Twenty-six years ago, the annual National Nurses Week was born in the U. But these days, RNs can be hard for employers to attract and hire. Healthcare, as an industry, is exploding. Compared to all other jobs posted in on Indeed by industry, healthcare had the largest percentage. Along with mathematicians and genetic counselors, RN is among the fastest-growing jobs with the highest pay in the U.
The first two were supportive mentors and internships which helped to ensure that those nurses new to research got a good grounding in the practical Oak ridge feedings hills and skills needed to succeed in their careers:. In Hsia, RP ed. Whether you are getting diagnosed or treated for cancer care, oncology nurses are with you every step of the Articles on hospital recruitment of nurses. Retrieved 10 December Qualifications in terms of statutory regulations according to national, state, or provincial legislation in each country. The variation in measurement of job satisfaction across studies and the differences in respondent recrultment makes comparison difficult. Educating tomorrow's clinical researchers: A review of research preparation in undergraduate education.
Stephanie lesbian star. 1. INTRODUCTION
Get program guide YES! In return, depending on the bonus amount, the nurses must commit to a minimum length of employment. Some professionals pursue advancement in their current field, while others want employment in a new one. Monetary concerns and student debt are a reality, Keltgen added. This option can be attractive to nurses who wish to learn a variety of specialty areas or who want to Beatufil nudes part-time. Check out these non-hospital jobs that we found…. What they believe matters. Promoting a shared governance program to bring your staff closer will build the foundation for stronger relationships without compensating time devoted to patient care. Give your nurses shift options and be flexible. Luke's CEO Dr. So what are these nurses looking for and what works for bringing them on board? Mission Health Asheville, N. Weekly Reader Poll How difficult is it for you to maintain a healthy lifestyle with your current workload? Postings show nurses dancing with children on Fridays.
To provide a better understanding of the factors affecting recruitment and retention of clinical research nurses.
- Get started by downloading our program guide now.
- What are some factors that affect the supply and demand of nursing candidates?
- Some organizations are going to great lengths to fill their vacant nursing positions.
- With large numbers older workers retiring and nurses in high demand, nurse recruiters, hospital administrators and others involved in the hiring process must be proactive to attract younger millennial nurses.
- Hospitals and health systems are using a myriad of recruitment and retention techniques as they brace for a nursing shortage — from bonuses and tuition reimbursement to career development opportunities and partnerships with educational institutions.
To provide a better understanding of the factors affecting recruitment and retention of clinical research nurses. Seven focus groups were held with a subgroup of 26 participants. Data were analysed using inductive thematic analysis. Participants were attracted to a research nurse post by an interest in research itself, a desire for a change or to achieve personal objectives. To provide the means to meet it, a better understanding of what attracts nurses to and retains them in research posts is required.
While several studies have described the rewards and frustrations of the research nurse role e. However, these are selected case examples which may not be representative of research nurses more generally.
Research on factors that affect retention of research nurses is also rare, though studies in clinical nursing are likely to have some relevance. In a study of three generations of nurses, for example, Robson and Robson found that intention to continue working in the NHS was associated with the combination of attachment to work, importance of work and low work—family conflict. While these studies provide valuable insights regarding nursing in general, how they relate to research nurses in particular remains unclear.
To address these limitations, a qualitative exploratory study was undertaken. The aim of this paper is to provide a better understanding of the factors which affect recruitment to and retention of nurses in clinical research posts. Key aspects of the social context affecting behaviour include motivations and satisfactions at the individual level; family responsibilities at the micro level; and policies and practices of employing organizations at the meso level.
Exclusion criteria were Principal or Chief Investigator on a study or funded directly by a research grant. For the second stage, a convenience sampling strategy was used to recruit a subsample to focus groups. An invitation was included at the end of the questionnaire; those who expressed interest were sent an information sheet and invited to choose from a list of dates and places for the focus groups.
The questionnaire was developed by the first author on the basis of a literature review and an earlier unpublished study Boulton, Questionnaires were completed anonymously; submission of a questionnaire was taken as consent to take part in the study.
As study participants were employed at NHS sites across three counties, it was important to hold several focus groups, each in a location convenient to their place of work, so that as many as possible could attend.
Seven focus groups were held in five widely dispersed locations to ensure that research nurses from every employing organization could take part in one. They were held in Postgraduate Medical Education Centres or University meeting rooms and were facilitated by the first author, as numbers in each group were small. Participants were told that the purpose of the focus group was to allow them the opportunity to elaborate on the topics covered in the questionnaire and to raise any further topics they felt important.
Consent forms were signed before the start of each focus group. A topic guide was prepared and used flexibly. Initial codes were generated and revised following discussion by the authors.
The process of qualitative analysis as described above was followed, including generating and revising initial codes, coding transcripts, grouping coded text into categories and categories into higher order themes. The authors are an experienced qualitative researcher who had conducted a previous study of research nurses and an experienced senior research nurse Patton, All themes are supported by illustrative quotes.
Key decisions in coding data and in refining categories and themes were noted, along with the rationale for them, to provide an audit trail Bryman, All illustrative quotes are identified by a participant number e.
Inclusion criteria and methods of sampling, data collection and analysis are described in detail Shenton, The research protocol was approved by the University Research Ethics Committee. Three main themes—research focused, change focused and personal objectives focused—were identified in their responses. For these participants, it was the opportunity to be involved in research that was important to them. Most had a longstanding interest in research, often deriving from their undergraduate or postgraduate degree and saw a research nurse post as providing an opportunity to pursue this interest further:.
I have wanted to work in clinical research since completing my BSc dissertation P A post as research nurse was seen as a way of achieving this:. Wanting to contribute to furthering the knowledge of and treatments for xxx P For these participants, it was not research itself but the opportunity to do something new and different that was important:.
Expand my skills in a disease area which I had a lot of clinical experience in P For several participants their route to a research nurse post had been largely opportunistic: they were looking for a change and a research post came up:. It was a secondment opportunity in my department which I applied for simply for a change in daily duties, not really that I was interested in research nursing. Other participants had been invited or encouraged to apply for a research post by someone else.
In contrast to the previous group, they had not actively looked for change, but had accepted it when offered:. For still others, the driving force behind their move was a desire to leave their current post:. I wanted to come away from ward work because I was suffering from neck and shoulder pain related to the work. The first objective identified was that of career advancement, though not necessarily in a research career:.
A second objective was to work in a specific clinical area or clinical topic which a research nurse post made possible:.
The post was for a xxx Research Nurse and I was really interested in working in [clinical area] for the first time in my career. A third goal was to achieve a better balance of clinical and research activities, or retain contact with patients:. The opportunity to still have patient contact, but to do something totally different. Finally, for some participants, better work conditions or a better fit with family responsibilities were particularly important objectives and a research post was seen as a way to achieve them:.
Research nursing gave me the chance to use all my previous skills and expertise and fit with my family. Four main themes—continue in research nurse post, progress towards independent researcher, leave research and uncertain—were identified.
Almost half of these indicated that they would like to continue at more or less the same level as they were, possibly with some change in focus or a greater variety of studies:.
More of the same, with more trials open which vary in type, e. Almost as many wanted to continue as a research nurse but with some sense of career progression, for example, in a senior research nurse post, taking on more responsibility or leading a team of researchers :.
Working more hours in a similar, or possibly more senior role, i. Some phrased this in terms of gaining a higher degree:. For some, this meant a move into research management or governance:. For others this meant a move back into a clinical role, generally at a higher professional level:.
Ideally I would be working closely with patients—CNS [clinical nurse specialist] for xxx would be my ideal post. And for others it meant leaving nursing altogether, either to a job outside nursing or to retirement:. This included both experienced nurses:.
I need to understand what other roles are available first. Views, concerns and experiences underpinning intentions to remain in or leave research nursing were discussed in the seven focus groups. These are grouped in terms of factors operating at individual, family micro and organizational meso levels, all of which could change over time.
Almost all participants expressed enjoyment and satisfaction in their roles as research nurses. The interest and variety of their work, rewarding interaction with patients, greater autonomy and new opportunities to learn and develop all contributed to intentions to remain in research nursing:. I like the practicalities, I love interactions with patients and… this is to me as good a career as I can get. FG3: — However, not all participants were certain that they would continue to find research nursing satisfying over the longer term:.
FG6: — C:… if I went back into clinical practice, I'd have to go in at [lower pay band] FG1: — For these latter participants, a quest for change and new challenges or their concern to keep job options open may result in their departure from research nursing at some point in the future. Family friendly hours and more bounded responsibilities were significant attractions for some participants and, while their children were young, helped to maintain their intention to remain:.
At the moment I do what I do because it fits in with my family life. I've got young children and that works very well. However, as children grow up and become more independent, these features provide less of an incentive to remain in a research nurse post and, unless other factors such as intrinsic satisfaction come into play, at least some are likely to consider moving on to another role.
As the previous participant went on to say:. I'm coasting. I've got a young family at the moment, so this is what [I am focusing on] but no, that's where I'm heading, definitely [out of research]. I know the job insecurity gets to an awful lot of people… [Two] of my colleagues have left recently precisely for that reason.
It was also evident in the perceived lack of support for personal or professional development. For example, participants discussed how their efforts at professional development had been resisted:. R: I would like to build up… [to] becoming a senior research nurse, leading a team of nurses and things, but from an IPR [Individual Performance Review] point of view, when I brought that up, it's not backed. So basically, I don't think there's any scope for it here at the moment.
S: No, they don't want that, I had that feeling as well. I don't feel that they want us to develop more…. Similar frustrations were expressed in relation to limited opportunities for career progression, partly attributed to a lack of career structure:. The only issue I have is that at the moment there isn't career progression… [There] have been a lot of grumbles from different research staff that there is no progression for a research nurse… [If there is no prospect of career progression] then I would probably seriously consider going over to the other side of the fence into industry [FG4: —].
In contrast to these negative aspects, three other features in their employing NHS Trusts were identified as supporting intentions to remain. The first two were supportive mentors and internships which helped to ensure that those nurses new to research got a good grounding in the practical knowledge and skills needed to succeed in their careers:.
So maybe with the development of this internship, then people might come and decide that research is a place that they want to be and progress right through to nurse researcher. This was particularly evident in relation to NHS Trusts associated with a research intensive university which provided longer term prospects and a wider range of opportunities for researchers:. I'm going to be in it for the duration.
This continuity of employment and at least the potential for career progression in research gave these nurses the confidence that underpinned their intention to remain in research over the longer term. This paper has explored what attracts nurses to and retains them in a research nurse post using qualitative methods and a conceptual framework which sees recruitment and retention as dynamic social processes experienced by individuals in a wider social context. As in clinical nursing, the variety of attractions described may also reflect the range of career stages and personal circumstances of the study sample.
Need help? Working with a Recruiter. Here are some tips:. First Name:. Career Categories. Many millennial nurses — from new graduates to mid-career practitioners — seek similar job situations: big-city hospitals near their family and friends.
Articles on hospital recruitment of nurses. Get the Financial Aid Guide
Experienced workers are appreciated for their knowledge, which creates an attractive environment for skilled nurses. Bon Secours also focuses on newly hired nurses with a strong long-term retention strategy. Flexible work scheduling and improvements to the physical side of nursing, including ergonomic programs, provide incentives for nurses to stay.
This Morgantown, West Virginia-based hospital built a strong culture of patient care where nurses are appreciated. For example, the hospital invited experienced nurses to help design a new patient tower, including room and floor design and equipment selection. One result of nurse involvement was a more ergonomic design that improved patient care and nurse satisfaction.
Nurses choose to work at Monongalia for its personal atmosphere. The open-door policy promotes communication and problem solving.
Consistent employee engagement leads to higher satisfaction and long-term retention. After several years of financial losses, plans were implemented for improvements from the ground up. Retaining nurses was a major focus. Scripps invites nursing leaders to participate in high-level meetings to ensure their voices were heard.
The facility instituted an open-door policy with senior management, and regularly seeks employee feedback. Scripps also focused on talent development as a retention strategy. The Nurse Mentor Program was developed to better prepare new nurses for bedside work. This allows experienced nurses to take on a leadership role without moving into management, while newly hired nurses get needed support. First Name:. Last Name:.
Email Address:. Phone Number:. Learn More Discover what makes New England College different from any other school, and learn more about our program offerings, tuition and the advantages of online learning. Career Categories. Strategies to Retain Nurses The first step to develop a retention strategy is identifying the factors that motivate nurses to stay.
Here are some tips: Place new hires on other units during orientation so they become familiar with how those units function. Make floating easier by providing a manual that outlines procedures and what to expect when working on different units. Create a floating pool of nurses who are cross-trained to work in a number of units.
This option can be attractive to nurses who wish to learn a variety of specialty areas or who want to work part-time. Additional strategies for boosting morale and keeping nurses on the job include: Recognize great work: Demonstrate appreciation for excellent work by recognizing the efforts of outstanding nurses. Include your staff in agency decision-making. Ask your nurses for their opinions. The small gesture could make them feel appreciated and in control of their careers.
Plus, they may have solutions that never occurred to administration. Gunn says that only positive ideas and feelings have come from asking her agency's nurses what they think. Keep your patient census at a level you-and your nurses-can handle. Despite the desire and pressure to take every case, determine whether your staff can provide proper care before accepting a new patient.
Developing a system where nurses have one-on-one time with their patients-without worrying that other patients are waiting for care-could be one solution to the nursing shortage problem.
Get expert advice, tips, and best practice strategies on nursing burnout, recruitment and retention, communication, leadership, and much more! Click here to subscribe. The products and services of HCPro, Inc.
Five nurse recruitment and retention strategies for home-health agencies. E-mail Print Archives. Weekly Reader Poll How difficult is it for you to maintain a healthy lifestyle with your current workload? Easy: I can always find enough time for exercise, sleep and healthy meals.
Moderate: I can manage to get sometime in the week to focus on my health, though it can be a time crunch. Difficult: I almost never have enough time to look after my health, I have too much work to do.
They may have one of three designations , according to the work they do and the province they are in:. Have you ever taken part in a clinical study for a new medication or healthcare procedure? Odds are the person looking after you is a specially trained clinical studies nurse. Find Clinical Study Nurse Jobs. Found in hospitals, post-secondary schools and travelling around to small communities, an educator nurse teaches new techniques and processes in healthcare to others.
Find Nurse Educator Jobs. The aged need more healthcare, more often, than younger Canadians. Fortunately geriatric nurses are uniquely qualified to deal with medical and emotional challenges of our elders.
Find Geriatric Nurse Jobs. For the seriously ill or injured, intensive care nurses can literally be life savers. They generally provide hands on care in hospitals. Some late night and weekend shift work may be required. Find Intensive Care Nurse Jobs. More will have a drinking, gambling or drug addiction. Nurses who are trained in these matters provide support in clinics, hospitals and schools throughout the country.
Find Psychiatric Nurse Jobs. Thinking of having a home birth? They can help if the mom or new baby needs on the spot healthcare assistance. Provides comprehensive assessment of patients including diagnosing diseases, disorders and conditions. Initiates treatment including healthcare management, therapeutic interventions and prescribes medications.
Find Nurse Practitioner Jobs. They also run workplace healthcare programs. And assist if you injure yourself at work and need immediate treatment. Find Occupational Health Nurse Jobs. Whether you are getting diagnosed or treated for cancer care, oncology nurses are with you every step of the way.
They help you look after your health while managing the condition. Find Oncology Nurse Jobs. For people who need healthcare in their final stages of living, a palliative care nurse can be a blessing. They ensure that their patients endure less suffering, and maintain quality of life, as the end nears. Find Palliative Care Nurse Jobs. Nurses tend to be organized and clear headed. In emergencies they must stay calm and provide care as required.
Take The Monster Poll! Take our poll.