AIM: To investigate the impact that increasing human capital through staff training makes on the voluntary turnover of registered nurses. BACKGROUND: Healthcare organizations in Canada, the United Kingdom, the United States, and Australia are experiencing turbulent nursing labour markets characterized by extreme staff shortages and high levels of turnover. Organizations that invest in the development of their nursing human resources may be able to mitigate high turnover through the creation of conditions that more effectively develop and utilize their existing human capital. METHODS: A questionnaire was sent to the chief nursing officers of 2208 hospitals and long-term care facilities in every province and territory of Canada yielding a response rate of 32.3%. The analysis featured a three-step hierarchical regression with two sets of control variables. RESULTS: After controlling for establishment demographics and local labour market conditions, perceptions of nursing human capital and the level of staff training provided were modestly associated with lower levels of establishment turnover. CONCLUSIONS: and implications for Nursing Management The results suggest that healthcare organizations that have made greater investments in their nursing human capital are more likely to demonstrate lower levels of turnover of their registered nursing personnel.
AIM: To investigate the impact that increasing human capital through staff training makes on the voluntary turnover of registered nurses. BACKGROUND: Healthcare organizations in Canada, the United Kingdom, the United States, and Australia are experiencing turbulent nursing labour markets characterized by extreme staff shortages and high levels of turnover. Organizations that invest in the development of their nursing human resources may be able to mitigate high turnover through the creation of conditions that more effectively develop and utilize their existing human capital. METHODS: A questionnaire was sent to the chief nursing officers of 2208 hospitals and long-term care facilities in every province and territory of Canada yielding a response rate of 32.3%. The analysis featured a three-step hierarchical regression with two sets of control variables. RESULTS: After controlling for establishment demographics and local labour market conditions, perceptions of nursing human capital and the level of staff training provided were modestly associated with lower levels of establishment turnover. CONCLUSIONS: and implications for Nursing Management The results suggest that healthcare organizations that have made greater investments in their nursing human capital are more likely to demonstrate lower levels of turnover of their registered nursing personnel.
Authors: Behdin Nowrouzi; Emilia Giddens; Basem Gohar; Sandrine Schoenenberger; Mary Christine Bautista; Jennifer Casole Journal: Int J Occup Environ Health Date: 2016-10-13
Authors: Mercedes Rodríguez-Fernández; Juan Herrera; Carlos de Las Heras-Rosas Journal: Int J Environ Res Public Health Date: 2021-04-23 Impact factor: 3.390
Authors: Carlos de Las Heras-Rosas; Juan Herrera; Mercedes Rodríguez-Fernández Journal: Int J Environ Res Public Health Date: 2021-02-25 Impact factor: 3.390