Reducing nursing turnover – systematic reviews & meta-analyses

Posted on June 19, 2019 by Lisa

Here’s how to access a collection of 15 systematic reviews and meta-analyses on reducing nursing turnover and one systematic review on the anticipated turnover scale that can be used for planning purposes.

a. Go to the Woodruff Health Sciences Center Library homepage (http://health.library.emory.edu)
b. Click on PubMed.
c. Then paste the following links into your browser: https://tinyurl.com/y38jyuza
d. The references will appear in PubMed. Click on a reference and you will see a Find it at Emory on the right side of the page which will provide links to full text within Emory University’s licensed resources. Emory Healthcare staff may send citations of needed articles they are unable to access to Ask a Librarian; a library staff person will request the article(s) from an outside library and email them to the EHC staff person upon arrival.

Important message for Emory Decatur Nurses. The links will not work for you. To access these articles contact the Emory Decatur Library:

Emory Decatur Hospital
Jessica Callaway (Jessica.callaway@emoryhealthcare.org
404.501.1628

**********************************

Does education improve nursing recruitment or nursing retention?

Posted on October 21, 2014 by carolynmbrown

I searched PubMed using these search terms: (nurses OR hospital staff nursing) AND (recruitment OR retention) AND (inservice training OR continuing education OR nursing residency OR mentoring). The evidence suggests that many types of educational formats may improve nursing recruitiment/nursing retention.

Gutekunst, Marie-Claude, JeanineDelucca, and Beth AKessler. “The use of an advanced medical-surgical course for the retention and professional development of medical-surgical nurses in an acute care hospital.” The Journal of Continuing Education in Nursing 43.7 (2012):309-14.

Cockerham, Janine, et al. “Supporting newly hired nurses: a program to increase knowledge and confidence while fostering relationships among the team.” Nursing forum 46.4 (2011):231-9.

Halfer, Diana. “Job embeddedness factors and retention of nurses with 1 to 3 years of experience.” The Journal of Continuing Education in Nursing 42.10 (2011):468-76.

Lampe, Kayla, KarenStratton, and Julie RWelsh. “Evaluating orientation preferences of the generation Y new graduate nurse.” Journal for nurses in staff development 27.4 (2011):E6-9.

Schaar, Gina L, et al. “Nursing sabbatical in the acute care hospital setting: a cost-benefit analysis.” The Journal of nursing administration 42.6 (2012):340-4.

Have professional practice models in nursing increased nursing engagement?

Posted on July 9, 2013 by carolynmbrown

A search in PubMed and CINAHL using search terms professional development models AND nursing engagement produced these results:

Carter, Matthew R, and Ann ETourangeau. “Staying in nursing: what factors determine whether nurses intend to remain employed?.” Journal of advanced nursing 68.7 (2012):1589-1600

Bargagliotti, L A. “Work engagement in nursing: a concept analysis.” Journal of advanced nursing 68.6 (2012):1414-1428.

Spence Laschinger, Heather K, et al. “Predictors of new graduate nurses’ workplace well-being: testing the job demands-resources model.” Health care management review 37.2 (2012):175-186.

Adams, Jeffrey M, DebraDenham, and Irene RNeumeister. “Applying the Model of the Interrelationship of Leadership Environments and Outcomes for Nurse Executives: a community hospital’s exemplar in developing staff nurse engagement through documentation improvement initiatives.” Nursing administration quarterly 34.3 (2010):201-207
Lai, Hui-Ling, et al. “Intensive care unit staff nurses: predicting factors for career decisions.” Journal of clinical nursing 17.14 (2008):1886-1896.

More PubMed Results

Reviewed 4/22/14 AA

Do interventions to orient new nurses to a unit/hospital affect staff retention?

Posted on June 26, 2013 by Amy

The results below include several case studies and evaluations of programs to orient/train/acclimate new hospital nursing staff, including effects on turnover/retention, including:

NURSING U: a new concept for nursing orientation.Detail Only Available Cullevy, Thomas; Babbie, Andrea; Clancey, Jeanne; Clouse, Kathy; Hines, Rosemerry; Kraynek, Monica; Tutro, Josephine; Wittman, Susanne; Nursing, 2011 Nov; 41 (11): 59-61
Structured orientation for new graduates: a retention strategy. Marcum EH; West RD; Journal for Nurses in Staff Development, 2004 May-Jun; 20 (3): 118-26.
Designing an outcome-focused model for orienting new graduate nurses.Detail Only Available Journal for Nurses in Staff Development, 2011 Nov-Dec; 27 (6): E6-7.
Strategies for easing the role transformation of graduate nurses.Detail Only Available (includes abstract) Young ME; Stuenkel DL; Bawel-Brinkley K; Journal for Nurses in Staff Development, 2008 May-Jun; 24 (3): 105-12.
Tool kit for the staff mentor: strategies for improving retention. Butler MR; Felts J; Journal of Continuing Education in Nursing, 2006 Sep-Oct; 37 (5): 210-3.

Results of the CINAHL search
((MH “Personnel Turnover”) OR (MH “Personnel Turnover”)) AND ( (orientation OR mentorship OR (MH “Work Environment” AND attitude*) OR MH “Support, Psychosocial”) AND nurses AND (new N3 (hire* OR employee* OR staff OR graduate*)) AND hospital* )

A search of CINAHL using these concepts:
Personnel turnover, personnel retention
Orientation, mentorship, (subject heading for work environment combined with the term attitude), subject heading for psychosocial support
Nurses
New staff, new employees, new hires, new graduates
Hospitals

What are the costs associated with nursing turnover in acute care environments?

Posted on May 7, 2013 by John

Jones, Cheryl B. “The costs of nurse turnover: part 1: an economic perspective.” The Journal of nursing administration 34.12 (2004):562-570.

Jones, Cheryl B. “The costs of nurse turnover, part 2: application of the Nursing Turnover Cost Calculation Methodology.” The Journal of nursing administration 35.1 (2005):41-49.

Jones, Cheryl B. “Revisiting nurse turnover costs: adjusting for inflation.” The Journal of nursing administration 38.1 (2008):11-18.

Halfer, Diana. “A magnetic strategy for new graduate nurses.” Nursing economic$ 25.1 (2007):6-11, 3.

PubMed search keywords: nursing turnover, cost, acute care

Click here to run a CINAHL search on costs associated with nursing turnover in acute care environments

What are nurse retention rates at other emergency departments of teaching facilities and non-teaching facilities?

Posted on February 4, 2011 by Amy

Bottom line: 4.46% of RN staff nurses left their EDs in 2007. It took an average of 57 days to fill vacancies. Data is from a survey of 700+ emergency departments in the US. Private, not-for-profit, teaching hospitals accounted for 36% of institutions represented and private, not-for-profit, non-teaching hospitals accounted for 22%.

Couselman FL, et al. A study of the workforce in emergency medicine: 2007. Am J Emerg Med. 2009; 27: 691-700
The study was funded by American College of Emergency Physicians, Council of Emergency Medicine Residency Directors, Emergency Medicine Foundation, Emergency Medicine Residents’ Association, ENA, GE Healthcare, and the Society for Academic Emergency Medicine.

Reviewed 4/21/2014 ldt

Communicating about evidence-based practice in patient care

Posted on December 9, 2010 by Amy

Welcome. This blog facilitates communication on issues of evidence-based practice by Emory Healthcare Nursing Quality Initiatives teams. Questions posed by the teams and information to address those questions will be documented in these posts.

Evidence Matters

Evidence-based information for Emory

Tag Archives: Personnel Turnover