Alhamwan, Mat, & Muala, (2015) found out that the turnover rate among nurses in the Jordanian health system was worse than in the United States. This is attributed to the difference in organization factors such as leadership style, career development and remuneration level. The organization factors are directly related to the intention to leave. The study focused on a cross-sectional survey of registered nurses in Jordan. The respondents were asked to fill out a five-point Likert scale responding to queries about their personal and work lives. A similar study by Hayajneh, AbuAlRub, Athamneh, & Almakhzoomy (2009) found out that Jordanian female nurses had a higher turnover rate than their male counterparts. Jordanian female registered nurses
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Since nurses comprise the largest group in the health care system, the costs associated with replacing nurses is enormous. Strachota, Normandin, O'Brien, Clary, & Krukow (2003) discovered that the cost of replacing one nurse would cost a health institution more than $40,000. Another study by O'Brien-Pallas et al. (2006) discovered that there are huge cost savings associated with reducing nurse turnover. The cost saved by reducing turnover by about three percentage points would equal to at least $800,000 for a 500-bed hospital capacity. Considering that these studies were done more than nine years ago, and accounting for the indirect costs associated with the increased turnover rates, the costs of nursing turnover would skyrocket. Therefore, it is important for researchers and hospital administrators to identify appropriate retention …show more content…
This study would apply a systematic review of literature from multiple academic sources. It would scan multiple databases such as Ebcohost, Francis and Taylor Library, Wiley Online Library, among others. During the search, keywords applicable would be nurse turnover, nurse productivity, job satisfaction, nurse-patient relationship, nurse retention, nurse shortage and turnover costs. However, indexing problems may arise, and it is prudent that reference lists are scanned to see if relevant material to the study can be identified (Sousa, Driessnack, & Mendes, 2007b). Internet searches of government institutions, consultancy services and nursing associations would be conducted. Such searches could yield fact reports, unpublished research studies, government sanctioned studies, media releases and different theses discussing nursing and employment related issues. The search will limit its scope to at most ten years for relevance purposes. These databases would provide information on the relevant costs related to employee recruitment, hiring and training. Also, to be considered, is the costs associated with employee termination. The study would use a bit of qualitative and quantitative standards to gauge the productivity of employees. The qualitative aspect will focus on comparative studies and an online survey (Driessnack, Sousa, & Mendes,
Since nurses comprise the largest group in the health care system, the costs associated with replacing nurses is enormous. Strachota, Normandin, O'Brien, Clary, & Krukow (2003) discovered that the cost of replacing one nurse would cost a health institution more than $40,000. Another study by O'Brien-Pallas et al. (2006) discovered that there are huge cost savings associated with reducing nurse turnover. The cost saved by reducing turnover by about three percentage points would equal to at least $800,000 for a 500-bed hospital capacity. Considering that these studies were done more than nine years ago, and accounting for the indirect costs associated with the increased turnover rates, the costs of nursing turnover would skyrocket. Therefore, it is important for researchers and hospital administrators to identify appropriate retention …show more content…
This study would apply a systematic review of literature from multiple academic sources. It would scan multiple databases such as Ebcohost, Francis and Taylor Library, Wiley Online Library, among others. During the search, keywords applicable would be nurse turnover, nurse productivity, job satisfaction, nurse-patient relationship, nurse retention, nurse shortage and turnover costs. However, indexing problems may arise, and it is prudent that reference lists are scanned to see if relevant material to the study can be identified (Sousa, Driessnack, & Mendes, 2007b). Internet searches of government institutions, consultancy services and nursing associations would be conducted. Such searches could yield fact reports, unpublished research studies, government sanctioned studies, media releases and different theses discussing nursing and employment related issues. The search will limit its scope to at most ten years for relevance purposes. These databases would provide information on the relevant costs related to employee recruitment, hiring and training. Also, to be considered, is the costs associated with employee termination. The study would use a bit of qualitative and quantitative standards to gauge the productivity of employees. The qualitative aspect will focus on comparative studies and an online survey (Driessnack, Sousa, & Mendes,