1 / 15

NURS 236A Nursing Shortage Interview Dr. Jayne Cohen, Director, School of Nursing, SJSU

NURS 236A Nursing Shortage Interview Dr. Jayne Cohen, Director, School of Nursing, SJSU. Phyllis M. Connolly, Ph.D., APRN, BC, CS Interviewer. Retention & Shortage. RN Turnover in US approx. 21.3% in 2000 Loss compromises patient care Increases cost of health care

olinda
Download Presentation

NURS 236A Nursing Shortage Interview Dr. Jayne Cohen, Director, School of Nursing, SJSU

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. NURS 236A Nursing ShortageInterview Dr. Jayne Cohen, Director, School of Nursing, SJSU Phyllis M. Connolly, Ph.D., APRN, BC, CS Interviewer

  2. Retention & Shortage • RN Turnover in US approx. 21.3% in 2000 • Loss compromises patient care • Increases cost of health care • Minimum cost to replace 1 RN nurse $45,000 • Job dissatisfaction predictor of intent to leave • As School of Nursing we can educate a limited number of RNs • HCOs need to retain new hires

  3. Factors Influence Retention • Job satisfaction • Supervisor Support • Work Environment • Personal Factors

  4. Methodology • Longitudinal, descriptive at 3 sites • Initial survey Insel & Moos Work Environment Scale (WES) Form R • Dimensions: Relationship, Personal Growth or Goal Orientation, & System Maintenance & Change • Demographic tool • Data collected Q 6 months for 2 years

  5. First Setting & Sample • Acute care RN staff nurses on all 3 shifts large government hospital in Northern California • Clinical levels 1 – III and charge nurses and assistant head nurses • 692 surveys were distributed • N = 272, 39% Response Rate

  6. Relationship Dimensions • Involvement – employees are concerned about and committed to their jobs • Peer Cohesion – employees are friendly and supportive of one another • Supervisor Support – management is supportive of employees and encourages them to be supportive of one another

  7. Autonomy – “employees are encouraged to be self-sufficient; make their own decisions” Task Orientation – “emphasis is on good planning, efficiency, and getting the job done” Work Pressure – “the degree to which the pressure of work and time urgency dominate the job milieu” Personal Growth or Goal Orientation Dimensions

  8. System Maintenance and System Change Dimensions • Clarity – “employees know what to expect in their daily routine” • Control – “extent to which management uses rules and pressures to keep employees under control” • Innovation – “degree of emphasis on variety, change, and new approaches” • Physical comfort – “extent to which the physical surrounding contribute to a pleasant work environment”

  9. Results • Supervisor Support, 4.5 mean score below normed average (5.5-6.0) • Goal Orientation & Efficiency mean score 6.67 (5.5.-6.0) • Work and Time Pressure 5.85 (4.0-5.0) • Organizational Control 5.08 (4.5-5.0) • Physical Comfort 5.08(4.5-5.0) • Clarity of Expectations 5.33 (5.5-6.0) • Innovative Environment 3.27 ( 4.0-5.0)

  10. Conclusions • Nurses Perceived a lack of supervisor support • Were unsure of their job roles • Felt that new ideas or techniques were not valued • High degree of task orientation & work pressure, rules, regulations, & management control were perceived as high • Physical work environment was satisfactory

  11. Retention Strategies • Improve supervisor support • Clarify expectations • Reduce organizational control • Reduce work and time pressure

  12. The End

More Related