waterloo Road, London SE1 8WA, England, UK
Int J Nurs Stud 44:574-88. 2007..Factors underpinning the increased mobility of the nursing workforce and their contribution to nurses' turnover thus merit attention. Understanding nurses' job satisfaction is important, as this is a key factor in nurses' turnover...
- Career commitment and job performance of Jordanian nursesMajd T Mrayyan
Faculty of Nursing, Hashemite University, Zarqa, Jordan
Nurs Forum 43:24-37. 2008..Career commitment and job performance are complex phenomena that have received little attention in nursing research...
- Nurturing your nurse managersTerese Hudson Thrall
Hosp Health Netw 80:71-2, 74, 2. 2006..Some people call it the hardest job in health care, and hospitals are pulling out all the stops to make sure they choose the best nurse managers and then help them thrive...
- Chief nursing officer retention and turnover: a crisis brewing? Results of a national surveyCheryl B Jones
University of North Carolina at Chapel Hill School of Nursing, Chapel Hill, North Carolina, USA
J Healthc Manag 53:89-105; discussion 105-6. 2008..The knowledge gained from this study can be used by healthcare leaders to develop strategies and policies aimed at recruiting and retaining CNOs and easing the transition for CNOs and others in the organization when CNO turnover does..
- Career needs, career development programmes, organizational commitment and turnover intention of nurses in TaiwanPao Long Chang
Department of Business Administration, Feng Chia University, Taichung, Taiwan
J Nurs Manag 15:801-10. 2007....
- Identifying elements of job satisfaction to improve retention rates in healthcareBecky Lamberth
Plaza Medical Center, Forth Worth, TX, USA
Radiol Manage 27:34-8. 2005..It also discusses the effects of demographic characteristics such as age and gender on job satisfaction...
- Recruiting and retaining employees: critical issues for organizational leadersMatthew J Lambert
Elmhurst Memorial Healthcare, Elmhurst, Ill, USA
Physician Exec 29:18-9. 2003
- Nursing workforce retention: challenging a bullying cultureStella Stevens
School of Public Health, Griffith University, Queensland, Australia
Health Aff (Millwood) 21:189-93. 2002..This paper explores issues surrounding intimidation in the nursing workforce and looks at how one major teaching hospital in Australia attempted to address the problem...
- Catastrophe and nursing turnover: nonlinear modelsCheryl M Wagner
College of Nursing, University of Iowa, Iowa City, USA
J Nurs Adm 33:486-92. 2003..Viewing nursing from the perspective of nonlinear dynamics can create new strategies for effective and efficient nursing services...
- The relationship between hospital unit culture and nurses' quality of work lifeBlair D Gifford
College of Business, University of Colorado at Denver, USA
J Healthc Manag 47:13-25; discussion 25-6. 2002....
- Future intentions of registered nurses employed in the western New York labor market: relationships among demographic, economic, and attitudinal factorsCarol S Brewer
School of Nursing, University at Buffalo, Buffalo, NY, USA
Appl Nurs Res 16:144-55. 2003..Differences in satisfaction and commitment across job settings begin to explain work participation behavior of nurses, as distinct from organizational behavior...
- Focus on staff stability: its role in enhancing ward nursing practiceAnn Adams
J Nurs Manag 11:285-6. 2003
- The psychological contracts of National Health Service nursesLynne J Purvis
Department of Psychology, School of Human Sciences, University of Surrey, Guildford, GU2 5HX, UK
J Nurs Manag 11:107-20. 2003....
- Salary compression: its effect on nurse recruitment and retentionMary E Greipp
Department of Nursing, Rutgers The State University of New Jersey, Camden 08102, USA
J Nurs Adm 33:321-3. 2003
- Factors that influence nurses' job satisfactionChen Chung Ma
Division of Planning, Tri Service General Hospital, Taipei, Taiwan
J Nurs Adm 33:293-9. 2003..To examine factors affecting the job satisfaction of registered nurses (RNs)...
- Nursing values and a changing nurse workforce: values, age, and job stagesDonna K McNeese-Smith
Nursing Administration Program, Santa Ana College, University of California, Los Angeles, 90095 6917, USA
J Nurs Adm 33:260-70. 2003..To identify the extent values are associated with age group and job stage; job satisfaction, productivity, and organizational commitment; as well as education, generation, ethnicity, gender, and role...
- Retaining our workforce, regaining our potentialSteven M Barney
J Healthc Manag 47:291-4. 2002
- Longitudinal Emergency Medical Technician Attribute and Demographic Study (LEADS): an interim reportWilliam E Brown
National Registry of Emergency Medical Technicians, Columbus, Ohio 43229, USA
Prehosp Emerg Care 6:433-9. 2002....
- Staying in hospital social workRosalie Pockett
Westmead Hospital, Hawkesbury Road, Westmead, NSW 2145, Australia
Soc Work Health Care 36:1-24. 2003..The identification of this relationship informs and challenges existing theories of retention and turnover of workers...
- Job and career satisfaction among staff nurses: effects of job setting and environmentKatherine H Shaver
North Carolina Center for Nursing, Raleigh, 27601, USA
J Nurs Adm 33:166-72. 2003..In order not to exacerbate the current nursing shortage, employers must find ways to ensure adequate staffing to keep staff nurses satisfied and on the job...
- Using a blitz to help retentionSueEllen Pinkerton
Creative Healthcare Management, Minneapolis, MN, USA
Nurs Econ 22:35, 40. 2004
- The empirical relationship of primary nursing and organizational commitmentJohn W Nelson
Creat Nurs 8:13-4, 16. 2002
- The loyal treatmentP M Levin
Christiana Care, Newark, Del, USA
Nurs Manage 32:16-20; quiz 20-1. 2001..Despite employees' diminished loyalty to health care organizations, you can earn their devotion and transfer the benefits to the organization...
- Hospital ethical climates and registered nurses' turnover intentionsSara Elizabeth Hart
The University of Kansas Medical Center, School of Nursing, 3901 Rainbow Boulevard, Kansas City, KS 66160, USA
J Nurs Scholarsh 37:173-7. 2005....
- A pilot qualitative study relating to hardiness in ICU nurses: hardiness in ICU nursesSue Hurst
Banner Good Samaritan Medical Center, 1111 McDowell Road, Phoenix, AZ 85006, USA
Dimens Crit Care Nurs 24:97-100. 2005..Staff turnover in critical care units is a persistent problem. This very brief, pilot study examines the effects of hardiness and its impact on critical care nurses...
- Evidence-based protocol. Nurse retentionJane Hsiao Chen Tang
University of Iowa College of Nursing, Gerontological Nursing Interventions Research Center, Research Dissemination Core, 4118 Westlawn, Iowa City, IA 52242, USA
J Gerontol Nurs 29:5-14. 2003
- Work redesignTerese Hudson Thrall
Hosp Health Netw 77:34-8, 40, 2. 2003..Seven organizations are doing just that with strategies that range from the ambitious to the mundane...
- Staff nurse empowerment and effort-reward imbalanceKinga M Kluska
Windsor Regional Hospital, ON
Nurs Leadersh (Tor Ont) 17:112-28. 2004..Staff nurses were only moderately empowered, and 24.1% perceived their work to have more efforts than rewards, according to Siegrist's guidelines...
- Workplace relational factors and physicians' intention to withdraw from practiceLeah E Masselink
Department of Health Policy and Administration, University of North Carolina School of Public Health, Chapel Hill, USA
Health Care Manage Rev 33:178-87. 2008..Although these recommendations are touted as "evidence-based" practices, the importance of workplace relationships for physician retention has not been established empirically...
- The practicality of employee empowerment: supporting a psychologically safe cultureKevin J Valadares
University of Southern Indiana, Evansville, IN 47712, USA
Health Care Manag (Frederick) 23:220-4. 2004..While the notion of employee empowerment is by itself noble, for it to succeed, health care organizations must promote a culture of psychological safety to ensure a genuine commitment exists in its mission and strategies...
- Correlates of fundamental skills versus complex skills for medical technologistsGary Blau
HRA Department, Temple University, Philadelphia, Pennsylvania 19122, USA
J Allied Health 32:3-9. 2003..Complex skills time acquisition had a stronger positive relationship to complex skills than the relationship of fundamental skills time acquisition to fundamental skills...
- A confirmatory investigation of a job demands-resources model using a categorical estimatorLeon de Beer
WorkWell Research Unit, North West University, Potchefstroom, South Africa
Psychol Rep 111:528-44. 2012..The relationship between job demands and ill-health was mediated by burnout with a medium effect. The implications of the results for theory and practice were discussed...
- How to get and keep good workersC Maun
Maun-Lemke Inc, Omaha, NE, USA
Mich Health Hosp 37:64-5. 2001..This can be accomplished through the work of dedicated individuals. The relationship to staff turnover and consistent service delivery has been well-documented and is crucial to the success of a health care organization...
- Magnet hospitals. Attraction of oppositesJames Buchan
Queen Margaret University College, Edinburgh
Health Serv J 112:22-4. 2002..The magnet concept appears to be an effective way of tackling nurse shortages...
- Employee incentives in the healthcare industryRichard C McKinnies
Southern Illinois University Carbondale, USA
Radiol Manage 30:52-6. 2008..The process of identifying the right employee incentive for each group of individuals may be challenging, but if the result is a more productive and satisfied group of employees, the process is worth the effort...
- Organizational cynicism: bases and consequencesR Abraham
Farquhar Center for Undergraduate Studies, Nova Southeastern University, Fort Lauderdale, FL 33314, USA
Genet Soc Gen Psychol Monogr 126:269-92. 2000..Both personality and work cynicisms were related to organizational citizenship indirectly, through alienation. Theoretical and practical implications are discussed...
- The influence of teamwork culture on physician and nurse resignation rates in hospitalsDavid C Mohr
Center for Organization, Leadership and Management Research, VA Boston Healthcare System, Boston, MA 02130, USA
Health Serv Manage Res 21:23-31. 2008..In conclusion, these results suggest that developing and emphasizing a teamwork culture may facilitate greater retention of health-care employees, especially nurses...
- Caring for caregiversTerence F Moore
MidMichigan Health, Midland, USA
Mich Health Hosp 38:24-6. 2002....
- Radiologist recruitment and retention: how can we improve?Mark J Halsted
Department of Radiology, Children s Hospital Medical Center, Cincinnati, Ohio 45229 3039, USA
J Am Coll Radiol 2:369-75. 2005..The authors believe that these steps can be helpful to any institution, private or academic, seeking to recruit and retain radiologists...
- Factors Associated with RN Decisions to WorkCarol Brewer; Fiscal Year: 2004..If successful, we will expand the tools that can be used to examine work behavior of the whole RN population, and ultimately develop relevant policy. ..
- EXAMINING NURSING HOME COMPARENicholas Castle; Fiscal Year: 2005..abstract_text> ..
- INCIDENT REPORTING IN NURSING HOMESNicholas Castle; Fiscal Year: 2008..This information will further our development of a standardized incident reporting mechanism recommended by the Institute of Medicine and others. [unreadable] [unreadable] [unreadable]..
- Staffing Characteristics of Nursing Homes and QualityNicholas Castle; Fiscal Year: 2008..unreadable] [unreadable] [unreadable]..
- The Influence of Staff Turnover on QualityNicholas Castle; Fiscal Year: 2007..unreadable] [unreadable] [unreadable]..
- Job Retention Among Home Healthcare NursesCAROL ELLENBECKER; Fiscal Year: 2005..Knowledge of variables that contribute to job retention in home care will provide the information necessary to maintain nursing staff and assure access to quality home healthcare services. ..
- Bar Coding Technology and Patient and Employee SafetyBen Tzion Karsh; Fiscal Year: 2006..Fourth, it is significant that this study will take place in pediatric facilities since the complexity of health care delivery is compounded with children. ..
- The Value of CPOE in Pediatric Inpatient Units and Its Impact on Safety and WorkBen Tzion Karsh; Fiscal Year: 2008..unreadable] [unreadable] [unreadable] [unreadable]..
- Proactive Risk Assessment of Primary Care of the ElderlyBen Tzion Karsh; Fiscal Year: 2007..The investigators have a history of successful collaboration and deliverables in primary care patient safety. [unreadable] [unreadable] [unreadable]..
- Organization Change to Improve Nursing Home EnviromentJules Rosen; Fiscal Year: 2003..Outcomes from the administrative perspective will include a "gap analysis which assesses how closely the desired goals of a program are achieved, as well as some financial markers of cost savings. ..
- BBP EXPOSURE AND RISK FACTORS IN NON-HOSPITAL BASED HCWSRobyn Gershon; Fiscal Year: 2002..This study will improve our understanding of the risks facing non-hospital HCWs and allow us to focus our energies and resources appropriately. ..
- Fostering Independence in Nursing and Outcomes ResearchChristopher Friese; Fiscal Year: 2009..The research projects examine the relationship between the nursing practice environment and outcomes of care for patients with cancer. ..
- Bloodborne Pathogen Risk in Home Healthcare WorkersRobyn Gershon; Fiscal Year: 2007..This study will improve our understanding of the risks facing home health care workers and allow us to focus our risk management energies and resources appropriately. ..
- Photodynamic Therapy for the Treatment of Obstructive E*Todd Demmy; Fiscal Year: 2007..This proposal will be instrumental in the development of a novel PDT drug without long-term restrictions of patients' sun exposure. [unreadable] [unreadable]..
- Stopping URIs and FLU in the Family: the Stuffy TrialElaine Larson; Fiscal Year: 2008....
- Testing EBP and Organization Effects in Rural AppalachiaCharles Glisson; Fiscal Year: 2007..The services are being structured and funded in a way that will ensure they can be sustained in each county, if successful, after the completion of the study. ..
- Interdisciplinary Research:Antimicrobial Resistance(RMI)Elaine Larson; Fiscal Year: 2006..In the final year, plans for a sustainable Consortium on antimicrobial resistance will be formalized. [unreadable] [unreadable]..
- BLOODBORNE EXPOSURE MANAGEMENTRobyn Gershon; Fiscal Year: 2001..This study will identify barriers to appropriate implementation of the Guidelines and allow us to focus our energies and resources on specific improvements in order to minimize the risk of infection to exposed employees. ..
- PATIENT-CENTERED CARE AND HEALTH CARE COSTSRonald Epstein; Fiscal Year: 2002..abstract_text> ..
- Innovative HCW Training: Infectious Disease RiskRobyn Gershon; Fiscal Year: 2002..The results of this study may have important implications for effective health and safety training for nurses. ..
- HEALTH PLAN RESPONSES TO MEDICARE HMO PREMIUM PAYMENTSRANDALL ELLIS; Fiscal Year: 2001..Results will also be useful to policy makers in understanding how recent Medicare reforms have altered HMO premiums, competition, benefit features and the resulting Medicare enrollments. ..
- DELIRIUM AMONG THE ELDERLY IN RURAL LTC FACILITIESKennith Culp; Fiscal Year: 2003..The ultimate goal is to provide accurate risk measures and which will lead to the development of effective delirium intervention strategies specifically designed for the LTC population. ..
- Staff Hand Hygiene and Nosocomial Infections in NeonatesElaine Larson; Fiscal Year: 2003....
- Impact of Hand Hygiene Guideline on Infections and CostsElaine Larson; Fiscal Year: 2005..abstract_text> ..
- Major Depression Following Minor InjuryTherese Richmond; Fiscal Year: 2006..Further, this design, using comprehensive psychiatric evaluation, will allow a critical analysis of the influence of major depression and related psychiatric disorders on outcomes following minor injury. ..
- MENTORED PATIENT-ORIENTED RESEARCH CAREER DEVELOPMENTAshli Sheidow; Fiscal Year: 2007..Specific Aim 3 The final aim of the proposed research is to provide services that are more acceptable to consumers than are usual services provided in the community. ..
- HOME HYGIENE INTERVENTIONElaine Larson; Fiscal Year: 2002..Logistic regression, Liang-Zeger regression, and Chi Square analyses will be used to test differences in rates of transmission of symptoms and changes in quantity, types and resistance patterns of microbial flora of the hands. ..
- TECHNOLOGY AND STRUCTURE IN CHILDRENS SERVICE SYSTEMSCharles Glisson; Fiscal Year: 2003..The effectiveness of the intervention is assessed by comparing the treatment and control casework units on the quality of their work environments and the outcomes of services provided to 1600 children. ..