A Review of Nurses’ Turnover Rate: Does Increased Income Solve the Problem of Nurses Leaving Regular Jobs
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Published:
Feb 20, 2015
Keywords:
turnover rate in nurse’s profession
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Abstract
Evidence of a high rate of nurse turnover is a serious problem in the health care system. From the author’s experience, in order to retain nurses in their career, the administrator should study the real problems by multilevel from individual, interpersonal, job, organization and nation. A positive environment creates a highly successful rate which are a culture of an organization, climate, stress factors, staffing ratio, career development program as well as reward and recognition.
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1.
Gaesawahong R. A Review of Nurses’ Turnover Rate: Does Increased Income Solve the Problem of Nurses Leaving Regular Jobs. BKK Med J [Internet]. 2015 Feb. 20 [cited 2024 Nov. 5];9(1):76. Available from: https://he02.tci-thaijo.org/index.php/bkkmedj/article/view/221104
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Reviews Article
This is an open access article distributed under the terms of the Creative Commons Attribution Licence, which permits unrestricted use, distribution, and reproduction in any medium, provided the original work is properly cited.
References
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2. Taokumlue S, Damapong P. Selected Predictors of Nurses Intention to Remain with Organization, Private Hospitals, Bangkok Metropolis. J Nursing Science Naresuan University 2007;1:92-105.
3. Khunthar A, Ketcham D, Sawaengdee K, etal. Job Transfers amongst registered nurses in Thailand. Thai J Nursing Council 2013;28:19-30.
4. Cheng CY, Tsai HM, Chang CH, et al. New graduate nurses’ clinical competence, clinical stress, and intention to leave: a longitudinal study in Taiwan. ScientificWorld Journal 2014;2014:748389.
5. Daouk-Öyry L, Anouze AL, Otaki F, et al. The JOINT model of nurse absenteeism and turnover: a systematic review. Int J Nurs Stud 2014;51:93-110.
6. Zemke R, Raines C, Filipczak B. Generations at Work: Managing the Clash of Veterans, Boomers, Xers and Nexters in Your Workplace. Amacom, New York, NY. 2002
7. Lancaster LC, Tillman D. When Generations Collide. Collins Business, New York, NY. 2002
8. Tourangeau AE, Thomson H, Cummings G, et al. Generation-specific incentives and disincentives for nurses to remain employed in acute care hospitals. J Nurs Manag 2013;21:473-82.
9. International Council of Nurses. Nurses: A Force for Change A vital resource for health. 2014.
10. International Council of Nurses. Incentive system for healthcare professional 2008; international council of nurses: international hospital federation, Geneva, Switzerland.
11. Beymer LJS. Rx for the Nursing Shortage : A guide book2003;96-102. Health Administrator Press.