Factors influencing retention among hospital nurses: systematic review

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Abstract

Background:

Recruitment and retention of nursing staff is the biggest workforce challenge faced by healthcare institutions. Across the UK, there are currently around 50 000 nursing vacancies, and the number of people leaving the Nursing and Midwifery Council register is increasing.

Objective:

This review comprehensively compiled an update on factors affecting retention among hospital nursing staff.

Methods:

Five online databases; EMBASE, MEDLINE, SCOPUS, CINAHL and NICE Evidence were searched for relevant primary studies published until 31 December 2018 on retention among nurses in hospitals.

Results:

Forty-seven studies met the inclusion criteria. Nine domains influencing staff turnover were found: nursing leadership and management, education and career advancement, organisational (work) environment, staffing levels, professional issues, support at work, personal influences, demographic influences, and financial remuneration.

Conclusion:

Identified turnover factors are long-standing. To mitigate the impact of these factors, evaluation of current workforce strategies should be high priority.

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Most cited references 32

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Preferred reporting items for systematic review and meta-analysis protocols (PRISMA-P) 2015 statement

David Moher, Larissa Shamseer, Mike Clarke … (2017)

Systematic reviews should build on a protocol that describes the rationale, hypothesis, and planned methods of the review; few reviews report whether a protocol exists. Detailed, well-described protocols can facilitate the understanding and appraisal of the review methods, as well as the detection of modifications to methods and selective reporting in completed reviews. We describe the development of a reporting guideline, the Preferred Reporting Items for Systematic reviews and Meta-Analyses for Protocols 2015 (PRISMA-P 2015). PRISMA-P consists of a 17-item checklist intended to facilitate the preparation and reporting of a robust protocol for the systematic review. Funders and those commissioning reviews might consider mandating the use of the checklist to facilitate the submission of relevant protocol information in funding applications. Similarly, peer reviewers and editors can use the guidance to gauge the completeness and transparency of a systematic review protocol submitted for publication in a journal or other medium.

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Workplace empowerment, incivility, and burnout: impact on staff nurse recruitment and retention outcomes.

Heather Laschinger, Michael Leiter, Emily A. Day … (2009)

The aim of this study was to examine the influence of empowering work conditions and workplace incivility on nurses' experiences of burnout and important nurse retention factors identified in the literature. A major cause of turnover among nurses is related to unsatisfying workplaces. Recently, there have been numerous anecdotal reports of uncivil behaviour in health care settings. We examined the impact of workplace empowerment, supervisor and coworker incivility, and burnout on three employee retention outcomes: job satisfaction, organizational commitment, and turnover intentions in a sample of 612 Canadian staff nurses. Hierarchical multiple linear regression analyses revealed that empowerment, workplace incivility, and burnout explained significant variance in all three retention factors: job satisfaction (R(2) = 0.46), organizational commitment (R(2) = 0.29) and turnover intentions (R(2) = 0.28). Empowerment, supervisor incivility, and cynicism most strongly predicted job dissatisfaction and low commitment (P < 0.001), whereas emotional exhaustion, cynicism, and supervisor incivility most strongly predicted turnover intentions. In our study, nurses' perceptions of empowerment, supervisor incivility, and cynicism were strongly related to job satisfaction, organizational commitment, and turnover intentions. Managerial strategies that empower nurses for professional practice may be helpful in preventing workplace incivility, and ultimately, burnout.

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A literature review of nursing turnover costs.

Jeffrey B. Jones, Yin Li (2013)

To report the findings of a literature review of studies examining nursing staff turnover costs published between 1990 and 2010. Nurse turnover is a global concern that is both costly for health-care organizations and, in the context of the work environment, affects quality and safety. We reviewed past literature and describe the conceptualization of nurse turnover, evaluate the methodologies and calculation of costs, identify the reported range of turnover costs and provide suggestions for future study. We report inconsistencies in past studies in terms of the conceptualization and measurement of nurse turnover and turnover rates, the methodologies for gathering data and the data sources used, the approaches for calculating turnover costs and the resulting nursing staff turnover costs estimated. Past studies reached different conclusions about nurse turnover. We still need to explore the actual costs and benefits of nurse turnover and retention. This study should be helpful for nurse executives as they build a business case to address nurse turnover in their organizations, and for policy-makers as they develop policies about turnover. © 2012 Blackwell Publishing Ltd.

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Author and article information

Journal

Title: British Journal of Nursing

Abbreviated Title: Br J Nurs

Publisher: Mark Allen Group

ISSN (Print): 0966-0461

ISSN (Electronic): 2052-2819

Publication date Created: March 11 2021

Publication date (Print): March 11 2021

Volume: 30

Issue: 5

Pages: 302-308

Affiliations

[1 ]Clinical Academic Lead Nursing Research, Nottingham Children's Hospital and Neonatology, Nottingham University Hospitals NHS Trust

[2 ]Practice Development Lead for Wider Workforce, Institute for Nursing and Midwifery Care Excellence, Nottingham University Hospitals NHS Trust

[3 ]Health Education England East Midland Professional Fellow—Career Development and Retention, Nottinghamshire Nursing and Midwifery Cabinet, Institute of Nursing and Midwifery Care Excellence, Nottingham University Hospitals NHS Trust

[4 ]Practice Development Lead for Recruitment and Retention, Institute for Nursing and Midwifery Care Excellence, Nottingham University Hospitals NHS Trust

[5 ]Lecturer in Anaesthesia Department, University of Zawia, Libya

Article

DOI: 10.12968/bjon.2021.30.5.302

PubMed ID: 33733849

SO-VID: 91ea70c8-0d2d-4661-95c9-bf84ed60f7be

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Factors influencing retention among hospital nurses: systematic review

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Special Issue: Colleges as Anchor Institutions in their Local Community

Most cited references 32

Preferred reporting items for systematic review and meta-analysis protocols (PRISMA-P) 2015 statement

Workplace empowerment, incivility, and burnout: impact on staff nurse recruitment and retention outcomes.

A literature review of nursing turnover costs.

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Cited by 19

Most referenced authors 588