Turnover intention: Experiences of Nurses Working Life in an acute hospital Ms. W S YEE & Mr. S K CHAN, L Nursing Services Division Pamela Youde Nethersole Eastern Hospital Page 1/24
Content 1. Background & Introduction 2. Aim & Objectives 3. Methods 4. Results 5. Discussion 6. Implications & Recommendations 7. Limitations 8. Conclusion & Significance
Background & Introduction In Hong Kong, proportion of Registered nurses working in private sector increased from 10.0% in 1996 to 16.8% in 2013. (Department of Health, 2013) In HA Staff Survey, area require attention on Generation Y vs Baby Boomers particularly in engagement. (HA Staff Survey 2016/17) In PYNEH, Generation Y nurses (RN & EN) reach around 900 (~50%) of nursing workforce. (NSD, PYNEH) Globally, job commitment of Generation Y nurses are different from Generation X and Baby boomer. (Jamieson & Andrew, 2013 & Lavoie-Tremblay et al., 2010) Page 3/24
Aim & Objectives Aim: A pilot study to understand experiences of nurses working life on their turnover intention by EXIT interview in an acute hospital Objectives: To gain insight into the underlying reasons affecting nurses decision on resignation To understand stabilizing and destabilizing nurse experiences at work Page 4/24
Methods RN/EN submitted Notification of Resignation (Period: 1/3/2016 31/12/2016) NSD acknowledged the resignation Telephone invitation Voluntary basis Face to Face EXIT interview Descriptive expressions were checked with participants Listing and grouping data into Two domains Page 5/24
Methods Descriptive Expressions grouped into TWO Domains Work Life Experience Personal Life Experience Balance between 2 Domains Satisfactory work (Webster et al., 2009) Page 6/24
Methods EXIT interview 1. Reason of resignation 2. Factors on prevention from resignation 3. Key Nursing Life Experiences 4. Future Plan Page 7/24
Results Total resigned RN & EN within that period: 67 (RN 57; EN 10) Total no. of participants (RN & EN): 35 (RN 31; EN 4) Demographic characteristics of participants Gender 27 23% 8 Male Female 77% Page 8/24
Results Demographic characteristics by Age Participants (RN & EN) 0 3 32 Resigned (RN & EN) 3 11 53 0 10 20 30 40 50 60 Aged 40-49 Aged 30-39 Aged 20-29 Page 9/24
Results Demographic characteristics of participants Year of Experience 3 3 9% 9% 12 34% 48% 17 3-6 months > 6 months - 3 years > 3 years - 6 years > 6 years Page 10/24
Results Duration for Decision making 4 2 1 6% 3% 11% 0-6 months 80% 28 > 6 months - 1 year > 1 year - 2 years > 2 year - 3 years Page 11/24
Work Life Experience Team engagement & Perceived personal support Stabilizing factors Sense of belongings and supportive co-worker relationship Manager or supervisor gives emotional support or spend time with nurses I feel warm as WM actively gives emotional support that s why I postpone my resignation No constant positive coaching & feedbacks Social isolation with limited concerns on staff to staff relationship by supervisors I believe some of my colleagues amplify my faults juniors afraid to talk with me as seniors having bias on me Destabilizing factors Page 12/24
Work Life Experience Growth opportunities & Self - development Stabilizing factors Foreseeable and Clear individual Training & Development Offering training opportunities is essential for retention Limited structured Preceptorship for nurses after the first year/ from scattered recruitment/ after clinical rotation I am not from Central recruitment limited Induction training and no clinical rotation for me Destabilizing Destabilizing factors factors Page 13/24
Personal Life Experience Work Life Balance Stabilizing factors Early duties and leave arrangement Life is equal important to job satisfaction we could have better planning to enjoy personal life if duty roster and leave could be confirmed earlier Heavy work demand affecting personal life I feel very stressful, my mind keep ruminating about works even I had finished duty Destabilizing factors Night shift duties I understand I should have night shift duties however, I found it no longer tolerable I started insomnia Page 14/24
Personal Life Experience Perceived professional incentives Stabilizing factors Being respected and praise to efforts I feel full of energy while my efforts was recognized by others including patients and their relatives Handling with complaints Patients and their relatives have a very high expectations on us I was frustrated as they easily made complaint and assuming we have not performed good enough I really want to have great support while handling with complaint Destabilizing factors Page 15/24
Discussion Respect & Supportive Staff to Staff Relationship Clear Growth Opportunities Supervisory Positive Support Recognition from Public & Care recipient Page 16/24
Implications & Recommendations Staff related factor Promote positive, peer support & recognition by forming a Young PYer Nurse Group Uplift Stress Coping amongst nurses Revise Guideline on Management and Application of Duty Nurse buddies gathering Stress Relieving Program Nurse buddies sharing Page 17/24
Implications & Recommendations Staff related factor Reinforce Team engagement Enhance People and Team competency of ward managers and supervisors Facilitate communications between nurses to ward managers and supervisors Frontline Nurses Focus Group Team building Page 18/24
Implications & Recommendations Process related factor Provide a clear and foreseeable Training & Development plan for each newly recruited nurses 3 series Support Program Ward visit Induction Program Growth Program Preceptor Training Gain Rejoicing Orientation with Team Harmony Page 19/24
Implications & Recommendations Environment related factor Enhance Positive Practice Environment Promote Workflow improvement Patient related factor Promote Patient to Nurse Relationship Page 20/24
Limitations The findings cannot generalize to other healthcare setting The findings from the 35 people included in analysis were not representative of all nurses who left Page 21/24
Conclusion & Significance Experiences of nurses working life in acute hospital could be identified via EXIT interview EXIT interview as a platform to collect feedbacks Gain insight to needs and concerns among nurses Provide indications to improve nurses retention especially on Generation Y nurses Page 22/24
References Department of Health (2013). 2013 Health Manpower Survey. Available at: http://www.dh.gov.hk/english/statistics/statistics_hms/files/sum_rn13e.pdf HA Staff Survey 2016/17 Lavoie-Tremblay, M., Leclerc E., Marchionni, C. & Drevniok, U. (2010). The Needs and Expec tations of Generation Y Nurses in the Workplace. Journal for Nurses in Staff Development, 26(1), 2-8. Jamieson, I. & Andrew, C. (2013). Work-life Balance: What Generation Y Nurses Want. Nurse Leader, 11(3), 36-39. Webster, Flint & Courtney (2009). A new practice environment measure based on the reality and experiences of nurses working lives. Journal of Nursing Management, 17(1), 38-48. Page 23/24
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