Leadership and Management
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Selected Issue
This paper discusses the issue of nurse turnover.
How nurse turnover impacts the quality of care and patient safety
Nursing turnover is when nurses leave their profession for better jobs elsewhere. While this issue has been debated widely due to the associated adverse consequence, high nurse turnover is an increasing human resource issue affecting the healthcare sector worldwide. Similarly, Dewanto and Wardhani (2018) indicate that the rate of nurse turnover globally is significantly high and ranges from 15% to 44%. In the US, the supply and demand of registered nurses (RNs) have been estimated to increase annually. Nurse turnover impacts patient safety and quality of care.
For instance, a study by Park, Weaver, Mejia-Johnson, Vukas, and Zimmerman (2015) established that nurse turnover leads to increased mortality, infection rates, medication error, and low patient satisfaction. On the contrary, Park et al. (2015) found that demanding healthcare settings are not almost certainly characterized by turnover. Instead, overwhelmed nursing staff are somewhat satisfied with their work. The reality is that nurse turnover is also associated with low-quality care and reduced quality of care. Research by Cox, Willis, and Coustasse (2014) indicates that nursing turnover is related to low staffing levels. The authors also found that there were significant patient mortality, long hospital stay, and readmissions due to nursing shortages.
Leadership and Management
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References
Cox, P., Willis, K., & Coustasse, A. (2014). The American epidemic: The U.S. nursing shortage and turnover problem. Insights to a Changing World Journal, 2014(2), 54-71. Retrieved from http://franklinpublishing.net/insightstoachangingworld.html
Dewanto, A., & Wardhani, V. (2018). Nurse turnover and perceived causes and consequences: a preliminary study at private hospitals in Indonesia. BMC Nursing, 17(2), 52. https://doi.org/10.1186/s12912-018-0317-8
El-Jardali, F., Alameddine, M., Jamal, D., Dimassi,H., Dumit, N. Y., McEwen, M., . . . Murray, S. F. (2013). A national study on nurses’ retention in healthcare facilities in underserved areas in Lebanon. Human Resource Health, 11(1), 1-13. doi:10.1186/1478-4491-11-49
Hayes, B., Douglas, C., & Bonner, A. (2013). Work environment, job satisfaction, stress and burnout among haemodialysis nurses. Journal of Nursing Management, 23, 588–598. doi:10.1111/jonm.12184
Karami, A., Farokhzadian, J., & Foroughameri, G. (2017). Nurses’ professional competency and organizational commitment: Is it important for human resource management?. PloS One, 12(11), e0187863. doi: 10.1371/journal.pone.0187863
Kodama, Y., & Fukahori, H. (2017). Nurse managers’ attributes to promote change in their wards: A qualitative study. Nursing Open, 4(4), 209-217. doi: 10.1002/nop2.87
Mazurenko, O., Gupte, G., & Shan, G. (2015). Analyzing US nurse turnover: Are nurses leaving their jobs or the profession itself. Journal of Hospital Administration, 4(4), 48-56. http://dx.doi.org/10.5430/jha.v4n4p48
Morgan, D., & Somera, P. (2014). The future shortage of doctoral prepared nurses and the impact on the nursing shortage. Nursing Administration Quarterly, 38(1), 22-26. doi:10.1097/NAQ.0000000000000001
Nobahar, M. (2016). Competence of nurses in the intensive cardiac care unit. Electronic Physician, 8(5), 2395. doi: 10.19082/2395
Park, S. H., Weaver, L., Mejia-Johnson, L., Vukas, R., & Zimmerman, J. (2015). An integrative literature review of patient turnover in inpatient hospital settings. Western Journal of Nursing Research, 38, 629–655. doi:10.1177/0193945915616811
Van Bogaert, P., Wouters, K., Willems, R., Mondelaers, M., & Clarke, S. (2013). Work engagement supports nurse workforce stability and quality of care: nursing team‐level analysis in psychiatric hospitals. Journal of Psychiatric and Mental Health Nursing, 20, 679-686. doi:10.1111/jpm.12004
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