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Retention Strategies (retention + strategy)
Selected AbstractsRegistered nurse empowerment and intent to leave current position and/or professionJOURNAL OF NURSING MANAGEMENT, Issue 3 2009JOYCE ZURMEHLY PhD Aim, This study explored the relationship between Registered Nurses' (RN) empowerment and intent to leave their current position and/or profession. Background, While there is documentation of the relationship between job satisfaction and retention, little is known about the relationship between empowerment and intent to leave either the current position and/or profession. Methods, A web-based survey was conducted in which 1355 respondents completed measures of personal demographics, empowerment, intent to leave their current position and the profession. Results, Relationships were found between empowerment and intent to leave the current position (F = 80.08, P < 0.001) and intent to leave the profession (F = 75.99, P < 0.001). Implications for nursing management, The results of this study contribute to the limited body of knowledge in this area. It is suggested that nursing leaders utilize empowerment and intent to leave the position and/or profession as new concepts to measure future retention within the nursing workforce. Conclusion, Retention strategies need to focus on strategies for nurse empowerment. [source] GETTING THE BALANCE RIGHT?AUSTRALIAN JOURNAL OF RURAL HEALTH, Issue 4 2003GPS WHO CHOSE TO STAY IN RURAL PRACTICE ABSTRACT Background: Despite major challenges to the retention of rural GPs in Australia, little is known about why some rural GPs stay long-term within their communities. Method: A group of rural GPs interviewed as part of another study about 10 years ago were re-interviewed to explore their attitudes to their reasons for staying. Results: Eighteen of the original group of 23 could be contacted and 13 were interviewed. Factors that appeared to promote staying in rural practice were: strong attachment to the community; and practice arrangements that allow for adequate time off-call and for holidays. However, several GPs were stressed and some had considered leaving. The stressors were similar to those identified in earlier research, including overwork and having to send children to boarding school. Conclusion: Personal and professional support arrangements within the community appear to be associated with decisions by rural GPs to remain in practice for substantial periods of time. Retention strategies should focus on facilitation of local integration. [source] Technology and innovation in the psychosocial treatment of methamphetamine use, risk and dependenceDRUG AND ALCOHOL REVIEW, Issue 3 2008FRANCES J. KAY-LAMBKIN Abstract Issues. The dramatic increase in methamphetamine use has led to the urgent need for high-quality, effective treatments and management strategies for methamphetamine use problems to be developed and disseminated. Although some evidence exists for the use of psychological, pharmacological and other approaches to treatment for problematic methamphetamine use, other evidence suggests that many methamphetamine users do not access these treatment options due to a range of individual and service-level barriers. Approach. A review of available research literature was undertaken to identify treatment strategies for methamphetamine users, which overcome the problems associated with treatment access for this important target group and involve technological and other innovative approaches. Key Findings. Several approaches to addressing problematic methamphetamine use have been suggested, including assertive engagement strategies, flexibility in the provision of treatment and retention strategies and use of a multi-focused intervention package, such as stepped care, perhaps including new technologies as alternatives or supplements to face-to-face-delivered treatments. No research currently exists to examine the possible benefit of these strategies for people with methamphetamine use problems. Implications. The use of stepped-care intervention packages has the potential to address many of the current challenges faced by both clinicians and clients in treating methamphetamine use problems. Conclusions. Although promising, these approaches require further attention and research effort, particularly among the specific group of methamphetamine users. [source] Globalisation and outsourcing: confronting new human resource challenges in India's business process outsourcing industryINDUSTRIAL RELATIONS JOURNAL, Issue 2 2010Sarosh Kuruvilla ABSTRACT In this article, we argue that the rapid growth of the outsourcing industry has resulted in both high turnover and labour shortages and at the same time provided employment opportunities to a new group of employees: young upwardly mobile college graduates. We argue that this particular demographic profile is prone to high turnover and presents new managerial challenges. We then examine the variety of recruitment and retention strategies that companies in the business process outsourcing industry are experimenting with and show that many novel HR strategies are being crafted to address the needs of this young middle-class workforce. We also examine macro efforts by state and central governments and the industry association to help resolve some of these problems. [source] Retaining the mental health nursing workforce: Early indicators of retention and attritionINTERNATIONAL JOURNAL OF MENTAL HEALTH NURSING, Issue 4 2005Sarah Robinson ABSTRACT:, In the UK, strategies to improve retention of the mental health workforce feature prominently in health policy. This paper reports on a longitudinal national study into the careers of mental health nurses in the UK. The findings reveal little attrition during the first 6 months after qualification. Investigation of career experiences showed that the main sources of job satisfaction were caregiving opportunities and supportive working relationships. The main sources of dissatisfaction were pay in relation to responsibility, paperwork, continuing education opportunities, and career guidance. Participants were asked whether they predicted being in nursing in the future. Gender and ethnicity were related to likelihood to remain in nursing in 5 years time. Age, having children, educational background, ethnic background, and time in first job were associated with likelihood of remaining in nursing at 10 years. Associations between elements of job satisfaction (quality of clinical supervision, ratio of qualified to unqualified staff, support from immediate line manager, and paperwork) and anticipated retention are complex and there are likely to be interaction effects because of the complexity of the issues. Sustaining positive experiences, remedying sources of dissatisfaction, and supporting diplomates from all backgrounds should be central to the development of retention strategies. [source] Intention to 'leave' or 'stay' in nursingJOURNAL OF NURSING MANAGEMENT, Issue 3 2007GERALDINE McCARTHY PhD Background, Turnover in nursing and midwifery has recently become a problem in the Republic of Ireland and Irish health-care managers are constantly challenged to retain qualified nurses. The literature suggests that intention to stay or leave employment is the final step in the decision-making process. It is, therefore, reasonable to suggest that understanding ,intent to stay or leave' might facilitate nurse managers in introducing of appropriate retention strategies. Aim, The aim of this study was to investigate registered nurses ,intent to stay or leave' employment. Methods, A cross-sectional quantitative design was utilized. A questionnaire was designed and these were randomly distributed to 352 registered nurses at 10 hospital sites throughout the Republic of Ireland. Results, Almost 60% of the sample, comprising of young, female, college educated nurses, expressed an intent to leave their current post. The most statistically significant predictors of intent to leave were ,kinship responsibilities' (P < 0.05) and ,job satisfaction' (P < 0.0001). Conclusion, ,Intent to leave' has serious implications for workforce planning. Investigating the impact of focussed interventions in relation to job satisfaction and kinship responsibilities may be key retention strategies for nurse managers. [source] Locally targeted initiatives to recruit and retain nurses in EnglandJOURNAL OF NURSING MANAGEMENT, Issue 4 2006DINAH GOULD BSc MPhil PhD RGN RNT Aim, The aim of this study is to provide a detailed account of the locally targeted strategies to improve staffing levels by senior nurses responsible for recruitment and retention in acute trusts in the National Health Service in England. Background, There is a shortfall in nursing numbers throughout England. Some trusts have employed senior nurses with a specific remit to improve recruitment and retention, but little has been published about their work or its success. Methods, Data were collected by telephone using semi-structured interviews with standard probes. The tape-recorded interview data were transcribed verbatim and analysed by content. Results, Of the 156 acute trusts in England, 36 employed a senior nurse to deal with recruitment and retention. Twenty-nine were interviewed. All were using a range of locally targeted initiatives to attract and retain health-care assistants, newly qualified and more experienced practitioners. They also worked closely with university staff to attract and retain student nurses who would later seek employment locally. Different approaches were used to secure the services of different types of staff. Conclusion, This exploratory study has revealed a wealth of valuable data concerning locally targeted recruitment and retention strategies. Further research is needed to examine the effectiveness and cost-effectiveness of the initiatives described. [source] Do we really understand how to retain nurses?JOURNAL OF NURSING MANAGEMENT, Issue 4 2006LINDA O'BRIEN-PALLAS RN Aim, To compare views of nurse executives with those of nurses who have left the profession on the importance of retention strategies. Background, Although much has been written about nursing turnover, there continues to be dissonance among decision makers as to why nurses leave the profession and what the most crucial issues are for retention. Method, Factor analysis was undertaken to compare responses of nurse executives with those of nurses employed outside of nursing. Results, Contract requirements represented the greatest discrepancy, 1.07, followed by legal and employer issues, 1.02; worklife/homelife balance, 0.91; external values and beliefs about nursing, 0.75; and professional practice, 0.29. Conclusions, A disparity exists between perceptions of nurse executives and those of nurses who have left the profession as to which issues are most critical in retention. We suggest that nurse executives ensure sufficient organizational support for nursing unit managers who are more likely to understand methods of retaining nurses at the clinical interface. [source] Effective Methods to Improve Recruitment and Retention in School-Based Substance Use Prevention StudiesJOURNAL OF SCHOOL HEALTH, Issue 9 2009Jean-Marie Bruzzese PhD ABSTRACT BACKGROUND: Poor recruitment and high attrition may invalidate results of research studies. This paper describes successful recruitment and retention strategies in a school-based substance use prevention trial and explores factors associated with intervention attendance and retention. METHODS: A total of 384 parent-child dyads from 15 schools in the New York Metropolitan area participated in a control trial, testing the efficacy of parent-training to prevent youth substance use. Assessments were completed immediately post-intervention and 6-, 12-, and 24-month postintervention. Logistic regression analyses were used to determine which familial and study characteristics predicted attendance in the intervention and retention by parents and youth. RESULTS: 84% of intervention parents attended 4 of the 5 workshops; 83% of control parents attended their single workshop. Intervention attendance was predicted by parent job status, but this was not significant after controlling for other family factors. Retention rates ranged from 87% to 91% over the 2 years. No family characteristics predicted retention, but time since baseline and attendance at treatment workshops and the control workshop did. For children, age at baseline and ethnicity predicted retention, but this did not remain significant in the adjusted model. CONCLUSION: Intervention attendance was high and retention rates far exceeded the minimum standard of 70% retention in behavioral studies. Recruitment and retention strategies were effective for different family constellations. Efforts to maximize participation in both treatment and control interventions are critical to retention in longitudinal trials. [source] Marketing and retention strategies for adult degree programsNEW DIRECTIONS FOR ADULT & CONTINUING EDUCATION, Issue 103 2004Joann A. Brown Four marketing strategies are critical to the success of adult degree programs: integrating marketing, knowing your students (research), shaping programs and services for adults, and staying the course (retention). [source] The Impact of Student Aid on Recruitment and Retention: What the Research IndicatesNEW DIRECTIONS FOR STUDENT SERVICES, Issue 89 2000Edward P. St. John Research indicates that student aid influences both first-time enrollment and persistence. This chapter describes how an understanding of the research can inform refinement in recruitment and retention strategies. [source] Assessment of Fed-Batch, Semicontinuous, and Continuous Epothilone D Production ProcessesBIOTECHNOLOGY PROGRESS, Issue 4 2005Scott A. Frykman Epothilone D is a member of a class of potent antineoplastic natural products produced by myxobacteria. Previously, we have described a fed-batch epothilone D production process in which an adsorber resin is incorporated into the bioreactor setup to capture and stabilize the product in situ, preventing its degradation within the bioreactor. The capture of epothilone D by these relatively large resin beads enables the development of continuous and semicontinuous culturing systems incorporating bead retention mechanisms to completely retain the product within the bioreactor, increasing the epothilone D product titer by almost 3-fold in both cases over a baseline fed-batch system. These product retention strategies, described here for production of the epothilones, are generally applicable to any system using adsorber resins as a method to capture product during a microbial cultivation. [source] Nurses' experiences of practice and political reform in long-term aged care in Australia: implications for the retention of nursing personnelJOURNAL OF NURSING MANAGEMENT, Issue 1 2007LORRAINE VENTURATO PhD Aim, The aim of the study was to explore registered nurses' experiences in long-term aged care in light of the political reform of aged care services in Australia. Background, In Australia, the aged care industry has undergone a lengthy period of political and structural reform. Despite reviews into various aspects of these reforms, there has been little consideration of the effect these are having on the practice experiences and retention of nursing staff in long-term care. Methods, In this critical hermeneutic study, 14 nurses from long-term care facilities in Australia were interviewed about their experiences during the reform period. Results, The data revealed a sense of tension and conflict between nurses' traditional values, roles and responsibilities and those supported by the reforms. Nurses struggled to renegotiate both their practice roles and values as the reforms were implemented and the system evolved. Nursing management support was an important aspect in mediating the effect of reforms on nursing staff. Conclusion, This research highlights both the tensions experienced by nurses in long-term aged care in Australia and the need to renegotiate nursing roles, responsibilities and values within an evolving care system. This research supports a role for sensitive and proactive nursing management during periods of industry reform as a retention strategy for qualified nursing personnel. [source] | |||||||||||||