Nursing churn and turnover in Australian hospitals: Nurses perceptions and suggestions for supportive strategies

Angela J. Dawson; Helen Stasa; Michael A. Roche; Caroline S.E. Homer; Christine Duffield

doi:10.1186/1472-6955-13-11

Nursing churn and turnover in Australian hospitals: Nurses perceptions and suggestions for supportive strategies

Angela J. Dawson, Helen Stasa, Michael A. Roche, Caroline S.E. Homer, Christine Duffield

Research output: Contribution to journal › Article › peer-review

86 Citations (Scopus)

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Abstract

Background: This study aimed to reveal nurses' experiences and perceptions of turnover in Australian hospitals and identify strategies to improve retention, performance and job satisfaction. Nursing turnover is a serious issue that can compromise patient safety, increase health care costs and impact on staff morale. A qualitative design was used to analyze responses from 362 nurses collected from a national survey of nurses from medical and surgical nursing units across 3 Australian States/Territories.Method: A qualitative design was used to analyze responses from 362 nurses collected from a national survey of nurses from medical and surgical nursing units across 3 Australian States/Territories.Results: Key factors affecting nursing turnover were limited career opportunities; poor support; a lack of recognition; and negative staff attitudes. The nursing working environment is characterised by inappropriate skill-mix and inadequate patient-staff ratios; a lack of overseas qualified nurses with appropriate skills; low involvement in decision-making processes; and increased patient demands. These issues impacted upon heavy workloads and stress levels with nurses feeling undervalued and disempowered. Nurses described supportive strategies: improving performance appraisals, responsive preceptorship and flexible employment options.Conclusion: Nursing turnover is influenced by the experiences of nurses. Positive steps can be made towards improving workplace conditions and ensuring nurse retention. Improving performance management and work design are strategies that nurse managers could harness to reduce turnover.

Original language	English
Article number	11
Pages (from-to)	1-10
Number of pages	10
Journal	BMC Nursing
Volume	13
Issue number	1
DOIs	https://doi.org/10.1186/1472-6955-13-11
Publication status	Published - 8 Apr 2014
Externally published	Yes

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ArticleFinal published version, 408 KBLicence: CC BY

Cite this

@article{62fd1c64dee9460eb065eb6a4dbcbf2a,

title = "Nursing churn and turnover in Australian hospitals: Nurses perceptions and suggestions for supportive strategies",

abstract = "Background: This study aimed to reveal nurses' experiences and perceptions of turnover in Australian hospitals and identify strategies to improve retention, performance and job satisfaction. Nursing turnover is a serious issue that can compromise patient safety, increase health care costs and impact on staff morale. A qualitative design was used to analyze responses from 362 nurses collected from a national survey of nurses from medical and surgical nursing units across 3 Australian States/Territories.Method: A qualitative design was used to analyze responses from 362 nurses collected from a national survey of nurses from medical and surgical nursing units across 3 Australian States/Territories.Results: Key factors affecting nursing turnover were limited career opportunities; poor support; a lack of recognition; and negative staff attitudes. The nursing working environment is characterised by inappropriate skill-mix and inadequate patient-staff ratios; a lack of overseas qualified nurses with appropriate skills; low involvement in decision-making processes; and increased patient demands. These issues impacted upon heavy workloads and stress levels with nurses feeling undervalued and disempowered. Nurses described supportive strategies: improving performance appraisals, responsive preceptorship and flexible employment options.Conclusion: Nursing turnover is influenced by the experiences of nurses. Positive steps can be made towards improving workplace conditions and ensuring nurse retention. Improving performance management and work design are strategies that nurse managers could harness to reduce turnover.",

keywords = "Hospital personnel, Nursing staff, Personnel management, Turnover",

author = "Dawson, {Angela J.} and Helen Stasa and Roche, {Michael A.} and Homer, {Caroline S.E.} and Christine Duffield",

note = "Funding Information: This paper is part of an international project to examine the cost of nurse turnover and the impact of turnover on patient safety and nurse health and safety outcomes. Co-principal investigators are Dr. Linda O{\textquoteright}Brien-Pallas (University of Toronto, Canada) and Dr. Judith Shamian (Office of Nursing Policy, Health Canada). Team members represent five countries and include the following: Dr. James Buchan (Queen Margaret University College, Edinburgh, UK); Dr. Christine Duffield (University of Technology, Sydney, Australia); Dr. Nicola North (Ministry of Health, Wellington, New Zealand); Dr. Heather Laschinger (University of Western Ontario, London, Ontario, Canada); Dr. Patricia Stone (Columbia University, New York, NY, USA); and Dr. Pat Griffin (Health Canada, Ottawa, Canada). This project to date has been supported by Health Canada, the Ontario Ministry of Health and Long Term Care, the Ministry of Health New Zealand, the Ministry of Health New South Wales, the Department of Health Australian Capital Territory and the Department of Health Western Australia. In Australia this study was funded by those state and territory departments of health and an Australian Research Council Linkage grant (LP0774836).",

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day = "8",

doi = "10.1186/1472-6955-13-11",

language = "English",

volume = "13",

pages = "1--10",

journal = "BMC Nursing",

issn = "1472-6955",

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T2 - Nurses perceptions and suggestions for supportive strategies

AU - Dawson, Angela J.

AU - Stasa, Helen

AU - Roche, Michael A.

AU - Homer, Caroline S.E.

AU - Duffield, Christine

N1 - Funding Information: This paper is part of an international project to examine the cost of nurse turnover and the impact of turnover on patient safety and nurse health and safety outcomes. Co-principal investigators are Dr. Linda O’Brien-Pallas (University of Toronto, Canada) and Dr. Judith Shamian (Office of Nursing Policy, Health Canada). Team members represent five countries and include the following: Dr. James Buchan (Queen Margaret University College, Edinburgh, UK); Dr. Christine Duffield (University of Technology, Sydney, Australia); Dr. Nicola North (Ministry of Health, Wellington, New Zealand); Dr. Heather Laschinger (University of Western Ontario, London, Ontario, Canada); Dr. Patricia Stone (Columbia University, New York, NY, USA); and Dr. Pat Griffin (Health Canada, Ottawa, Canada). This project to date has been supported by Health Canada, the Ontario Ministry of Health and Long Term Care, the Ministry of Health New Zealand, the Ministry of Health New South Wales, the Department of Health Australian Capital Territory and the Department of Health Western Australia. In Australia this study was funded by those state and territory departments of health and an Australian Research Council Linkage grant (LP0774836).

PY - 2014/4/8

Y1 - 2014/4/8

N2 - Background: This study aimed to reveal nurses' experiences and perceptions of turnover in Australian hospitals and identify strategies to improve retention, performance and job satisfaction. Nursing turnover is a serious issue that can compromise patient safety, increase health care costs and impact on staff morale. A qualitative design was used to analyze responses from 362 nurses collected from a national survey of nurses from medical and surgical nursing units across 3 Australian States/Territories.Method: A qualitative design was used to analyze responses from 362 nurses collected from a national survey of nurses from medical and surgical nursing units across 3 Australian States/Territories.Results: Key factors affecting nursing turnover were limited career opportunities; poor support; a lack of recognition; and negative staff attitudes. The nursing working environment is characterised by inappropriate skill-mix and inadequate patient-staff ratios; a lack of overseas qualified nurses with appropriate skills; low involvement in decision-making processes; and increased patient demands. These issues impacted upon heavy workloads and stress levels with nurses feeling undervalued and disempowered. Nurses described supportive strategies: improving performance appraisals, responsive preceptorship and flexible employment options.Conclusion: Nursing turnover is influenced by the experiences of nurses. Positive steps can be made towards improving workplace conditions and ensuring nurse retention. Improving performance management and work design are strategies that nurse managers could harness to reduce turnover.

AB - Background: This study aimed to reveal nurses' experiences and perceptions of turnover in Australian hospitals and identify strategies to improve retention, performance and job satisfaction. Nursing turnover is a serious issue that can compromise patient safety, increase health care costs and impact on staff morale. A qualitative design was used to analyze responses from 362 nurses collected from a national survey of nurses from medical and surgical nursing units across 3 Australian States/Territories.Method: A qualitative design was used to analyze responses from 362 nurses collected from a national survey of nurses from medical and surgical nursing units across 3 Australian States/Territories.Results: Key factors affecting nursing turnover were limited career opportunities; poor support; a lack of recognition; and negative staff attitudes. The nursing working environment is characterised by inappropriate skill-mix and inadequate patient-staff ratios; a lack of overseas qualified nurses with appropriate skills; low involvement in decision-making processes; and increased patient demands. These issues impacted upon heavy workloads and stress levels with nurses feeling undervalued and disempowered. Nurses described supportive strategies: improving performance appraisals, responsive preceptorship and flexible employment options.Conclusion: Nursing turnover is influenced by the experiences of nurses. Positive steps can be made towards improving workplace conditions and ensuring nurse retention. Improving performance management and work design are strategies that nurse managers could harness to reduce turnover.

KW - Hospital personnel

KW - Nursing staff

KW - Personnel management

KW - Turnover

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Nursing churn and turnover in Australian hospitals: Nurses perceptions and suggestions for supportive strategies

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