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Tytuł pozycji:

"The hardest job you will ever love": Nurse recruitment, retention, and turnover in the Nurse-Family Partnership program in British Columbia, Canada.

Tytuł :
"The hardest job you will ever love": Nurse recruitment, retention, and turnover in the Nurse-Family Partnership program in British Columbia, Canada.
Autorzy :
Campbell KA; School of Nursing, McMaster University, Hamilton, Ontario, Canada.
Van Borek N; School of Nursing, McMaster University, Hamilton, Ontario, Canada.
Marcellus L; School of Nursing, University of Victoria, Victoria, British Columbia, Canada.
Landy CK; School of Nursing, McMaster University, Hamilton, Ontario, Canada.; School of Nursing, York University, Toronto, Ontario, Canada.
Jack SM; School of Nursing, McMaster University, Hamilton, Ontario, Canada.
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Corporate Authors :
British Columbia Healthy Connections Project Process Evaluation Research Team
Źródło :
PloS one [PLoS One] 2020 Sep 08; Vol. 15 (9), pp. e0237028. Date of Electronic Publication: 2020 Sep 08 (Print Publication: 2020).
Typ publikacji :
Journal Article; Research Support, Non-U.S. Gov't
Język :
English
Imprint Name(s) :
Original Publication: San Francisco, CA : Public Library of Science
MeSH Terms :
Job Satisfaction*
Nurses*
Personnel Selection*
Personnel Turnover*
British Columbia ; Female ; Humans ; Mothers ; Parenting ; Pregnancy ; Societies, Nursing
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Entry Date(s) :
Date Created: 20200908 Date Completed: 20201028 Latest Revision: 20201028
Update Code :
20201218
PubMed Central ID :
PMC7478534
DOI :
10.1371/journal.pone.0237028
PMID :
32898142
Czasopismo naukowe
Background: Nurse turnover is a significant issue and complex challenge for all healthcare sectors and is exacerbated by a global nursing shortage. Nurse-Family Partnership is a community health program for first-time pregnant and parenting girls and young women living in situations of social and economic disadvantage. In Canada, this program is delivered exclusively by public health nurses and only within a research context. The aim of this article is to explore and describe factors that contribute to recruitment, retention, and turnover of public health nurses delivering Nurse-Family Partnership in British Columbia, Canada between 2013 and 2018.
Methods: Interpretive description was used to guide sampling, data collection and analytic decisions in this qualitative component drawn from the British Columbia Healthy Connections Project mixed methods process evaluation. Semi-structured, individual interviews were conducted with 28 public health nurses who practiced in and then exited Nurse-Family Partnership.
Results: Nurses were motivated to join this program because they wanted to deliver an evidence-based program for vulnerable young mothers that fit with their personal and professional philosophies and offered nurse autonomy. Access to program resources attracted nursing staff, while delivering a program that prioritizes maintaining relationships and emphasizes client successes was a positive work experience. Opportunities for ongoing professional development/ education, strong team connections, and working at full-scope of nursing practice were significant reasons for nurses to remain in Nurse-Family Partnership. Personal circumstances (retirement, family/health needs, relocation, career advancement) were the most frequently cited reasons leading to turnover. Other factors included: involuntary reasons, organizational and program factors, and geographical factors.
Conclusions: Public health organizations that deliver Nurse-Family Partnership may find aspects of job embeddedness theory useful for developing strategies for supporting recruitment and retention and reducing nurse turnover. Hiring nurses who are the right fit for this type of program may be a useful approach to increasing nurse retention. Fostering a culture of connectivity through team development along with supportive and communicative supervision are important factors associated with retention and may decrease turnover. Many involuntary/external factors were specific to being in a study environment. Program, organizational, and geographical factors affecting nurse turnover are modifiable.
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