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ASSESSING HOSPITAL NURSING STAFF RETENTION AND TURNOVER - A LIFE TABLE APPROACH

EVALUATION & THE HEALTH PROFESSIONS 1989年第1期12卷 73-96页

作者： BENEDICT, MB GLASSER, JH LEE, ES UNIV TEXAS SCH PUBL HLTHAUSTINTX 78712

This research applied the life table technique to nursing personnel data in two types of hospitals to illustrate how administrators can examine patterns of continued employment. Although a large proportion of nurses were short-stay employees, the teaching hospital was found to have a higher retention rate than the community hospital corporation. The retention patterns are examined by personal and professional characteristics, as well as by reason for termination. Implications of our findings are discussed with respect to policy concerns related to hiring, retention, productivity, and staff development.

关键词：保险统计分析就业/统计学和数值数据医院社区/人力医院教学/人力护理人员医院/供应和分配人员管理/统计学和数值数据人员调整/统计学和数值数据回顾性研究美国西南部妇女就业女(雌)性人类

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Barriers to the Retention of Registered and Licensed Practical Nurses in Small Rural Hospitals

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The Journal of Rural Health 1991年第3期7卷 266-277页

作者： Szigeti, Elvira Laxdal, Sharon Eberhardt, Bruce J. CollegeofNursing UniversityofNorthDakotaGrandForks58202.

ABSTRACT: The availability of nursing resources is one of the most critical issues facing health care organizations in the country. The study investigated the potential factors that relate to the desire of registered nurses (RNs) and licensed practical nurses (LPNs) to continue practicing in rural hospitals of North Dakota. All RNs and LPNs who worked in North Dakota hospitals with fewer than 100 beds (490 hospitals) were mailed survey questionnaires. Approximately eight weeks later, responses were received from 291 respondents for an overall return rate of 59 percent. Correlational analyses were used to examine the subjects' responses. A moderate relationship was found among the work‐related variables. Overall job satisfaction and performance constraints were the only variables to make significant contributions to the prediction of turnover intention for both RNs and LPNs. Overall job satisfaction accounted for the largest percentage of the variance (R2=0.42 and R²=0.44) for RNs and LPNs, respectively. Satisfaction with promotion was the only work‐related variable to make a significant contribution to the prediction of turnover intention for RNs (R²=0.23). Performance constraints, role ambiguity, and shift worked were the only work‐related variables contributing to the prediction of turnover for LPNs. These results are discussed in terms of their implications for the management of RNs and LPNs in rural hospitals. Clinical ladders for promotions, the identification of potential performance constraints, and supervisory training are suggested as target areas in which rural hospitals might focus attention for managing turnover in RNs and LPNs. Copyright © 1991, Wiley Blackwell. All rights reserved

关键词：医务工作者的态度职业流动性评价研究医院病床数 100张以下医院乡村/人力职业满意北达科他护理人员医院/心理学护理开业/人力人员调整/统计学和数值数据问卷调查

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Studying the Retention of Rural Physicians

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The Journal of Rural Health 1994年第3期10卷 183-192页

作者： Pathman, Donald E. Konrad, Thomas R. Agnew, Christopher R. 1 Pathman is an assistant professor in the Department of Family Medicine and research associate of the North Carolina Rural Health Research Program of the Cecil G. Sheps Center for Health Services Research of the University of North Carolina at Chapel Hill NC. His research interests include rural and primary care health manpower issues and federal and state health programs evaluation. He is a past rural physician.2 Agnew is a doctoral candidate in the Social Psychology Program in the Department of Psychology and a statistical consultant at the Institute for Research in Social Science at the University of North Carolina at Chapel Hill. He also is a predoctoral fellow at the Carolina Population Center. His research interests include the application of social scientific research and methodology to a broad range of societal problems.

Rural communities and policy‐makers struggle with efforts to enhance the retention of rural physicians. Research available to guide these efforts is often weak methodologically and thus may be pointing retention efforts in nonproductive directions. This article discusses a range of methodologic issues encountered in rural physician retention studies for the purpose of strengthening future studies. Ideal study approaches to answer causal questions, including questions about the “causes” of rural physician retention, must demonstrate good internal validity, for which chance, bias, and confounding are accounted. Retention studies that rely simply on asking physicians why they stay or leave rural areas can be useful at times, but are too prone to bias and their findings difficult to verify. Simply identifying what physicians find satisfying or dissatisfying about rural work also will not reliably reveal why they stay or leave, a related but still distinct question. Stronger approaches to studying retention include the traditional quantitative study – in which retention factors are identified when they are statistically related to physicians’retention, and the increasingly popular qualitative study – in which retention issues are revealed through prolonged, in‐depth interactions with physicians. This article also discusses various definitions of retention, the use of survival curves to present retention findings, and the importance of studying retention in inception cohorts. The benefits and downside of studying retention with prospective and retrospective study designs are described. Copyright © 1994, Wiley Blackwell. All rights reserved

关键词：职业流动性队列研究卫生服务研究职业满意个人满足人员的忠诚人员调整/统计学和数值数据医师/供应和分配专业场所/统计学和数值数据农村卫生/统计学和数值数据美国人类

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NON-SALARY RETENTION INCENTIVES FOR SOCIAL-WORKERS IN PUBLIC MENTAL-HEALTH

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ADMINISTRATION IN SOCIAL WORK 1990年第3期14卷 1-15页

作者： HENRY, S UNIV DENVER GRAD SCH SOCIAL WORKDENVERCO 80208 USA

While workers' reasons for leaving jobs are myriad, little is known of what might induce workers to remain in jobs. The literature reports that money, alone, is not sufficiently persuasive as an incentive. This study of social workers in the public mental health system in Colorado reveals the incentive value of a set of non-salary retention measures. The findings of the study show that measures which furthered professional enrichment, contribution to the profession, and the exercise of professional autonomy are rated most highly. Cross-tabulations with some demographic variables reveal significant findings. Recommendations for implementing the findings are presented.

关键词：科罗拉多社区精神卫生服务/人力雇员奖励计划/统计学和数值数据评价研究职业满意人员调整/统计学和数值数据问卷调查社会工作精神病/人力

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THE EFFECT OF CHARACTERISTICS OF HUMAN-SERVICE WORKERS ON SUBSEQUENT MORALE AND TURNOVER

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ADMINISTRATION IN SOCIAL WORK 1995年第1期19卷 15-32页

作者： KOESKE, GF KIRK, SA UNIV CALIF LOS ANGELES SCH PUBL POLICY & SOCIAL RESRALPH & MARY CRUMP CHAIR SOCIAL WELFLOS ANGELESCA 90024

The authors examine the relationship of sociopsychological characteristics of human services workers to their subsequent morale and continuance on the job. Eighty-two intensive case managers (half of them social workers) who had caseloads of clients with severe mental disorders were invited to participate in a four-wave panel study. Explored are the relationships between 16 predictors (general background, prior work experience and training, and social psychological variables) and worker outcomes (beliefs, attitudes, perceptions, and turnover). The major finding was that better personal well-being at the time of hiring was the most consistent and significant predictor of lower burnout, higher job satisfaction, and generally higher worker morale at later points in time. Those from higher social class backgrounds and those with lower starting salaries were more likely to leave the job. Those workers with more experience had a tendency to perceive greater client improvement.

关键词：厌倦职业性/流行病学人种群/心理学职业满意士气纽约人员调整/统计学和数值数据问卷调查回归分析社会工作精神病/人力社会工作精神病/统计学和数值数据成年人人类男(雄)性

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Home care worker resignations: a study of the major contributing factors.

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Home health care services quarterly 1991年第1期12卷 69-83页

作者： Gilbert, N.J. University of Massachusetts-Amherst School of Nursing 01003. United States

Home care has become a major component in health care delivery. Increasingly demands are being placed on the base of the hierarchical personnel pyramid, the home care worker. These workers have a high turnover rate. This study examines the major reasons that contributed to a home care worker's decision to leave the job, and identifies where she/he went. The hypothesis tested was that factors other than salary influence a home care worker's decision to resign. The findings have implications for practice, education, research, and public policy.

关键词：评价研究家务劳动服务/人力职业满意马萨诸塞护士助理/心理学人员调整/统计学和数值数据问卷调查人类

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A Logit Analysis of the Likelihood of Leaving Rural Settings for Registered Nurses

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The Journal of Rural Health 1995年第2期11卷 106-113页

作者： Pan, Shihua Muus, Kyle J. Harris, T. Robert Geller, Jack M. Rural Health Research Center University of North Dakota Grand Forks North Dakota 58202‐9037 P.O. Box 9037 United States

Abstract: This study examined the net effects of individual and community factors on the likelihood of registered nurses leaving current jobs using a logit analysis. Based on data from a survey of 2,509 rural nurses, four separate models were estimated and compared: one for nurses in rural settings as a whole and the other three for nurses in hospitals, skilled nursing facilities, and community/public health agencies. Results of the general model indicated that nurses' marital status, age, position, income, job satisfaction, and satisfaction with the community were significant determinants of the likelihood of leaving current jobs. Job satisfaction was the most significant factor, followed by satisfaction with the community. Findings from the models for three different employment settings were similar to those of the general model. However, the significance of factors and their strength of effect on nurses' decisions to leave or stay in their current jobs differed across the three types of facilities. Based on these findings rural nursing administrators and policy‐makers should give priority to retention strategies that focus on improving the job environment. The development of different strategies for different groups of nurses (i.e., by age or marital status) and different types of facilities should increase the benefit/cost ratio. In addition, programs that involve rural health care agencies in community and economic development should be further explored as an avenue to increased nurse retention in rural areas. Copyright © 1995, Wiley Blackwell. All rights reserved

关键词：卡方分布社区卫生服务/人力数据收集人口统计学预测医院乡村/人力职业满意 Logistic模型护士/供应和分配护理人员医院/供应和分配人员调整/统计学和数值数据专业场所/统计学和数值数据农村卫生技术性护理设施/人力美国成年人人类中年人

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JOB-SATISFACTION AND RETENTION OF SOCIAL-WORKERS IN PUBLIC AGENCIES, NONPROFIT AGENCIES, AND PRIVATE-PRACTICE - THE IMPACT OF WORKPLACE CONDITIONS AND MOTIVATORS

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ADMINISTRATION IN SOCIAL WORK 1994年第3期18卷 93-121页

作者： VINOKURKAPLAN, D HAYARATNE, S CHESS, WA UNIV OKLAHOMA SCH SOCIAL WORKNORMANOK 73019

The authors examine a selected array of agency-influenced work and employment conditions and assess their impact upon social workers' job satisfaction, motivation, and intention to seek new employment. The study makes correlations with past empirical studies on job satisfaction and retention, with staff development concerns as stated in social work administration textbooks, and with conditions subject to administrators' influence. Some specified motivational issues included are salary, fringe benefits, job security, physical surroundings, and safety. The analysis demonstrates the contribution of certain contextual and motivational factors to a prediction of job satisfaction or of intent to leave the organization.

关键词：卫生保健辅助人员/心理学卫生保健辅助人员/统计学和数值数据数据收集人种群/统计学和数值数据评价研究职业满意动机组织非盈利人员的忠诚人员调整/统计学和数值数据私营部门公营部门回归分析薪金和附加福利社会工作/人力社会工作/统计学和数值数据社会经济因素美国工作场所/心理学工作场所/统计学和数值数据成年人女(雌)性人类男(雄)性中年人

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Job Retention of Medical Clerical: Job Training Partnership Act Trainees in Rural Health Care Settings

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The Journal of Rural Health 1992年第1期8卷 74-78页

作者： Troutt‐Ervin, Eileen D. Morgan, Frederic L. 1 Troutt-Ervin is associate professor of advanced technical studies of the College of Technical Careers Southern Illinois University in Carbondale. Previously she was CETA/JTPA grant coordinator in Allied Health and Public Services.2 Morgan is currently associate professor and director of allied health and public services in the College of Technical Careers at Southern Illinois University at Carbondale. He is a multiple CETA/JTPA grant recipient and director.

According to the Bureau of Labor Statistics (cf. Crispell, 1990), the medical clerical field is one of the faster growing areas of employment. This paper reports on long‐term employment of trainees involved in nontraditional medical clerical programs. These programs were funded by the Job Training Partnership Act (JTPA) and filled both the needs of the local rural health care facilities and the employment needs of unskilled youths and adults. These nontraditional students of low socioeconomic background and poor work history were successfully mainstreamed into university courses and consequently obtained productive employment. A follow‐up study was conducted of 64 individuals who completed three different, one‐year JTPA programs. The study investigated the following questions: Was the trainee currently employed? If so, was employment related to the training program, and were the quarterly salaries higher than minimum wage and previous salaries? How many different jobs were reported since training? Did the individual retain employment in a rural setting? The JTPA programs at Southern Illinois University included some innovative yet practical components that resulted in very high program completion rates, high initial placement, and a continuing pattern of long‐term employment. These components included: emphasis on training for the most needed positions/jobs that matched university capabilities;the pursuit of higher starting salaries;informing participants of support services;training in job hunting and work readiness;using some individualized, competency‐based instruction;establishing internship arrangements with prospective employers;and careful matching of the trainee to initial placement site with consideration of personality as well as skills. Copyright © 1992, Wiley Blackwell. All rights reserved

关键词：人员调整/统计学和数值数据方案评价/方法问卷调查社会经济因素培训资助/立法和法学大学

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WORK PATTERNS OF MALE AND FEMALE PHARMACISTS - A LONGITUDINAL ANALYSIS 1959-1989

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EVALUATION & THE HEALTH PROFESSIONS 1992年第2期15卷 231-249页

作者： KNAPP, KK KOCH, MJ NORTON, L MERGENER, MA UNIV OREGON EUGENEOR 97403

A demand for better data about pharmacists as working health professionals led the authors to study the work patterns of 1,146 pharmacists over a 30-year period from 1959 to 1989. Work history data were used to determine gender-specific participation rates as a function of age, years in the work force, and date. Percent full-time (as opposed to part-time) work as a gender-specific function of age was also determined. Participation rates for males and females, widely disparate in the 1960s, have converged and are not significantly different. Graduates of the 1980s' both male and female, are remaining with pharmacy as an occupation at a significantly higher rate than earlier graduates. Percent full-time rates for women pharmacists are significantly lower than those for male pharmacists, although women have registered significant increases in percent full-time work in each decade from the 1960s to the 1980s. An unexpected finding was the overall reduced participation by graduates of the years 1970 to 1979. The findings of the study are helpful in explaining recent controversies about the adequacy of the supply of pharmacists. The form of the data bases constructed for this study could be used as a model for the study of other health professionals.

关键词：职业流动性就业/统计学和数值数据就业/发展趋势纵向研究人员调整/统计学和数值数据人员调整/发展趋势药剂师/统计学和数值数据药剂师/发展趋势问卷调查社会经济因素美国妇女就业/统计学和数值数据成年人女(雌)性人类男(雄)性中年人

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