Hospital wards must be staffed 24 hours a day by a limited number of nurses. With a well documented shortage of nurses in many countries, effective rostering of nurse shifts is crucial. Recent research on nurse rostering has focused on creating flexible rosters that are attractive to nurses, with the joint aims of improving the quality of care and increasing staff retention. To achieve this, so...

OBJECTIVE The effects of a nursing labor management partnership (NLMP) on nurse turnover and nurse satisfaction were examined. BACKGROUND Job satisfaction and retention are among the factors related to the nursing shortage. The NLMP was a specific intervention where nursing leaders, both nonbargaining and bargaining, worked collaboratively to improve patient care and outcomes. METHODS The s...

Enhancing involvement in organizational decisions is one strategy to improve the work environment of registered nurses and to increase their recruitment and retention. Little is known about the type of decision making and the level of involvement nurses desire. This was a descriptive study exploring staff nurse and nurse manager ratings of actual and preferred decisional involvement and differe...

OBJECTIVE To examine the effects of nurse staffing and organizational support for nursing care on nurses' dissatisfaction with their jobs, nurse burnout, and nurse reports of quality of patient care in an international sample of hospitals. DESIGN Multisite cross-sectional survey SETTING Adult acute-care hospitals in the U.S. (Pennsylvania), Canada (Ontario and British Columbia), England and...

Nurse-to-nurse hostility (NNH) is an emotional challenge within a group and has a negative impact on performance, nurse satisfaction/retention, health, and patient safety. The purpose of this study was to explore confrontational anxiety scores (CAS) of acute care nurses, including perianesthesia nurses, resulting from NNH by asking: In combined groups, will high levels of individual emotional i...

BACKGROUND The theory of planned behaviour states that attitudinal variables (e.g. job satisfaction) only have an indirect effect on retention whereas intentions have a direct effect. This study uses secondary data from a longitudinal cohort of newly qualified nurses to test for the direct and indirect effects of job satisfaction (client care, staffing, development, relationships, education, wo...

In the midst of a nursing faculty shortage, recruitment and retention of new faculty are of utmost importance if the country is to educate and graduate a sufficient number of nurses to fill the health care demands. The pressure of horizontal hostility combined with lack of support, guidance, and knowledge about the educational system makes the novice nurse faculty members vulnerable to burnout ...

AIM The purpose of this project was to address factors contributing to the nurse faculty shortage. BACKGROUND There is a demonstrated need to sustain and stabilize faculty currently in the workforce to avoid exacerbating the current and future faculty shortage in nursing. Recommendations of previous studies focus on strategies for recruitment, retention, and ongoing faculty development. MET...

Retaining subjects from disadvantaged populations in long-term studies is necessary to obtain high-quality data. This article presents cumulative retention rates from a 5-year prospective cohort study, the Pediatric Pulmonary and Cardiovascular Complications of Vertically Transmitted HIV Infection study. It also presents results of a cross-sectional qualitative survey about factors that induced...