Takawira C Marufu1, Alexandra Collins2, Liavel Vargas3, Lucy Gillespie4, Dalal Almghairbi5. 1. Clinical Academic Lead Nursing Research, Nottingham Children's Hospital and Neonatology, Nottingham University Hospitals NHS Trust. 2. Practice Development Lead for Wider Workforce, Institute for Nursing and Midwifery Care Excellence, Nottingham University Hospitals NHS Trust. 3. Health Education England East Midland Professional Fellow-Career Development and Retention, Nottinghamshire Nursing and Midwifery Cabinet, Institute of Nursing and Midwifery Care Excellence, Nottingham University Hospitals NHS Trust. 4. Practice Development Lead for Recruitment and Retention, Institute for Nursing and Midwifery Care Excellence, Nottingham University Hospitals NHS Trust. 5. Lecturer in Anaesthesia Department, University of Zawia, Libya.
Abstract
BACKGROUND: Recruitment and retention of nursing staff is the biggest workforce challenge faced by healthcare institutions. Across the UK, there are currently around 50 000 nursing vacancies, and the number of people leaving the Nursing and Midwifery Council register is increasing. OBJECTIVE: This review comprehensively compiled an update on factors affecting retention among hospital nursing staff. METHODS: Five online databases; EMBASE, MEDLINE, SCOPUS, CINAHL and NICE Evidence were searched for relevant primary studies published until 31 December 2018 on retention among nurses in hospitals. RESULTS: Forty-seven studies met the inclusion criteria. Nine domains influencing staff turnover were found: nursing leadership and management, education and career advancement, organisational (work) environment, staffing levels, professional issues, support at work, personal influences, demographic influences, and financial remuneration. CONCLUSION: Identified turnover factors are long-standing. To mitigate the impact of these factors, evaluation of current workforce strategies should be high priority.
BACKGROUND: Recruitment and retention of nursing staff is the biggest workforce challenge faced by healthcare institutions. Across the UK, there are currently around 50 000 nursing vacancies, and the number of people leaving the Nursing and Midwifery Council register is increasing. OBJECTIVE: This review comprehensively compiled an update on factors affecting retention among hospital nursing staff. METHODS: Five online databases; EMBASE, MEDLINE, SCOPUS, CINAHL and NICE Evidence were searched for relevant primary studies published until 31 December 2018 on retention among nurses in hospitals. RESULTS: Forty-seven studies met the inclusion criteria. Nine domains influencing staff turnover were found: nursing leadership and management, education and career advancement, organisational (work) environment, staffing levels, professional issues, support at work, personal influences, demographic influences, and financial remuneration. CONCLUSION: Identified turnover factors are long-standing. To mitigate the impact of these factors, evaluation of current workforce strategies should be high priority.
Authors: E Sanner-Stiehr; A Garcia; B Polivka; N Dunton; J Williams; D L Walpitage; C Hui; K Spreckelmeyer; Yang F Journal: Nurse Lead Date: 2022-04-18