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


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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

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

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NURS 236A Nursing ShortageInterview 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

  • 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


Factors Influence Retention

  • Job satisfaction

  • Supervisor Support

  • Work Environment

  • Personal Factors


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


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


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


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


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”


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)


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


Retention Strategies

  • Improve supervisor support

  • Clarify expectations

  • Reduce organizational control

  • Reduce work and time pressure


The End


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