Monday, June 3, 2019

Reasons for Nurses Leaving the Profession

Reasons for Nurses Leaving the ProfessionFormative AssignmentStudent Number 16068177Strachota et al. (2003) carried out a qualitative study involving 84 nurses across 3 hospitals exploring the reasons nurses left or changed status of drill with their organization. Purposive sampling method was used to recruit nurses who jeer the above criteria and worked less than 9 months. The authors conducted phone query with the use of script as guide followed by open-ended questions. In this case, a pilot audience involving 38 nurses was conducted to examine the recording responses. However, the practice of pilot interview is uncommon in the study using interview technique. Having said that, pilot test on questions use in an interview can be considered useful especially for novice researcher as it helps to examine the possible response. According to Sapsford et al. (2006) researcher pull up stakes be able to work out a set of code and response categories if the full set of replies are covere d by pilot interview as it explores the whole range of possible responses from the respondents. Finally, thematic analysis from this study showed that hours worked was the main reason that caused nurses to resign.On the other hand, Abdul Rahman et al. (2015) suggested that employees behavior and attitudes associate with turnover of employees and busy a quantitative research which investigated factors of transaction gratification. The randomized samples contained 179 nurses whose age ranged from 21 to 40 years old. Using factor analysis, this study concluded that work environs includes workers benefit, professional advancement, support from colleague and managerial level are factors affecting byplay satisfactions.Nevertheless, a research by Tao et al. (2015) argued that the relationship of job satisfaction and job turnover depends on commitment level of an individual. Indeed nurses level of commitment is believed to be age-related (Benligiray et al. 2011). Young and experienced n urses make different career decision as experience nurses perceive rewards as an ongoing process. Therefore, older nurses may encounter the same amount of dissatisfaction but willing to stay on. Similarly, generational factors in job turnover studied in 2007 by Takase et al. concluded that nurses in different age group differ in needs thus reason to resign. renewal of age, ethnic, gender and education of nurses cause values variation (Crook, M et al. 2003). In conclusion, values, needs and attitudes of an individual are influenced by social demography factors. Thus reasons bottom of the inning nurses resignation need to be identified independently for the aim of developing appropriate retention strategies.ReferencesBenligiray, S. Sonmez, H. (2013). The analysis of demographic and work life variables which affect the occupational commitment of nurses. Journal of management development, 32(4), 419-434. Retrieved from http//, D.k. Cro ok, M. (2003). Nursing values and a changing nurse workforce values, age and job stages. Journal of nursing administration, 33(5), 260-270. Retrieved from http//, R.I.S. Abdul Rahman, R. (2015). determine dimensions of job satisfaction using factor analysis. Procedia economics and finance, 37, 488-496. Retrieved from http//, A Jupp, V. (2006). Data collection and analysis, Asking questions. (p103). (2nd ed.). London SAGE Publication.Strachota, E., Normandin, P., OBrien, N., Clary, M. Krukow, B. (2003). Reasons registered nurses leave or change employment status. Journal of nursing administration, 33(2), 111-117. Retrieved from https//, M., Oba, K. Yamashita, N. (2007) Generational differences in factors influencing job turnover among Japanese nurses An exploratory comparative design. I nternational journal of nursing studies, 46, 957-967. Retrieved from http//, H., Ellenbecker, C.H., Wang, Y. Li, Y. (2015). Examining perception of job satisfaction and intention to leave among ICU nurses in China. International journal of nursing sciences, 2(2), 140-148. Retrieved from http//

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