The implications of staff 'churn' for nurse managers, staff, and patients

Christine Duffield, Michael Roche, Linda O'brien-Pallas, Christine Catling-Paull

Research output: Contribution to journalArticlepeer-review

42 Citations (Scopus)


▶ In this article, the term "churn" is used not only because of the degree of change to staffing, but also because some of the reasons for staff movement are not classified as voluntary turnover. ▶ The difficulties for the nurse managing a unit with the degree of "churn" should not be under-estimated. ▶ Changes to skill mix and the proportions of full-time, agency, and temporary staff present challenges in providing clinical leadership, scheduling staff, performance management, and supervision. ▶ Perhaps more importantly, it is likely that there is an impact on the continuity of care provided in the absence of continuity of staffing. ▶ A greater understanding of the human and financial costs and consequences, and a willingness to change established practices at the institutional and ward level, are needed.

Original languageEnglish
Pages (from-to)103-110
Number of pages8
JournalNursing Economics
Issue number2
Publication statusPublished - Mar 2009
Externally publishedYes


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