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      Factors Influencing The Fluctuations of Nursing Staf

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      Clinical Social Work and Health Intervention

      Journal of Clinical Social Work and Health Intervention

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          Abstract

          This article focuses on the problems connected with fluctuation of nursing staff. Today, the fluctuation of health care staff is a widespread phenomenon. This was further accentuated after the Czech Republic joined the EU as nursing staff started to make greater use of the free movement of people in the labor market. They departed to other countries as well as to more attractive workplaces which were less demanding on their personal, family and work life. It is for this reason that attention is paid to this problem. The main objective was to find out which selected factors influence the fluctuation of nursing staff and which serious factors influence the fluctuation. The chosen survey respondents were nurses working in intensive care units and general wards.

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            What are the reasons for high turnover in nursing? A discussion of presumed causal factors and remedies.

            Problems with high turnover in nursing and of maintaining adequate numbers of nurses to supply clinical staffing requirements have a long history and have therefore attracted a commensurate literature with time. An overview and discussion of the situation internationally, with an emphasis on Organisation for Economic Co-operation and Development (OECD) countries and the UK, finds that job satisfaction is often a consistent underlying determinant interacting with workplace factors and personal reasons in complex ways. Effective and adaptive retention strategies are required to meet and mitigate the problem as reasons for it may vary over time. Solutions must be flexible and targeted to meet the individual circumstances identified. Copyright © 2012 Elsevier Ltd. All rights reserved.
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              Nursing churn and turnover in Australian hospitals: nurses perceptions and suggestions for supportive strategies

              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.
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                Author and article information

                Journal
                Clinical Social Work and Health Intervention
                cswhi
                Journal of Clinical Social Work and Health Intervention
                2222386X
                20769741
                July 30 2019
                June 28 2019
                July 30 2019
                June 28 2019
                : 10
                : 2
                : 110-118
                Article
                10.22359/cswhi_10_2_14
                © 2019

                This work is licensed under a Creative Commons Attribution-NonCommercial-ShareAlike 4.0 Unported License. To view a copy of this license, visit http://creativecommons.org/licenses/by/4.0/

                Psychology, Social & Behavioral Sciences

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