Transcript Slide 1

NURSE RETENTION
STRATEGIES
IN LONG TERM CARE
What is the research question?
PICO: In long term care, do formal retention
strategies reduce the risk of nurse turnover?
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How could this research
change practice?
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What is the issue?
 Potential to institute an evidence based
standard for effective nurse retention
strategies in long term care so that
nurse turnover decreases and patient
outcomes improve
 Nurse turnover rates average 34% in
nursing home settings compared to
14% in hospital settings (Heineman, 2010)
 Nurse effects of turnover
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high financial costs
negative morale
decreased job satisfaction
decreased nurse performance
(Rondeau, Williams & Wager, 2009)
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 Patient quality and safety effects of
turnover:
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medical errors
higher nurse-to-patient ratios
less time spent with patients
higher rates of infection
increased patient mortality
(Rosseter, 2012)
Why is research
necessary?
 Nurse turnover affects the
quality of patient care
(Rosseter, 2012)
 ANA standard for RNs to
improve quality of nursing
practice and patient outcomes
(ANA, 2010)
What is a possible research approach?
 Institute a retention program with components of:
• Training and mentorship
• Professional development & tuition incentives
• Recognition programs & attendance awards
• Stepped pay raises & benefits
• Adequate staffing & flexible scheduling
(Hunt et al, 2012)
 Measure outcome & quality indicators:
1. Nurse Outcomes
• Turnover rates
• Job satisfaction
2. Patient quality indicators
• Medical errors
• Infection rates
• Pressure ulcers
(Spilsbury et al., 2011)
Are there potential
limitations with a study?
 Nurse turnover is complex
and multifaceted (Hayes et al., 2011)
 Variables
1. Employer factors
• Leadership changes
• Management style
• Compensation availability
2. Personal factors
• New graduates
• Generational differences
• Dependents
• Perceived job control
• Self confidence
(Hayes et al., 2011)
Cheryl Howard RN
November 2012