Retention For Nurses

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Recruitment and Retention for Quality Improvement Research that aims to identify factors which cause highly educated nurses to leave their positions and see other opportunities can be used to improve both recruitment and retention. Empirical studies of nurses in particular regions can also focus on the ratio of training programs to institutions where employment is available. It is natural that nursing graduates in areas where there are more job candidates than opportunities will migrate to another region with more demand for their services (Dywili, Bonner, & O'Brien, 2013). Examining this phenomenon at the regional level, Dywili et al observe that “push” and “pull” factors determine whether nurses stay where they are or migrate; push factors …show more content…
For nursing professionals, the level of perceived support from peers and the organization are particularly important. Support is an intangible reward, and its prominence in research findings suggests that a cost-effective way to attract highly motivated nurses is to create a supportive environment by investing in highly effective leadership, partnering with educational institutions in various parts of the world and offering educational opportunities for nursing students interested in spending some time in Zimbabwe to help a lot of …show more content…
The nurses’ professional role (PRF) is related to the nurses’ fit with the organization but the regression model “did not prove that PRF is significantly contributing to the value-fit between nurse and the organization” (Zuzana & Krupkova, 2013, p. 1). The value-fit between nurses and the hospital can be linked to the possible relationship between job satisfaction and skills and skills development related to job performance. The role of the nurse is also influenced by cultural norms with the nursing industry experiencing cross-border employment. “Cultural norms also influence the nursing role. For example, level of education, as well as gender, defines who is considered able to form opinions of value” (Thompson, 2010, p. 320). The level of organizational engagement between the nurse and the organization can reduce the impact from cultural norms and improve the value-fit between the nurse and the
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