(organization* adj5 (turnover* or leave or leaving or retention or retain or stay or staying)).tw.ĩ or 10 or 11 or 12 or 13 or 14 or 15 or 16 or 17 ((work or working or workload) adj5 (turnover* or leave or leaving or retention or retain or stay or staying)).tw. (job satisfaction adj5 (turnover* or leave or leaving or retention or retain or stay or staying)).tw. ((economic* or financial or pay*) adj5 (turnover* or leave or leaving or retention or retain or stay or staying)).tw. ((burnout or morale or stress) adj5 (turnover* or leave or leaving or retention or retain or stay or staying)).tw. Workload/ and (turnover* or leave or leaving or retention or retain or stay or staying).tw.
Personnel Management/ and (turnover* or leave or leaving or retention or retain or stay or staying).tw. Job Satisfaction/ and (turnover* or leave or leaving or retention or retain or stay or staying).tw.īurnout/ and (turnover* or leave or leaving or retention or retain or stay or staying).tw. ((turnover adj3 (nurse or nurses or nursing)) or ((work or working or workload) adj3 (nurse or nurses or nursing)) or (leaving adj3 (nurse or nurses or nursing)) or (retention adj3 (nurse or nurses or nursing)) or (retain adj3 (nurse or nurses or nursing)) or (stay adj3 (nurse or nurses or nursing))).tw. Using Medline alone at this stage we identified a large body of reviews (Table 1 1) relevant to the study’s objectives that indicated that nurse and human resource managers would be faced by a plethora of reviews of interventions to reduce turnover in adult nursing, many of which were not conducted according to reviews guidance. Our awareness of the existence of some literature focused on nursing retention alongside the human resource literature based on many different job roles and settings, led us to undertake a preliminary stage of review - making an assessment of potentially relevant literature specific to nursing and its size for review - when we were commissioned to carry out a review of the adult nurse turnover literature. Reported strategies include performance-based reward systems, long-term career prospects, personal recruitment and socialisation all based on retaining an individual although a model for the retention of resource has also been proposed as an alternative way of considering the issue of retention. Outside of nursing, the human resources literature on retention management is reported to describe a large number of practices and groups of practice that have been shown to be effective in the retention of individuals, although a conceptualisation of them as a whole has not been forthcoming.
NURSE TURNOVER DEFINITION SERIES
A series of policy initiatives (in the UK National Health Service) were put in place in the early 2000s but it has been suggested that ‘it is unclear how effective the initiatives were in retaining staff and whether they were fully implemented.’ A recent review aiming to support the growth of nurse numbers concluded that adopting a number of strategies, including some based on evaluated intervention (for example Gess 2008 or Hirschkorn 2010 ), although the review did not appraise the quality of these studies. A pressing issue for nurse and human resource managers in developed economies is to introduce interventions which are effective in addressing those determinants, reducing nurse turnover and increasing nurse retention.
Nurse turnover is described as having a large number of individual, organisational and societal antecedents or determinants and, although the strength of the evidence is not as strong as its size suggests, a number of causal or correlational models from nursing exist and have some overlap with those from the broader human resource management literature. Negative consequences of such shortages for the nursing workforce in less developed economies is well documented. Supply demand gaps are projected in developed economies such as Australia, Canada, the United States of America and in the United Kingdom (UK), as are shortages in many other EU countries. Turnover amongst nurses, that is, nurses leaving their jobs or leaving the profession, has received international attention due to the size of the issue and the consequences of high rates of turnover.
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