Summary: A change or shift in personnel due to reorganization, resignation, or discharge.
Publications211 found, 100 shown here
- Job satisfaction among nurses: a literature reviewHong Lu
Florence Nightingale School of Nursing and Midwifery, King s College London, James Clerk Maxwell Building, 57 Waterloo Road, London SE1 8WA, England, UK
Int J Nurs Stud 42:211-27. 2005..It is argued that the absence of a robust causal model incorporating organizational, professional and personal variables is undermining the development of interventions to improve nurse retention...
- The costs of nurse turnover, part 2: application of the Nursing Turnover Cost Calculation MethodologyCheryl Bland Jones
School of Nursing, Cecil G Sheps Center, The University of North Carolina at Chapel Hill, Chapel Hill, NC 27599, USA
J Nurs Adm 35:41-9. 2005..Administrators and researchers can use these methods and cost information to build a business case for nurse 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...
- Job satisfaction and turnover intent of primary healthcare nurses in rural South Africa: a questionnaire surveyPeter Delobelle
Department of Public Health, Vrije Universiteit Brussel, Belgium
J Adv Nurs 67:371-83. 2011..This paper is a report of a correlational study of the relationships between demographic variables, job satisfaction, and turnover intent among primary healthcare nurses in a rural area of South Africa...
- Predictors of nurse absenteeism in hospitals: a systematic reviewMandy M Davey
Registered Nurse, Bonnyville Health Centre, Bonnyville, AB, Canada
J Nurs Manag 17:312-30. 2009..This study aimed to identify and examine predictors of short-term absences of staff nurses working in hospital settings reported in the research literature...
- The shocking cost of turnover in health careJ Deane Waldman
Health Sciences Center, Anderson Schools of Management, University of New Mexico, Albuquerque, NM, USA
Health Care Manage Rev 29:2-7. 2004..Here, turnover includes hiring, training, and productivity loss costs. Minimum cost of turnover represented a loss of >5 percent of the total annual operating budget...
- A review of physician turnover: rates, causes, and consequencesAnita D Misra-Hebert
Department of General Internal Medicine, The Cleveland Clinic Foundation, Cleveland, Ohio 44195, USA
Am J Med Qual 19:56-66. 2004..Our review suggests that greater attention to physician turnover is needed to clarify its frequency and predictors, and strategies to lessen its occurrence...
- Impact of job satisfaction components on intent to leave and turnover for hospital-based nurses: a review of the research literatureBillie Coomber
King s College London, London, UK
Int J Nurs Stud 44:297-314. 2007..Job satisfaction has been highlighted as a contributing factor to intent to leave and turnover, yet this is a complex area with many elements affecting its measurement...
- Nurses' job satisfaction: a meta-analysis of related variablesM A Blegen
College of Nursing, University of Iowa, Iowa City
Nurs Res 42:36-41. 1993..20): age, education, tenure, and professionalization. The influence of employment site, date of study, and measures used on the size and consistency of estimates was described...
- The influence of nurses' working motivation and job satisfaction on intention to quit: an empirical investigation in TaiwanHuey Ming Tzeng
Department of Nursing, I Shou University, No 1, Section 1, Hsueh Chang Road, Ta Hsu Hsiang, Kaohsiung County 840, Taiwan
Int J Nurs Stud 39:867-78. 2002..Suggestions for future studies and administrative strategies in decreasing nurses' intention to quit were discussed...
- Work and non-work social support and intent to stay at work among Jordanian hospital nursesR F AbuAlRub
College of Nursing, Jordan University of Science and Technology, Irbid, Jordan
Int Nurs Rev 57:195-201. 2010....
- Factors contributing to nurse job satisfaction in the acute hospital setting: a review of recent literatureBronwyn Hayes
Cairns Base Hospital, Cairns, Australia
J Nurs Manag 18:804-14. 2010..To explore and discuss from recent literature the common factors contributing to nurse job satisfaction in the acute hospital setting...
- Factors related to nurse retention and turnover: an updated studyJ D Cangelosi
Department of Marketing and Management, University of Central Arkansas, Conway 72035, USA
Health Mark Q 15:25-43. 1998..g., work schedule rotation, work responsibility rotation, team approaches to health care and award/recognition programs...
- The challenges of working in underserved areas: a qualitative exploratory study of views of policy makers and professionalsRaeda F AbuAlRub
College of Nursing, Jordan University of Science and Technology, Irbid, Jordan
Int J Nurs Stud 50:73-82. 2013..There is a scarcity of research in Jordan about factors that affect nurse staffing and retention in underserved areas...
- 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...
- Attrition from emergency medicine clinical practice in the United StatesAdit A Ginde
Department of Emergency Medicine, University of Colorado Denver School of Medicine, Aurora, CO 80045, USA
Ann Emerg Med 56:166-71. 2010..We estimate the annual attrition from emergency medicine clinical practice...
- Emergency physicians accumulate more stress factors than other physicians-results from the French SESMAT studyM Estryn-Behar
Department of Occupational Medicine, SCMT, Hotel Dieu, Assistance Publique Hopitaux de Paris, Parvis Notre Dame, 75004 Paris, France
Emerg Med J 28:397-410. 2011..France is facing a shortage of available physicians due to a greying population and the lack of a proportional increase in the formation of doctors. Emergency physicians are the medical system's first line of defence...
- Administrator turnover and quality of care in nursing homesN G Castle
Institute for Health, Health Care Policy and Aging Research, New Brunswick, NJ, USA
Gerontologist 41:757-67. 2001..This investigation serves to focus attention on nursing home administrators. I believe this study provides preliminary evidence that the turnover of administrators may have an important association with quality of care in nursing homes...
- Jordanian nurses' job satisfaction and intent to stay: comparing teaching and non-teaching hospitalsMajd T Mrayyan
The Hashemite University, Faculty of Nursing, Zarqa, Jordan
J Prof Nurs 23:125-36. 2007..Nurses' job satisfaction and intent to stay, particularly in teaching hospitals, have to be promoted; thus, interventions have to be effectively initiated and maintained at the unit and organizational levels...
- Revisiting the impact of job satisfaction and organizational commitment on nurse turnover intention: an individual differences analysisSara De Gieter
Vrije Universiteit Brussel, Faculty of Psychology and Educational Sciences, Department of Work and Organizational Psychology, Belgium
Int J Nurs Stud 48:1562-9. 2011..However, an important shortcoming of this research stream is its exclusive focus on explaining turnover behavior of the "average nurse", thereby disregarding individual differences between nurses and groups of nurses...
- Job satisfaction, occupational commitment and intent to stay among Chinese nurses: a cross-sectional questionnaire surveyLin Wang
School of Nursing, Second Military Medical University, Shanghai, People s Republic of China
J Adv Nurs 68:539-49. 2012..This study was designed to identify the level of nurses' job satisfaction, occupational commitment and intent to stay among mainland Chinese nurses, to explore the relationship among them...
- The relationship between job satisfaction, burnout, and turnover intention among physicians from urban state-owned medical institutions in Hubei, China: a cross-sectional studyYimin Zhang
Department of Social Medicine, School of Public Health, Fudan University, 130 Dongan Road, Shanghai 200032, China
BMC Health Serv Res 11:235. 2011....
- Why do nurses at a university hospital want to quit their jobs?Ann Gardulf
The Nursing Care Research and Development Unit, Karolinska University Hospital, Huddinge, Stockholm, Sweden
J Nurs Manag 13:329-37. 2005..However, it was found that the hospital still had a 'core group' of highly motivated and dedicated nurses with an unusually high amount of mental energy left. All findings regarding the 'quitters' are factors amenable to interventions...
- 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....
- 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....
- Medical doctors profile in Ethiopia: production, attrition and retention. In memory of 100-years Ethiopian modern medicine & the new Ethiopian millenniumYifru Berhan
Hwassa University, Medical Faculty, P O Box 1560
Ethiop Med J 46:1-77. 2008..Although the practice of western medicine in Ethiopia dates back to the time of King Libne Dengel (1520-1535), organized and sustainable modern medical practice started after the battle of Adwa (1896)...
- The role of staff turnover in the implementation of evidence-based practices in mental health careEmily M Woltmann
Dartmouth Institute for Health Policy and Clinical Practice, Dartmouth Medical School, Hanover, NH 03755, USA
Psychiatr Serv 59:732-7. 2008..It also explored the relationship between turnover and implementation outcomes in an effort to understand whether practitioner perspectives on turnover are related to implementation outcomes...
- Nursing work life in acute careBeth A Brooks
Department of Public Health, Mental Health, Administrative Nursing College of Nursing, University of Illinois at Chicago, Chicago, Ill 60612, USA
J Nurs Care Qual 19:269-75. 2004..This study revealed that there remain ongoing and fundamental work life concerns for staff nurses that the profession has neither addressed nor resolved in any meaningful, long-term way...
- Nurse turnover: a literature reviewLaureen J Hayes
Faculty of Nursing, University of Toronto, Toronto, Ont, Canada
Int J Nurs Stud 43:237-63. 2006..Further research is needed to examine the impact of turnover on health system cost, and how nurse turnover influences patient and nurse outcomes...
- Factors affecting rapid turnover of novice nurses in university hospitalsEiko Suzuki
Department of Nursing, Tenshi College, Japan
J Occup Health 48:49-61. 2006....
- Impact of the perceived public image of nursing on nurses' work behaviourMiyuki Takase
School of Nursing, Deakin University Cabrini Hospital, Victoria, Australia
J Adv Nurs 53:333-43. 2006....
- Impact of management development on nurse retentionAlexis A Wilson
MultiCare Health System, Tacoma, WA 98415, USA
Nurs Adm Q 29:137-45. 2005..Program evaluation was based upon the outcomes of anticipated turnover and employee satisfaction...
- Intention to 'leave' or 'stay' in nursingGeraldine McCarthy
Nursing, University College Cork, National University of Ireland, Cork, Ireland
J Nurs Manag 15:248-55. 2007..It is, therefore, reasonable to suggest that understanding 'intent to stay or leave' might facilitate nurse managers in introducing of appropriate retention strategies...
- 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...
- The effects of unit morale and interpersonal relations on conflict in the nursing unitK B Cox
East Carolina University School of Nursing, Greenville, North Carolina 27858, USA
J Adv Nurs 35:17-25. 2001..Although numerous studies have focused on conflict management, few have considered causes and effect of conflict in nursing units...
- 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...
- A statewide analysis of RNs' intention to leave their positionBetty Rambur
College of Nursing and Health Sciences, University of Vermont, 105 Rowell, Burlington, VT 05405, USA
Nurs Outlook 51:182-8. 2003
- 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...
- 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....
- Association between intention to stay on the job and job satisfaction among Japanese nurses in small and medium-sized private hospitalsYasushi Kudo
Department of Preventive Medicine and Public Health, Kitasato University School of Medicine, Kanagawa, Japan
J Occup Health 48:504-13. 2006..The result of the multiple regression analysis suggests that the intention to stay on the job was higher among nurses who were older and more satisfied with work as specialists (1st factor) and working conditions (6th factor)...
- Predicting registered nurse job satisfaction and intent to leaveJune H Larrabee
School of Nursing, West Virginia University, Morgantown, 26506 9610, USA
J Nurs Adm 33:271-83. 2003....
- Predictors of leaving nursing care: a longitudinal study among Swedish nursing personnelG Fochsen
Department of Nursing, Karolinska Institute, Huddinge, Sweden
Occup Environ Med 63:198-201. 2006..The aim of this study was to find predictors for leaving nursing care with special reference to physical working conditions and musculoskeletal problems...
- Primary care physician job satisfaction and turnoverS B Buchbinder
Healthcare Management Program, Department of Health Science, Towson University, 8000 York Rd, Towson, MD 21252 0001, USA
Am J Manag Care 7:701-13. 2001..To examine the relationship of personal characteristics, organizational characteristics, and overall job satisfaction to primary care physician (PCP) turnover...
- Factors influencing satisfaction and anticipated turnover for nurses in an academic medical centerK Shader
School of Nursing, University of Alabama at Birmingham, Birmingham, Alabama, USA
J Nurs Adm 31:210-6. 2001..The purpose of this study was to examine the relationships between work satisfaction, stress, age, cohesion, work schedule, and anticipated turnover in an academic medical center...
- The costs of nurse turnover: part 1: an economic perspectiveCheryl Bland Jones
School of Nursing, Southeast Regional Health Workforce Center, The University of North Carolina at Chapel Hill, 27599 7460, USA
J Nurs Adm 34:562-70. 2004..Part 2 (January 2005) presents a recent application of the methodology in an acute care hospital...
- New graduate nurse self-concept and retention: a longitudinal surveyLeanne S Cowin
School of Nursing, Family and Community Health, University of Western Sydney, Locked Bag 1797, Penrith South DC, NSW 1797, Australia
Int J Nurs Stud 43:59-70. 2006..The implications of this study are that monitoring of self-concept throughout the transitional period for new nurses can lead to early detection and appropriate intervention strategies thereby improving retention rates for new nurses...
- 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...
- Perceived supervisor support: contributions to perceived organizational support and employee retentionRobert Eisenberger
Department of Psychology, University of Delaware, Newark 19716, USA
J Appl Psychol 87:565-73. 2002..These studies suggest that supervisors, to the extent that they are identified with the organization, contribute to POS and, ultimately, to job retention...
- Nursing turnover in Taiwan: a meta-analysis of related factorsJeo Chen T Yin
Department of Nursing, Taipei Veterans General Hospital, 201, She Pie Road, Sec 2, Taiwan
Int J Nurs Stud 39:573-81. 2002..The results of this study merit attention by nursing administrators in order to develop strategies for stabilizing the nursing work force...
- Reasons for considering leaving UK medicine: questionnaire study of junior doctors' commentsPhilip J Moss
UK Medical Careers Research Group, Unit of Health Care Epidemiology, Department of Public Health, University of Oxford, Oxford OX3 7LF
BMJ 329:1263. 2004..To study the reasons given by junior doctors trained in the United Kingdom for considering leaving UK medicine...
- Nurse migration and its implications for Philippine hospitalsM E Perrin
Biobehavioural Nursing and Health Systems, School of Nursing, University of Washington, Seattle, WA 98195 7266, USA
Int Nurs Rev 54:219-26. 2007..Push' and 'pull' factors motivate Filipino registered nurses (RNs) to leave for employment in foreign countries making the Philippines the leading source country for nurses overseas...
- 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...
- Determinants of satisfaction and turnover among nursing assistants. The results of a statewide surveySharon K Parsons
Nelson Mandela School of Public Policy and Urban Affairs, Health Services Administration Specialization, Southern University, P O Box 9656, 409 Rodney Higgins Hall, Baton Rouge, LA 70813, USA
J Gerontol Nurs 29:51-8. 2003..The multivariate analysis confirmed that professional growth and involvement in work-related decisions, supervision, and management keeping employees informed were significantly related to both turnover and overall satisfaction...
- Retention and recruitment: reversing the orderMary Magee Gullatte
Clin J Oncol Nurs 9:597-604. 2005....
- Explaining turnover intention in Korean public community hospitals: occupational differencesJee In Hwang
Department of Nursing and Healthcare Management, College of Nursing Science, Kyung Hee University, Seoul, South Korea
Int J Health Plann Manage 23:119-38. 2008..The purposes of this study were to describe the occupational differences and to identify factors affecting turnover intention among public hospital personnel...
- Development of a global measure of job embeddedness and integration into a traditional model of voluntary turnoverCraig D Crossley
Gallup Leadership Institute, College of Business Administration, University of Nebraska Lincoln, NE 68588, USA
J Appl Psychol 92:1031-42. 2007..R. Mitchell & T. W. Lee, 2001) it originated from...
- 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...
- Retaining rural and remote area nurses. The Queensland, Australia experienceDesley Hegney
Center for Rural and Remote Area Nursing, University of Southern Queensland, PO Darling Heights, Toowoomba, QLD 4350, Australia
J Nurs Adm 32:128-35. 2002....
- Work climate perception and turnover intention among Korean hospital staffJ I Hwang
Department of Nursing and Healthcare Management, College of Nursing Science, Kyung Hee University, Seoul, Korea
Int Nurs Rev 56:73-80. 2009..To examine the impact of work climate perception (WCP) on turnover intention among public hospital personnel in Korea...
- A study of role stress, organizational commitment and intention to quit among male nurses in southern TaiwanJiunn Horng Lou
Department of Early Childhood Care, Jen Teh Junior College of Medicine, Nursing and Management
J Nurs Res 15:43-53. 2007..There is also a need for psychological consultation as well as the promotion of male nurse role models to prevent male nurses turning away from nursing careers...
- Meta-analysis of the reliability and validity of the Anticipated Turnover Scale across studies of registered nurses in the United StatesKathleen M Barlow
The Catholic University of America, School of Nursing, Washington, DC 20064, USA
J Nurs Manag 18:862-73. 2010..This meta-analysis provides a systematic way to determine the legitimacy of the use of the Anticipated Turnover Scale (ATS) in RN workforce research...
- 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
- Physician perceptions of the effect of telemedicine on rural retention and recruitmentJoan Sargeant
Continuing Medical Education, Faculty of Medicine, Dalhousie University, Halifax, Nova Scotia, Canada
J Telemed Telecare 10:89-93. 2004..However, telemedicine was used more frequently by the more rural physicians, and there was a relationship between higher usage and higher ratings of its value as a community support...
- Nurses' health, age and the wish to leave the profession--findings from the European NEXT-StudyH M Hasselhorn
University of Wuppertal, FB D, Dept of Occupational Health, Gauss Strasse 20, D 42097 Wuppertal
Med Lav 97:207-14. 2006..next-study. net, funded by EU) investigates working conditions of nurses in ten European countries and provides the opportunity to evaluate the role of health with respect to age and the consideration of leaving nursing...
- 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...
- Turnover intentions and voluntary turnover: the moderating roles of self-monitoring, locus of control, proactive personality, and risk aversionDavid G Allen
Department of Management, Fogelman College of Business and Economics, University of Memphis, TN 38152, USA
J Appl Psychol 90:980-90. 2005..Proactive personality, however, did not directly moderate the relationship between intentions and turnover behaviors...
- Improving the retention rate of newly graduated nursesPam Almada
Professional Development Department, Jordan Hospital, 275 Sandwich Street, Plymouth, MA 02360, USA
J Nurses Staff Dev 20:268-73. 2004..Qualitative and quantitative findings indicate a high level of satisfaction (mean visual analogue scale score 93.7), 29% increase in retention, and 9.5% decrease in vacancy...
- RN internship: outcomes of a one-year pilot programP C Beecroft
Patient Care Services, Childrens Hospital, Los Angeles, Calif, USA
J Nurs Adm 31:575-82. 2001..A return on investment of 67.3% was established...
- Turnover intention in new graduate nurses: a multivariate analysisPauline C Beecroft
Childrens Hospital Los Angeles, Los Angeles, California, USA
J Adv Nurs 62:41-52. 2008....
- Multigenerational nurses in the workplaceJudy E Boychuk Duchscher
Nursing Education Program of Saskatchewan, Saskatchewan Institute of Science and Technology, Nursing Division, Room 308 15B, 1130 Idywyld Drive, Saskatoon, Saskatchewan, Canada S7K 3R5
J Nurs Adm 34:493-501. 2004
- Mentoring matters: creating, connecting, empoweringMary G McKinley
Critical Connections, Wheeling, WV 26003, USA
AACN Clin Issues 15:205-14. 2004..A three-step mentoring process of reflecting, reframing, and resolving is described with examples of implementation of these steps...
- Registered nurses perception of work satisfaction at a Tertiary Care University HospitalKhurshid Khowaja
Nursing Services, Aga Khan University Hospital, Stadium Road, PO Box 3500, Karachi 74800, Pakistan
J Nurs Manag 13:32-9. 2005....
- Retention of administrators in nursing homes: what can management do?D A Singh
School of Business, Andrews University, Berrien Springs, MI 49104, USA
Gerontologist 38:362-9. 1998..Organizations must hire administrators whose values match theirs. Multifacility chain organizations and for-profit facilities appear to have a greater need to embrace organizational principles that lead to greater job satisfaction...
- Comparative analysis of urban and rural nursing workforce shortages in Nebraska hospitalsMary Cramer
Gerontological, Psychosocial, and Community Public Health Nursing Department at University of Nebraska Medical Center, College of Nursing, NE, USA
Policy Polit Nurs Pract 7:248-60. 2006..Inadequate workforce targets perpetuate the shortage, especially in rural areas, and exacerbate the very reasons that RNs leave over concerns for patient safety, inadequate staffing, and job dissatisfaction...
- Effects of hospital care environment on patient mortality and nurse outcomesLinda H Aiken
Center for Health Outcomes and Policy Research, University of Pennsylvania School of Nursing, Philadelphia, Pennsylvania 19104 6096, USA
J Nurs Adm 38:223-9. 2008..The objective of this study was to analyze the net effects of nurse practice environments on nurse and patient outcomes after accounting for nurse staffing and education...
- 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...
- Nurses organizational commitment: the discriminating power of genderMaria Manuela Frederico Ferreira
Health Sciences Research Unit Nursing Domain, Coimbra Nursing School, Coimbra, Portugal
Nurs Adm Q 31:61-7. 2007..07; P < .05). There are different levels of commitment in male and female nurses, and it is higher in all dimensions in female nurses; however, the difference is only significant to the organizational and continuance commitment...
- Nurse work satisfaction and generational differencesBeka M Apostolidis
VNA Healthcare, Hartford, CT 06105, USA
J Nurs Adm 36:506-9. 2006
- Achieving effective staffing through a shared decision-making approach to open-shift managementNancy M Valentine
Main Line Health, Bryn Mawr, Pennsylvania 19010, USA
J Nurs Adm 38:331-5. 2008....
- Moderating effects of professional commitment on hospital nurses in TaiwanChing I Teng
Chang Gung University, 259, Wenhua 1st Road, Kweishan Shiang, Taoyuan, Taiwan
J Prof Nurs 23:47-54. 2007..Second, job satisfaction predicted turnover intention for both high-commitment and low-commitment nurses...
- Home healthcare nurse recruitment and retention: tips for retaining nurses: one state's experienceMarilyn Smith-Stoner
California State University Fullerton, Beaumont, California 92223 1543, USA
Home Healthc Nurse 25:198-205. 2007..The three most common strategies for retaining nursing staff were the use of case management or primary nursing, management participation in direct patient care, and open lines of communication...
- The shift of oncology inpatient care to outpatient care: the challenge of retaining expert oncology nursesTamela Sterrett Williamson
Bon Secours St Mary s Hospital, Richmond, VA, USA
Clin J Oncol Nurs 12:186-9. 2008
- A meta-analysis of studies of nurses' job satisfactionGeorge A Zangaro
United States Navy, 8901 Wisconsin Ave T 18 Bethesda, MD 20889, USA
Res Nurs Health 30:445-58. 2007..43), followed by nurse-physician collaboration (ES = .37), and autonomy (ES = .30). These findings have implications for the importance of improving the work environment to increase nurses' job satisfaction...
- Registered nurse job satisfaction and collective bargaining unit membership statusJennifer Pittman
Winona State University, Winona, MN, USA
J Nurs Adm 37:471-6. 2007..To examine differences in job satisfaction levels between registered nurses who were or were not members of a nursing collective bargaining unit...
- How healthcare work environments influence nurse retentionColleen F Erenstein
Christine E Lynn College of Nursing, Florida Atlantic University, 777 Glade Road, Boca Raton, FL 33431, USA
Holist Nurs Pract 21:303-7. 2007..The themes identified by nurses for purposes of retention included a desire for autonomy, empowerment, and decision-making opportunities in the environments in which they work...
- New Zealand nurses' reports on hospital care: an international comparisonMary Finlayson
University of Auckland, New Zealand
Nurs Prax N Z 23:17-28. 2007..The implications of these findings are discussed in light of recent changes in the hospital environment...
- Aging, experienced nurses: their value and needsDorcas C Fitzgerald
Youngstown State University, Youngstown OH, United States of America
Contemp Nurse 24:237-42. 2007..For this article, aging, older and mature refer to experienced nurses in their 40s, 50s and 60s.)...
- 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....
- 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...
- Trends in the experiences of hospital-employed registered nurses: results from three national surveysPeter I Buerhaus
Center for Interdisciplinary Health Workforce Studies, The Institute for Medicine and Public Health, Vanderbilt University Medical Center, Nashville, TN, USA
Nurs Econ 25:69-79, 55; quiz 80. 2007..At the same time, nurses and others involved in hospital patient care should be encouraged by the improvements that have been made in recent years, despite the presence of a nursing shortage...
- Nursing support, workload, and intent to stay in Magnet, Magnet-aspiring, and non-Magnet hospitalsSusan R Lacey
School of Nursing, University of Alabama at Birmingham, AL 35294 1210, USA
J Nurs Adm 37:199-205. 2007..Nurse executives may consider using the Individual Workload Perception Scale as a way to assess their organization's culture as it relates to professional practice of the registered nurse...
- Nursing shortage in Jordan: what is the solution?Raeda Fawzi AbuAlRub
College of Nursing, Jordan University of Science and Technology, Irbid, Jordan
J Prof Nurs 23:117-20. 2007..The "hog cycle" needs to be broken and work conditions need to be improved so that nurses can feel more satisfied and more committed to their profession. Strategies and recommendations to tackle nursing shortage are proposed...
- 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...
- Human resource management strategies for the retention of nurses in acute care settings in hospitals in AustraliaPamela Hogan
Mackay Base Hospital, Mackay QLD, Australia
Contemp Nurse 24:189-99. 2007..Then why has the situation of nurse retention not improved? Possible reasons for the continued nurse shortage and the promise of strategic HRM in addressing nurse retention are discussed...
- Magnet hospital characteristics and northern Canadian nurses' job satisfactionHeather Smith
Faculty of Medicine, University of British Columbia
Nurs Leadersh (Tor Ont) 19:73-86. 2006..Nurses' ability to work professionally and autonomously is also important to their satisfaction. There are indications that nursing supervisory skill sets need to be upgraded in some instances...
- An analysis of the differences between hospital and home healthcare nurse job satisfactionLeslie Neal-Boylan
University of Southern Maine, Portland, ME, USA
Home Healthc Nurse 24:505-12. 2006
- Concerns, satisfaction, and retention of Canadian community health nursesMarjorie Armstrong-Stassen
Odette School of Business, University of Windsor, Windsor, Ontario, Canada
J Community Health Nurs 22:181-94. 2005..Initiatives to address community health nurses' concerns, improve their job satisfaction, and increase their retention will require interventions tailored to the specific community health care setting...
- Nursing practice issues in Jordan: student-suggested causes and solutionsM T Mrayyan
The Hashemite University, Faculty of Nursing, Zarqa, Jordan
Int Nurs Rev 51:81-7. 2004..It is imperative that issues of the practice environment are addressed because creating quality practice environments is essential to provide high-quality care and to persuade nurses to remain in practice...
- Factors affecting the job stress and job satisfaction of Australian nurses: implications for recruitment and retentionTimothy Bartram
School of Business, La Trobe University, Bundoora, Australia
Contemp Nurse 17:293-304. 2004..Finally, we discuss contributions of this study and implications for recruitment and retention of nurses in the health sector...
- The older nurse in the workplace: does age matter?Linda D Norman
Vanderbilt University School of Nursing, Nashville, TN, USA
Nurs Econ 23:282-9, 279. 2005..Given that older nurses are the fastest growing cohort of the workforce, the important findings presented in this article deserve careful consideration by policymakers, health care leaders, and managers...
- Retaining nurses in their employing hospitals and in the profession: effects of job preference, unpaid overtime, importance of earnings and stressIsik Urla Zeytinoglu
Human Resources and Management Area, MDG School of Business, McMaster University, Hamilton, Ont L8N 3Z5, Canada
Health Policy 79:57-72. 2006..More importantly, stress levels should be lowered to retain nurses...
- The Influence of Staff Turnover on QualityNicholas Castle; Fiscal Year: 2007..unreadable] [unreadable] [unreadable]..
- Staffing Characteristics of Nursing Homes and QualityNicholas Castle; Fiscal Year: 2008..unreadable] [unreadable] [unreadable]..
- 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]..
- 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. ..
- 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. ..
- Concept Mapping of Readiness for Evidence-Based PracticeGREGORY AARONS; Fiscal Year: 2005..Develop a theoretical model of readiness for EBPs that can be tested in subsequent studies; 5. Develop a preliminary measure of organizational readiness for EBP for use in subsequent studies. ..
- ORGANIZATIONAL FACTORS IN YOUTH MENTAL HEALTH SERVICESGREGORY AARONS; Fiscal Year: 2004..The research project will include agencies serving adolescents (ages 12-18) representing those most commonly used by youth with co-morbid disorders. ..
- Social Stress Among Mothers in TreatmentDANICA KNIGHT; Fiscal Year: 2002..Finally, models representing the relative contribution of various stressors in predicting month 3 outcomes will be developed using multivariate techniques. ..
- Rural Hospital Nursing: Environment, Effects and EvidenceRobin Newhouse; Fiscal Year: 2008..This project has promising potential to improve quality of care to the rural population using the novel approach of focusing on an understudied area, nursing in rural hospitals. ..
- Reinforcing Therapist PerformanceBryan R Garner; Fiscal Year: 2010..Cost analyses will focus on whether the increased costs of therapist incentives can be offset by improvements in these three outcomes. ..
- Clinical Supervision and Turnover in Substance Abuse TxLillian T Eby; Fiscal Year: 2010..This project responds to program announcement PA-03-011 "Services Research in the National Drug Abuse CTN". Substance abuse treatment centers that are affiliated with the Clinical Trails Network will provide data for the project. ..
- Medical Image Perception Society Confrence XIElizabeth Krupinski; Fiscal Year: 2005..abstract_text> ..
- Optimized Compression for Telepathology Virtual SlidesElizabeth Krupinski; Fiscal Year: 2009....
- MIPS XII ConferenceElizabeth Krupinski; Fiscal Year: 2007..unreadable] [unreadable] [unreadable]..
- Conference--Medical Image PerceptionElizabeth Krupinski; Fiscal Year: 2003..This grant will be used to provide financial support for about 12 graduate students and residents, as well as logistic support for publicity and program printing. ..
- OPTIMIZING SOFTCOPY DISPLAYS FOR DIGITAL MAMMOGRAPHYElizabeth Krupinski; Fiscal Year: 2002..The JND metrix model will then be used to systematically explore and optimize CRT design tradeoffs for current and future digital-mammography display systems. ..
- OPTIMIZING SOFTCOPY DISPLAYS FOR DIGITAL MAMMOGRAPHYElizabeth Krupinski; Fiscal Year: 2003..The JND metrix model will then be used to systematically explore and optimize CRT design tradeoffs for current and future digital-mammography display systems. ..
- A Hope Intervention to Influence Quality of Life among Female Survivors of ChildhMary Ann Cantrell; Fiscal Year: 2009..These concerns are highlighted in the Institute of Medicine's (IOM) report on improving the care for childhood cancer survivors (Hewitt, Weiner, &Simone, 2003). ..
- American Psychosocial Oncology Society 4th Annual ConferenceRuth McCorkle; Fiscal Year: 2007..Abstracts accepted for presentation will be published in a supplement to the journal Psycho-Oncology, and presentations will be posted on the APOS website. [unreadable] [unreadable] [unreadable] [unreadable]..
- 5th International Congress on Women Work and HealthLinda Delp; Fiscal Year: 2008..unreadable] [unreadable] [unreadable]..
- 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. ..
- 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]..
- Reducing Depression's Impact on Work PerformanceDebra Lerner; Fiscal Year: 2007..This project will provide valuable insights into the feasibility, acceptability and impact of the WHI. Results will also indicate whether further effectiveness testing and translational research are warranted. ..
- Development of a Behavioral Measure of Supervisor Suppo*LESLIE HAMMER; Fiscal Year: 2007..abstract_text> ..
- Nursing's Impact on QOL Outcomes in Ovarian CancerRuth McCorkle; Fiscal Year: 2005..Data analysis will include: mean difference analyses, individual difference analyses, and outcome analyses. The primary analysis will be a multivariate analysis of covariance with repeated measures. ..
- 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. ..
- Industry-Sponsored Research Contracts:..Phase IIMichelle Mello; Fiscal Year: 2004..abstract_text> ..
- STRUCTURE, PROCESS AND OUTCOMES IN THE PACE PROGRAMDana Mukamel; Fiscal Year: 2003..The knowledge gained from this study would have direct bearing on efforts to improve care in PACE programs, as well as implications for other programs serving frail, non-institutionalized elderly. ..
- Respondent Burden and Retention in Cancer Clinical TrialsConnie Ulrich; Fiscal Year: 2009..Early identification and pre-emptive interventions prior to encountering retention problems in cancer clinical trials may mitigate respondent burden and lead to completion of important, resource intensive clinical trials. ..
- Industry-Sponsored Research Contracts:An Empirical StudyMichelle Mello; Fiscal Year: 2002..The data will be analyzed descriptively and with chi-squared tests and regression analysis. ..
- Nursing Homes Response to Quality Indictors PublicationDana Mukamel; Fiscal Year: 2008..Statistical regression techniques will be used to analyze the data and test specific hypotheses. ..
- Nursing Homes Quality and Variations in State RegulationsDana B Mukamel; Fiscal Year: 2010..S. population. ..
- Hospital Unions, Staffing, Wages, and Patient SafetyJoanne Spetz; Fiscal Year: 2009..This study will delve into the "black box" of hospital unionization to learn whether and how unions affect the delivery and quality of care. ..
- 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. ..
- Racial Disparity in Access High Quality Cardiac SurgeonsDana Mukamel; Fiscal Year: 2005..The knowledge gained in this project is essential for development of targeted programs that could successfully address the disparity in access to high quality cardiac care among elderly racial minorities. ..