Title: Nurse Turnover: A Literature Review - An Update

Welcome to our comprehensive literature review on nurse turnover. In the ever-evolving landscape of
healthcare, understanding the factors contributing to nurse turnover is paramount. This literature
review provides an insightful update on the latest research and findings in this crucial area.

Navigating through the vast array of literature on nurse turnover can be a daunting task. With studies
scattered across numerous journals and databases, synthesizing the information into a coherent
narrative requires expertise and time. Yet, it is essential to grasp the nuances and complexities
surrounding nurse turnover to develop effective strategies for retention and organizational
improvement.

The process of writing a literature review on nurse turnover involves delving into various dimensions,
including organizational culture, job satisfaction, workload, burnout, leadership, and the impact on
patient care. Each of these factors interplays in intricate ways, influencing nurses' decisions to stay or
leave their positions.

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The process uses a nomogram, or table, to identify the desired number: Estimate the expected
proportion within the population that will have the measure of interest. Incentives for improving
human resource outcomes in health care: overview of reviews. Suppose your facility is consistently
scrambling to fill LPN shifts with bonuses, overtime, and agency staff while you’re hiring for a full-
time RN position. Future nursing workforce projections Starting the discussion. After considerable
discussion, the group decides to measure whether a mammogram was completed or recommended
within the last 24 months. Design: A comprehensive search of the recent literature related to nursing
turnover was. Hospitals or other organizations using this publication as a part of their own
orientation processes should review the contents of this publication to ensure accuracy and
compliance before using this publication. Gratitude can be as simple as a “nurse of the month”
bulletin board, shout-outs at staff meetings, or small gift cards to the nearby Starbucks. The number
of included primary studies in each review ranged from five to forty-seven Table ( 3 ). Methodology
in conducting a systematic review of systematic reviews of healthcare interventions. Besides
following the steps above, recognizing burnout and signs of pending turnover are essential to quick
intervention. To browse Academia.edu and the wider internet faster and more securely, please take a
few seconds to upgrade your browser. As an overview (systematic review of systematic reviews) we
have also relied upon the review authors’ reporting and interpretation of the primary studies and have
made some assumptions about quality based on descriptions of research design if critical appraisal of
each primary study was not clearly described in the reviews. Much of the research to date has
focused on turnover determinants, and recent studies have provided cost estimations at the
organizational level. Agreement as to the measures and terminology to be used together with well-
designed, funded primary research to provide robust evidence for nurse and human resource
managers to base their nurse retention strategies on is urgently required. Bentham Open provides
researchers a platform to rapidly publish their research in a good-quality peer-reviewed journal. Other
factors including perceived manager power, supervisor support, empowerment, involving them in
decision making, and promotion of group cohesion all showed a significant positive correlation
affecting the staff nurses intent to stay. Results: From about 330 citations or abstracts that were
initially scanned for content. This technology specializes in pinpointing the weakest points in your
current staffing plan and flags harmful patterns so you can stop them before they escalate. Any
review that scored eight or higher was considered at low risk of bias, between five and seven at
moderate risk of bias and four or less at high risk of bias. Any discrepancies between the two
reviewers were resolved in discussion with the third reviewer (MH). While nurses may enjoy more
days off in their workweek than their 9-5 counterparts, these long hours are physically and mentally
exhausting. Disagreements were resolved by peer discussion and a third view from the project lead
(VMD) if required. In addition Tables ( 3 and 4 ) split the presentation of the supporting detail of
these reviews by the type of interventions reviewed. This publication in no way absolves facilities of
their responsibility for the appropriate orientation of healthcare professionals. Many nurses who cite
bullying or incivility in the workplace often claim they are leaving the job due to their preceptors. In
addition there are questions as to the effective (including judgements of cost) mechanisms for
developing, maintaining and enacting these nurse leadership styles as judged by the primary outcome
(rates of nurse turnover) and secondary outcomes such as described above. On the other hand,
employees approach their work with enthusiasm when their managers celebrate and cultivate their
strengths. The directory informs readers and consumers of nursing literature about the credibility of
literature sources used to guide practice, research, policy and education. Employee morale for both
new and experienced nurses suffer due to the increase in expectations and workload (4).
During (and after) onboarding, organizations must communicate that each nurse is valued and has a
promising career path. Relevant and timely articles are made available in a fraction of the time taken
by more conventional publishers. We suggest that nurses and research funders should develop and
test the interventions that were shown to be effective in observational or quasi-experimental studies
in controlled studies, powered to allow for interrelated concepts on causal pathways to turnover,
particularly with groups other than new graduate nurses, and designed with consistent primary and
secondary outcome measures. N urses who experience this behavior tend to pass it on as a rite of
passage, leading to the perpetuation of nurses’ culture “ e ating their youn g “ (3). These authors
comprehensively described the literature sources used but did not report the keywords or search
strategy. Soon after, she let the rest of my colleagues know that she would be retiring because the job
had become dangerous now that so many new nurses were joining our unit. We have accepted
review authors’ descriptions of heterogeneity as limiting opportunities for meta analysis without
carrying out any formal analysis to consider whether the diversity has implications for the
interpretation of findings. A partnership between nursing education and practice: using an
empowerment model to retain new nurses. Preceptorship - one-to-one guidance through clinical
experience - was a component of the majority, alongside a range of programme components (for
example, classroom learning or group discussion) and support systems (for example, the programme
director or clinical educator). Additional surveys sho wcase bullying and incivility against new
nurses, which is a problem that has been documented for over 30 years and is still active today.
Retention was highest when multiple interventions were used. My preceptor very quickly informed
me that I was bothering patients by being too attentive. Identify the patient population. Ch.5 Theory,
Research, and Evidence-Based Practice PrepU To determine which records to literature, you need to
define the population you want to assess. Methodological quality of systematic reviews in
subfertility: a comparison of two different approaches. The symptoms of burnout are noticeable in
this at-risk population who may begin. The aim of the overview was to identify high quality evidence
of the determinants and consequences of turnover in adult nursing. This measure attempts to assess
compliance with clinical guidelines. These free-to-view online journals cover all major disciplines of
science, medicine, technology and social sciences. If the situation persists, g et your manager
involved. With the combination of continuous training and increased workload demands, patient
satisfaction and community trust in the organization begins to erode (6 ). Retrieved from incivility,
bullying and workplace violence. Design: A comprehensive search of the recent literature related to
nursing turnover was. Conclusion: It can be concluded that factors affecting turnover intention of
nurse most commonly researched were work related stress on the organizational policy factors.
Leadership practices and staff nurses’ intent to stay: a systematic review. When I first became a
nurse, I, too, experienced anxiety. Among new nurses, 73% reported experienc ing incivility or bull
ying in their first month in practice (2). Other factors including perceived manager power, supervisor
support, empowerment, involving them in decision making, and promotion of group cohesion all
showed a significant positive correlation affecting the staff nurses intent to stay. AI software
identifies recurring staffing needs and suggests cost-effective long-term staffing solutions to combat
short staffing and unnecessary overspending and achieve safe staffing. Few things will send nurses
packing faster than feeling unsupported and overwhelmed in a new work setting. That is, healthcare
leaders who want to retain the best nurses must start delivering what nurses want in a job and
workplace.
In order to deliver quality patient care, i mprove health outcomes, and increase workplace
satisfaction we need nurses. A management style by nurse managers that pays attention to a positive
work environment and the nurse as an individual within that is also supported by the literature.
However, no detail was given about the nature of the interventions and variation in the reliability and
validity of the measurement tools used was highlighted. The aim of the overview was to identify
high quality evidence of the determinants and consequences of turnover in adult nursing. In keeping
with the HEDIS conduct cancer screening measure that your group nursing to follow, your patient
population will be women age 40 to Because you'll be looking for review of a mammogram in the
past 24 months, the literature age limit for the sample nursing be Only those patients with at least
three visits in the last two years and one in the last 13 months will be included. While this is
disappointing, the ongoing problems with retention and shortages of nurses in many countries mean
that more research attention is required to build on the work reported here. Table 8 Occupations with
the largest projected number of job openings due to growth and replacement needs, 2012 and
projected 2022. We have accepted review authors’ descriptions of heterogeneity as limiting
opportunities for meta analysis without carrying out any formal analysis to consider whether the
diversity has implications for the interpretation of findings. Using the process outlined belowyour
group determines that its sample should total 81 charts. N ew graduate nurses leaving the field can
lead to poor quality outcomes, a reduction in staff satisfaction and is a further determinant and
contributor to the nursing shortage. Conducting A Literature Review, Part 1 You decide to exclude
women who have had bilateral mastectomies or are terminally ill. Privacy Policy. Cookie Policy.
Linking and Reprinting Policy. The Student understands and agrees that NCC shall not be held liable
for any acts, errors, advice or omissions provided by the Student based on knowledge or advice
acquired by NCC. Increasing retention of new graduate nurses: a systematic review of interventions
by healthcare organizations. To browse Academia.edu and the wider internet faster and more
securely, please take a few seconds to upgrade your browser. This lack of knowledge can lead to
intolerance or ridicule by the better-prepared nurse and possible disciplinary action for the up-and-
coming nurse. It is their job to know and offer additional supportive resources to their employees.
Bentham Open ensures speedy peer review process and accepted papers are published within 2
weeks of final acceptance. If you have a benchmark from literature or prior studies, use it. Nurses
are leaving their positions in droves, and healthcare facilities are frantically trying to fill the void.
Gratitude can be as simple as a “nurse of the month” bulletin board, shout-outs at staff meetings, or
small gift cards to the nearby Starbucks. Nurse residency programs: Redesigning the transition into
practice. I hear it gets better, but now I’m questioning if I should’ve ever become a nurse. If the
sample is too small, the random variability will be too large, and the results will be limited in their
applicability. Learning opportunities are rarely cultivated in an emotional environment. Dropstat’s
research shows that nurses overwhelmingly value predictability and control of their schedules more
than the perks of bonuses and overtime as an incentive to pick up extra shifts. Their primary goal in
maintaining this list is to help nurse authors find suitable and reputable journals in which to publish
their work. Mind the gap: the policy response to the NHS nursing shortage. Retrieved from The
Healthcare and Administration Blog.