Title : Nursing retention: An integrative literature review
Abstract:
Nurse retention is a global issue in healthcare and nursing. The recent COVID-19 Pandemic changed the demand and workload of healthcare workers which increased the psychological and mental demands of nursing staff. The increased demand and workload negatively impacted nurse retention rates in healthcare organizations. Nurses have the intention to leave their jobs even sooner than anticipated which may result in departments that are poorly staffed as well as negative impacts on patient outcomes. A 14.5 million shortage of nurses and other healthcare workers by 2030 is predicted. Due to this shortage, retention and turnover can cost organizations up to $82,000 per position that is not filled. These unfilled positions can cause larger issues within an organization. Recent literature indicates that multiple factors may contribute to the outcomes of nursing retention. Retention factors result from burnout, patient safety, work environment, leadership styles, work satisfaction, engagement, and empowerment. These factors have led to issues with nurse retention. Burnout contributes to the increase of turnover in the first year of hire due to poor communication skills, demanding workloads, and the lack of staff autonomy. Decreased nurse retention can affect the financial viability of organizations. Burnout results in mental and psychological changes that impact the nurse as well as their co-workers. These changes impact overall job satisfaction and the workplace environment. A literature search of healthcare databases was conducted using Medline, Google Scholar, ProQuest, and Science Direct. Inclusion criteria included articles published from 2017 to 2023 as well as specific topics such as nursing staff, hospital, personnel turnover, job satisfaction, and leadership. A total of 30 articles were used for the literature review. The literature suggested a need for strong and positive leadership presence or support, development of collaborative relationships, experience and exposure to different clinical areas, and meaningful work. One of the articles discussed the implementation of “Coffee Talks” with night shift nurses. The “Coffee Talks” included educational sessions with other health professionals on relevant topics for the specific unit. Results of these talks showed that there was a 98% favorable response. Several studies mentioned patient safety and leadership involvement. A study found that more leadership involvement with staff resulted in the prevention of 10% of hospital safety events. Staff must communicate with leadership and other hospital personnel to produce positive patient outcomes. Strategies such as strong leadership skills, communication, and engagement can contribute to the improvement of nurse retention and overall positive quality outcomes. Nurse retention continues to be an issue in healthcare and will continue to grow. Nurse retention must be addressed at both the unit level as well as the leadership level. Leaders must focus on the development of resilience techniques, strategies to improve leadership skills, and efforts that focus on work empowerment and engagement. It is important to recognize that burnout, retention, and turnover will occur. Leaders must strive to encourage staff, create solutions that improve resiliency, and develop innovative strategies that positively impact nurse retention.
Audience Take Away Notes:
- The audiences will be able to understand nurse retention, different factors that affect retention, and possible strategies to help improve retention.
- The audience will be able to take the information learned from the presentation and apply different strategies to clinical settings for nursing staff to alleviate burnout and help promote safe and positive work environments.
- Knowledge of burnout and resilience is needed to develop strategies that will improve overall staff outcomes related to retention.
