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Impact of nursing shortage on the profession
Turnover in nursing introduction
Impact of nursing shortage on the profession
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2. Introduction
Nurses are the largest group of health care providers and professionals in the health system worldwide; they play a significant role in determining the quality and cost of health care in Saudi Arabia. Nursing shortages and high turnover have become a widespread issue, and the problem is of great concern to many countries around the world because of its effect upon the efficiency and productivity of health care systems (Al-Aameri, 2000).
Job satisfaction is important for nurses in Saudi Arabia, most of whom come from different nations such as India, the Philippines and Pakistan. To maintain a stable work force and enhance the quality of care, it is important for health care managers of public health care organizations to identify the level of job satisfaction among nurses. It is also vital to measure dissatisfaction, since a lack of job satisfaction in the nursing profession may cause an increase in the turnover and shortage of staff. Furthermore, the relationship between job satisfaction and turnover has been found in much of the nursing research, which indicates that increasing job satisfaction decreases the rate of turnover (Coomber & Louise Barriball, 2007).
The aim of this project and literature review is to identify the relationship between nursing job satisfaction and turnover for nurses in general, and to consider many aspects of nursing job satisfaction and turnover, specifically in Saudi Arabia. The project will include the definitions of job satisfaction and turnover, the history of nursing in Saudi Arabia and the factors affecting nursing job satisfaction in Saudi Arabia. Moreover, this project will examine the social, cultural and educational factors which have affected the shortage of nur...
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... three public and two private hospitals. The response rate of this study was 79.6% out of 438. The findings of Mrayyan’s study showed that nurses reported that they were moderately satisfied with their jobs and had a neutral opinion about their retention. Nurses who worked in public hospitals reported lower levels of job satisfaction, and less of them had the intention to stay at their jobs than nurses in private hospitals. Al-Momani (2008) identified improved nurse retention in Jordanian public hospitals. The response rate was 92% out of 120. The conclusion of this study revealed ten key factors that influenced the respondents’ intention to leave their positions: salary, workload, autonomy in decision-making, caring environment, motivation system, job description, nurses’ welfare, growth opportunities, perception of fair leadership, and recognition for work done.
Employee job satisfaction is also an issue faced by Coastal Medical Center’s staff. It is important the employees enjoy their job so that performance will be efficient and of higher quality. When employees are satisfied and happy with their job, performance improves and it becomes apparent to the patients. It was also mentioned that the staff does not have a chance to be heard b...
middle of paper ... ... qualified nurses diminishes. Based on this study, administrators should recruit nurses who understand that health care is at its best when health care professionals work collaboratively as members of a team, committed to providing the best possible patient care. References Aiken, L.H., Clarke, S.P, Sloane, D.M., Sochalski, J., & Silber, J.H. (2000). Hospital nurse staffing and patient mortality, nurse burnout, and job dissatisfaction.
Recent literature reports that there is a nursing shortage and it is continually increasing. Data released by the American Association of Colleges of Nursing (2011) projects that the shortage, would increase to 260,000 by the year 2025. AACN (2011) also reported that 13% of newly registered nurses changed jobs and 37% were ready to change within a year. A study conducted reports that there is a correlation between higher nursing workloads and nurse burnout, retention rates, job dissatisfaction and adverse patient outcomes (Vahey & Aiken, 2004). Among the nurses surveyed in the study, over 40% stated that they were suffering from burnout while 1 in 5 nurses intended
There are several factors that are considered the causes of the nursing shortage. Literature suggests that the shortage is linked to factors related to current population trends and the nature of the health care e...
In most aspects of life the saying “less is always more” may ring true; however when it comes to providing quality care to patients, less only creates problems which can lead to a decrease in patient’s quality of life as well as nurse’s satisfaction with their jobs. The massive shortage of nurses throughout the United States has gotten attention from some of the most prestigious schools, news media and political leaders. Nurses are being burnt out from their jobs, they are being overworked and overlooked. New nurses are not being properly trained, and old nurses are on their way to retirement. All the while the rate of patient admissions is on the rise. Nurses are reporting lower satisfaction in their job positions and hospital retention rates are at an all-time low, conversely this is affecting all patients’ quality of care. As stated in the article Addressing The Nurse Shortage To Improve The Quality Of Patient Care “According to an Institute of Medicine report, Nurses are the largest group of health care professionals providing direct patient care in hospitals, and the quality of care for hospital patients is strongly linked to the performance of nursing staff”.
The purpose of this article was to “examine and clarify the concepts of nurses’ happiness (NH)” (San, 2015, p. 56), while understanding the different uses and conditions that foster it (San, 2015). Personal factors and professional attributes were evaluated in this analysis. Happiness can be very subjective, personal factors including age, marital status, culture, and gender were considered (San, 2015). Nurses’ decision making, work experience, and leadership behaviors were professional attributes listed in the
However, upon securing a job, they find that things on the ground are not as they had expected them to be and this results in some of them deciding to leave the profession early. Research shows that turnovers within the nursing fraternity target person below the age of 30 (Erickson & Grove, 2011). The high turnover within the nursing fraternity results in a massive nurse shortage. This means that the nurses who decide to stay have to work for many hours resulting in exhaustion. A significant percent of nurses quitting their job sites exhaustion and discouragement as the reason that contributed to their decision. In one of the studies conducted on the issue of nurse turnover, 50% of the nurses leaving the profession argued that they felt saddened and discouraged by what they were unable to do for their patients (Erickson & Grove, 2011). When a nurse witness his/her patients suffering but cannot do anything because of the prevailing conditions he/she feels as if he/she is not realizing the reason that prompted him/her to join the nursing profession. The higher rate of nursing turnover is also affecting the quality of care nurses provide to
Since the 1990’s, the interest in nursing and the profession as a whole has decreased dramatically and is still expected to do so over the next 10-15 years according to some researchers. With this nursing shortage, many factors are affected. Organizations have to face challenges of low staffing, higher costs for resources, recruiting and reserving of registered nurses, among liability issues as well. Some of the main issues arising from this nurse shortage are the impact of quality and continuity of care, organizational costs, the effect it has on nursing staff, and etc. However, this not only affects an organization and community, but affects the nurses the same. Nurses are becoming overwhelmed and are questioning the quality of care that each patient deserves. This shortage is not an issue that is to be taken lightly. The repercussions that are faced by both nurses and the organization are critical. Therefore, state funding should be implemented to private hospitals in order to resolve the shortage of nurses. State funds will therefore, relieve the overwhelming burdens on the staff, provide a safe and stress free environment for the patient, and allow appropriate funds needed to keep the facility and organization operational.
One of the problems that faces most health care facilities are being able to recruit and retain their nurses. Nursing shortage and turnover are a complex issue that is affecting healthcare delivery. Nurses form the majority in healthcare and mostly direct caregivers, its deficit poses a dangerous effect on the care of the sick and the disabled. Curbing the nursing shortage and turnover is important for facilities to hire and train their leaders and managers. A good leader or manager should be creative, effective, committed, initiative, motivated, and can handle stress (Huber,
In addition to concerns about the adequacy of the supply of nurses the financial impact of high turnover was startling. According to Jones (2005) Using the updated Nursing Turnover Cost Calculation Methodology, the per RN true cost of nurse turnover is calculated to be 1.2–1.3 times the RN annual salary. That estimate is derived from a retrospective, descriptive study of external RN turnover cost data at an acute care hospital with over 600 beds. The findings indicate that the three highest cost categories were vacancy, orientation and training and newly hired RN productivity. (as cited in Kooker & Kamikawa, C. 2011). For example, At the Queen’s Medical Center, the annual salary of an experienced RN is currently $91,520. Therefore, using the
As the forthcoming nursing shortage threatens the United States, organizations must be knowledgeable in the recruitment and retention of nurses. The challenge facing health care organizations will be to retain sufficient numbers of nurses to provide safe, efficient, quality care to patients. Organizations will look to recruit and attract quality nurses to fill vacancies. As turnover in nursing is a recurring problem, health care organizations will look for strategies to reduce turnover. The rate of turnover for bedside nurses in 2013 ranged from 4.4 to 44.6% (American Nurses Association, 2013). Nurse retention focuses on keeping nurses in the organization and preventing turnover. The purpose of this paper is to discuss the significance of recruitment and retention of nurses, review the literature, and explore how recruitment and retention apply to nursing.
A myriad of challenges are faced in healthcare today. From over-crowding and long waiting lists to staff shortages which have knock on effects resulting in inadequate skills mix and unacceptable nurse-patient ratios. An aging population, high birth rates and an increase in chronic diseases also puts pressure on the healthcare system. The nursing role has had to evolve in response to changing societal needs and the challenges in the healthcare system today. (McCurry et al. 2009). This can bring additional challenges to nurses’ professional identity. ??
Job satisfaction is linked to other positive attributes in the work environment. Many studies conducted prove to show that job satisfaction plays a pertinent role in the outcomes of recruitment and retention in nurse educator shortages (Brittner & O'connor, 2012). Proving that refining job satisfaction will ultimately influence nurse educator retention and attract more educators in the midst of a financial crisis shows that it can discourage this negative perception of a failing nursing structure in
“The Global Nursing Shortage: An Overview of Issues and Actions” mentions how the global shortage of nurses is impacting the healthcare system around the world and what the International Council of Nurses (ICN) is doing to find a solution. The ICN was found in 1899 and is the world’s largest and first organization for health professionals (Oulton, 2006). Their goal is to ensure proper nursing care is given to all, logical health policies are in place globally, the development of nursing knowledge, and the presence of a respected and competent workforce. The ICN’s solution to the nursing shortage is organized into five policy interventions: macroeconomics and health sector funding, workforce planning and policy (including regulation), positive practice environments,
To briefly summarize, the report acts to identify nurses as an important faction in enabling access to high quality, affordable health care. This was supported by the development of four fundamental recommend...