High Staff Turnover Research Articles

Influence of Perceived Job Demands on Professional Quality of Life and Turnover Intentions of Haematology Nurses: A Cross-Sectional Study

Background. Haematology nurses in Singapore experience a highly stressful work environment and increased workload due to the growing number of patients and complex treatment regimens. High job demands can lead to burnout and high staff turnover rates, which compromises the quality of patient care. Aims. To assess perceived work demands, levels of social support from colleagues, professional quality of life (ProQOL), and turnover intentions among haematology nurses and examine whether demographic and occupational characteristics, perceived job demands, and support were associated with ProQOL and turnover intentions. Design. A descriptive, correlational, and cross-sectional design was used in this study. Methods. A convenience sample of 60 haematology nurses working at a tertiary hospital in Singapore completed a self-administered survey. Perceived job demands, support from colleagues, ProQOL, and turnover intentions were measured using the Copenhagen Psychosocial Questionnaire (COPSOQ III), Professional Quality of Life Scale version 5 (ProQOL5), and Turnover Intention Scale (TIS-6). Descriptive statistics, chi-square test, and multiple linear regressions were employed for data analysis. Results. Haematology nurses face high cognitive and emotional demands and receive high levels of support from colleagues at work. The majority of the participants reported moderate to high levels of compassion satisfaction (78.3%), burnout (76.7%), and secondary traumatic stress (81.7%). 53.3% of the participants expressed their intention to leave. Perceived job demands were significant predictors of haematology nurses’ ProQOL and turnover intentions. Compassion fatigue also significantly predicts turnover intentions. Conclusion. The high levels of burnout and secondary traumatic stress reported by haematology nurses highlight an urgent need to implement strategies to help nurses cope with the high work demands and reduce their levels of compassion fatigue. Implications for Nursing Management. The findings in this study can help nursing leaders understand haematology nurses’ perceived job demands and ProQOL, to develop strategies to improve the workplace environment and retention.

Research note: jail staff views of inmate medical care and fear of being at risk

ABSTRACT Correctional staff are sometimes in fear of being injured on the job. Concerns about issues relating to inmate medical care could be related to feeling at risk on the job for staff. The current study explored how perceived inmate medical care issues were related to fear of being at risk on the job among staff at a large Southern US jail. The provided survey asked about staff about their concerns of being at risk and medical views dealing with if infectious diseases are handled correctly, if quality medical care was provided to inmates, if staff responded in a timely manner, if there was a high turnover of medical staff, and if inmate privacy rates put staff at risk. In a multivariate regression analysis, a view that inmate infectious diseases are handled correctly and quality medical care is provided were significantly related to lower levels fear of being in danger from the job, while the view that inmate medical privacy rights placed staff at risk had a positive effect. Views that staff respond quickly to inmate medical needs and that there is a high level of medical staff turnover both had nonsignificant effects on fear of being at risk at work.

Developing an integrated clinical decision support system for the early identification and management of kidney disease—building cross-sectoral partnerships

BackgroundThe burden of chronic conditions is growing in Australia with people in remote areas experiencing high rates of disease, especially kidney disease. Health care in remote areas of the Northern Territory (NT) is complicated by a mobile population, high staff turnover, poor communication between health services and complex comorbid health conditions requiring multidisciplinary care.AimThis paper aims to describe the collaborative process between research, government and non-government health services to develop an integrated clinical decision support system to improve patient care.MethodsBuilding on established partnerships in the government and Aboriginal Community-Controlled Health Service (ACCHS) sectors, we developed a novel digital clinical decision support system for people at risk of developing kidney disease (due to hypertension, diabetes, cardiovascular disease) or with kidney disease. A cross-organisational and multidisciplinary Steering Committee has overseen the design, development and implementation stages. Further, the system’s design and functionality were strongly informed by experts (Clinical Reference Group and Technical Working Group), health service providers, and end-user feedback through a formative evaluation.ResultsWe established data sharing agreements with 11 ACCHS to link patient level data with 56 government primary health services and six hospitals. Electronic Health Record (EHR) data, based on agreed criteria, is automatically and securely transferred from 15 existing EHR platforms. Through clinician-determined algorithms, the system assists clinicians to diagnose, monitor and provide guideline-based care for individuals, as well as service-level risk stratification and alerts for clinically significant events.ConclusionDisconnected health services and separate EHRs result in information gaps and a health and safety risk, particularly for patients who access multiple health services. However, barriers to clinical data sharing between health services still exist. In this first phase, we report how robust partnerships and effective governance processes can overcome these barriers to support clinical decision making and contribute to holistic care.

Beware telltale signs of board dysfunction

Just as a for‐profit company or nonprofit organization will have clear signs of dysfunction when things aren't right—think shortfalls in revenue, a lack of progress toward goals or high staff turnover, for example—so will a board of directors, according to Nick Holder of Boardshape, a provider of board meeting and communications management software.

Impact of clinical supervision on the mental health nursing workforce: a scoping review protocol

IntroductionMental health nurses work in potentially unpredictable, stressful and complex environments that can lead to burn-out and high staff turnover. Clinical supervision is a formal and professional agreement between two...

Role of motivation and well-being indicators in interventions to improve well-being at work among primary care physicians: a systematic review

ObjectiveThe well-being of primary care physicians (PCPs) has become an object of concern for governments due to staff shortages and high staff turnover. The objective of this study was to...

Strengthening primary health care through integration of non-communicable disease services: Insights from the abundant health model in Vietnam

ABSTRACT Vietnam is aging rapidly, leading to a substantial rise in morbidity and mortality associated with non-communicable diseases (NCDs). Despite the Government’s 2015 NCD care and management guidelines, there was no practical implementation. From 2018 to 2020, the Abundant Health (AH) model was introduced to enhance the screening and management of hypertension and diabetes at community health stations (CHSs). This study explores the potential for scaling up this model to other provinces in Vietnam and identifying structural enabling factors and challenges based on the model’s lessons learned. The study was conducted in five provinces of Vietnam, using a mixed methods approach of desk review, focus group discussions, key informant interviews, and a survey. Intervention feasibility and acceptability were evaluated using the framework developed by Gadke et al., with a scale of 5 points indicating the highest rating for upscaling the AH model. The sample comprised 164 healthcare providers, 5 group discussions, and 14 focus group discussions. The overall statistical value for Cronbach’s alpha was 0.87, the factor analysis identified 4 factors, and the scale is appropriate for evaluation. The AH model received high average scores for relevance (4.25 over 3 items) and acceptability (4.24 over 4 items). However, feasibility (including suitability and affordability) obtained a lower score (3.65 over 7 items), with primary concerns regarding the availability of local funding for activities (3.04) and the adequacy of equipment and medicines at CHSs (3.08). Enabling factors for delivering quality NCD services at the primary level included strong government commitment to NCD management at the grassroots health level and high community demand for quality NCD management and continuum services. The most significant barriers identified were the scarcity of physicians at CHSs and high staff turnover. The AH model, which encompasses screening, management, and treatment of hypertension and diabetes at CHSs, has demonstrated feasibility and potential for upscaling in Vietnam. Moreover, this model can be adopted in other low- and middle-income countries.

Situations of anomie and the health workforce crisis: Policy implications of a socially sensitive and inclusive approach to human resources.

Health systems in most jurisdictions are facing an unprecedented workforce crisis, manifesting as labour shortages, high staff turnover, and increasing rates of absenteeism and burnout. These issues affect professional and occupational groups in both health and social care and individuals at early and later stages of their career. The intensity and pervasiveness of the crisis suggests that it is a multicausal phenomenon. Studies have focused on the relationship between working environments and worker satisfaction and well-being. However, these are of limited use in understanding the deeper mechanisms behind the large-scale workforce crisis. The subjective experience of work, while rooted in a particular work context, is also shaped by broader social and cultural phenomena that put social norms and individuals' ability to conform to them in tension. The concept of anomie, initially developed by Durkheim and redefined by Merton, focuses on the way social norms that guide conduct and aspirations lose influence and become incompatible with each other or unsuited to contemporary work contexts. Understanding the workforce crisis from the perspective of anomie enables the development and implementation of novel policies based on co-production strategies where concerned publics engage collaboratively in framing the problem and searching for solutions.

Mapping mental health care services for children and youth population in Colombia’s Pacific: potential for boundary spanning between community and formal services

BackgroundConflict and violence can impact on the mental health of children and young people, who are in a crucial stage of their personal growth. Not much is known about the provision of mental health care to young people in conflict-affected areas. Community-based care can be essential, as state-led services are often scarce in conflict contexts, like Colombia’s Pacific region where this research was conducted. According to the WHO, such care is ideally provided in the form of a network of interconnected services, offered by different actors beyond the formal health sector. This article describes the relationship between the formal and community mental health systems in Colombia’s Pacific region, and identifies ways of improving their interaction.MethodsQualitative data were collected through 98 semi-structured interviews with community organisations, schools, international organisations and state institutions. These interviews aimed to identify the strategies used to promote young people’s mental health and the interactions between the different providers. Boundary spanning theory was used to analyse how different actors and forms of mental health care provision could coordinate better.ResultsCommunity organisations and schools use a wide array of strategies to attend to the mental health of children and young people, often of a collective and psychosocial nature. State institutions offer more clinically focused strategies, which are however limited in terms of accessibility and continuity. International organisations aim to strengthen state capacity, but often struggle due to high staff turnover. Although mental health care pathways exist, their effectiveness is limited due to ineffective coordination between actors.ConclusionsTo make sure that the variety of strategies to improve young people’s mental health effectively reach their beneficiaries, better coordination is needed between the different actors. Mental health care pathways should therefore integrate community organisations, while community connectors can help to manage the coordination between different actors and forms of clinical and psychosocial support.

Digitalization concepts in academic bioprocess development.

Digitalization with integrated devices, digital and physical assistants, automation, and simulation is setting a new direction for laboratory work. Even with complex research workflows, high staff turnover, and a limited budget some laboratories have already shown that digitalization is indeed possible. However, academic bioprocess laboratories often struggle to follow the trend of digitalization. Due to their diverse research circumstances, high variety of team composition, goals, and limitations the concepts are substantially different. Here, we will provide an overview on different aspects of digitalization and describe how academic laboratories successfully digitalized their working environment. The key aspect is the collaboration and communication between IT-experts and scientific staff. The developed digital infrastructure is only useful if it supports the laboratory worker and does not complicate their work. Thereby, laboratory researchers have to collaborate closely with IT-experts in order for a well-developed and maintainable digitalization concept that fits their individual needs and level of complexity. This review may serve as a starting point or a collection of ideas for the transformation toward a digitalized laboratory.

Investigating healthcare workforce recruitment and retention: a mixed-methods study protocol

IntroductionAlthough the sustainability of the health workforce has been identified as essential to achieving health and wider development objectives, challenges with securing and retaining the healthcare workforce persist. In the...

Physiologic stress in the classroom: Does teacher's cortisol expression influence children's afternoon rise in cortisol at childcare?

AbstractExtant literature has demonstrated that children's diurnal stress physiology often looks different on childcare versus home days. Specifically, children experience a rise in cortisol, rather than a decline, over the day while in full‐time care. Additionally, temperamental fit within classroom environment may influence both child and teacher cortisol and outcomes. The current study investigated whether teachers' cortisol levels (n = 11) were associated with child cortisol levels (n = 71, mean age = 4.18 ± 0.81, 51% female) in the classroom while taking into account temperament, child sex assigned at birth, and classroom quality. Cortisol samples were collected on consecutive days at home and childcare for children, and at childcare for teachers. We hypothesized that (1) teacher cortisol will predict child afternoon cortisol, (2) that a portion of the variance in this relationship will be accounted for by classroom quality. Using a cross‐sectional design, children in this sample had higher cortisol values in the afternoon while at childcare than at similar times of day at home. Teachers demonstrated a typical diurnal decline across the day but variation in total cortisol output at childcare. Two distinct predictors of afternoon cortisol levels were identified in children attending childcare: child age and mean teacher cortisol levels across the day, while negative affect and classroom quality were not significant. Younger children and children whose teachers had higher mean cortisol levels were more likely to have high afternoon cortisol at childcare. Higher diurnal cortisol values for teachers may indicate a higher stress environment for both teachers and children. These preliminary findings suggest that teacher stress may not only have implications for children in terms of teacher burnout, high staff turnover, and learning, but possibly also for children's health and well‐being. Implications for research and policy, as well as limitations and strengths, are discussed.

FORMULATION OF PERSONNEL POLICY AS THE BASIS OF EFFICIENT ENTERPRISE ACTIVITIES

It is noted that the personnel management system at a modern enterprise, regardless of the form of ownership, is the most powerful tool for ensuring competitiveness and development. It is determined that the personnel policy of an enterprise is one of the most important management tools, since in modern conditions the role of human resources in the implementation of business activities is crucial, and the quality of their management determines the success of the enterprise. It is found that the effective use of human resources can be achieved through the formation and implementation of an effective personnel policy of an enterprise, which today is considered the most important competitive advantage and means of achieving success of any modern enterprise. A number of requirements to the personnel policy of an enterprise are analyzed. The stages of formation of the personnel policy at the enterprise are disclosed. The most common problems of the enterprise’s personnel policy are allocated, in particular: lack of qualified employees, which results in poor quality of work performed, high staff turnover at the enterprise, the problem of organizing the selection and recruitment of personnel. It is proved that the presence of a personnel policy at an enterprise as the basis for effective operation of an enterprise makes it possible to implementation of a competitive policy in the presence of high quality human resources. The dependence of enterprise competitiveness on the choice of personnel policy is analyzed. Recommendations for solving personnel problems at the time of formation of the enterprise’s personnel policy have been developed, which can be the basis for the effective operation of the enterprise. It is noted that the effective development of an enterprise is based on a systematic approach to the personnel management strategy. It has been researched that the personnel policy is created to merge the efforts of all personnel of the enterprise to solve the tasks.

Remote area nurses' experiences of workplace safety in very remote primary health clinics: A qualitative study.

To explore Remote Area Nurses' experiences of the implementation of workplace health and safety policies and risk mitigation strategies in Australian very remote primary health clinics. This qualitative study used online semi-structured interviews, with participants purposively sampled to maximize variation in work location and service type. Data were analysed using a reflexive thematic analysis approach. Coding was carried out inductively, with NVivo 12 aiding data management. The interviews were conducted from 24 Februrary 2021 to 06 March 2021 with Remote Area Nurses from very remote primary health clinics in Australia. Fifteen Remote Area Nurses participated in the study. Thematic analysis revealed varied approaches to workplace safety among the different health services and regions. While the spread of 'never alone' policies in many clinics addressed one of the significant risks faced by Remote Area Nurses, gaps remained even for hazards specifically highlighted in existing work health and safety legislation. Meaningful collaboration with staff and the community, local orientation, preparation for the role and providing quality care were protective factors for staff safety. Understaffing, unsafe infrastructure and inadequate equipment were common concerns among Remote Area Nurses. Health services need to prioritize workplace safety and take a continuous quality improvement approach to its implementation. This will include ensuring safety strategies are appropriate for the local context, improving infrastructure maintenance, and establishing sustainable second responder systems such as a pool of drivers with local knowledge. Poor personal safety contributes to burnout and high turnover of staff. Nurses' insights into the barriers and enablers of current workplace safety strategies will aid policymakers and employers in future improvements. COREQ reporting guidelines were followed. A panel of six Remote Area Nurses collaborated in the development of this project.

Electronic knowledge books (eK-Books) as a medium to capitalise on and transfer scientific, engineering, operational, technological and craft knowledge.

The capitalisation on and transfer of technological, engineering and scientific knowledge associated with empirical know-how is an important issue for the sustainability and development of manufacturing. Indeed, certain sectors of industry are facing the increasing ageing of the labour force, recruitment difficulties and high staff turnover, leading to a loss of knowledge and know-how. In a context of numerical and digital transition and the migration of processes to industry 4.0, one of major challenges manufacturers face today is their capacity to build intelligent platforms for acquiring, storing and transferring their know-how and knowledge. It is crucial to create new media and tools for staff training and development capable of capturing knowledge and reusing it to create a project history through expertise and data collection. This paper presents the methodology and guidelines for implementing electronic knowledge books (eK-Books), along with their uses. The eK-Book is a semantic web-based hypertext medium (channel) allowing stakeholders to capitalise on, structure and transfer knowledge by using concept maps, process maps, influence graphs, downloadable documents, web pages and hypermedia knowledge sheets. They are intended for engineers, expert or novice technicians, manufacturers, sector coordinators and plant managers, as well as trainers and learners. They are usable and manageable in all types of environments and with different levels of accessibility. This paper highlights (1) the transfer knowledge capacity of eK-Books and (2) their usability in two agri-food sectors namely (1) the cheese sector with protected designation of origin (PDO) and protected geographical indication (PGI), and (2) the butchery and cold meat sectors.

Investigating the workforce capacity and needs for animal disease surveillance and outbreak investigation: a mixed-methods study of veterinary services in Vietnam.

The need for strengthening national capacities for disease prevention, preparedness, and response is increasingly becoming urgent. Central to this is strengthening existing systems and workforce capacity for disease surveillance and disease outbreak response. This study aimed to evaluate the national capacity and needs of veterinary services in Vietnam in animal disease surveillance and outbreak investigation skills. A cross-sectional, convergent, mixed-methods study was conducted between November 2020 and April 2021. An online questionnaire was administered to government field veterinarians, followed by descriptive and multivariable analyses to understand field capacity, specifically levels of experience in outbreak investigation and animal health surveillance. Semi-structured interviews were conducted with various stakeholders in veterinary services and interview transcripts were coded and thematically analyzed. Qualitative results were used to contextualize quantitative findings from the survey. Overall, 178 field veterinary staff completed the online survey, and 25 stakeholders were interviewed. Eighty percent of respondents reported a high priority for further training in both animal disease surveillance and outbreak investigation. Training and competence were more limited at the district and commune levels, highlighting a gap in capacity at the subnational level. Reasons included a lack of in-depth training opportunities, limited access to resources and high staff turnover. Respondents who completed postgraduate qualifications in epidemiology or Field Epidemiology Training Programs were more likely to have higher levels of experience in animal health surveillance and outbreak investigation. This study identified gaps in knowledge and adoption of practices most often related to local-level or less experienced veterinary staff with limited training opportunities in epidemiology. Findings inform the prioritization of training and planning activities to further enhance the national capacity of veterinary services in Vietnam. Underlying explanations for existing gaps in capacity include inequities in skill development and training opportunities across levels of veterinary staff, gaps in the chain of command and unequal funding across provinces.

Responding to the AMR threat: data and information needs of stakeholders working in regional and remote Australia.

Our qualitative analysis of interviews with remote Australian healthcare professionals found that they require reliable, local antimicrobial resistance (AMR) data reflecting the geographical diversity of the population they serve. The optimal use of AMR data must consider challenges within this setting, including high staff turnover, limited diagnostic capacity, and antibiotic shortages.

Healthcare Professionals’ Job Satisfaction at Primary Healthcare Centers in The Eastern Province of Saudi Arabia

Introduction: A lack of job satisfaction is identified as a primary factor contributing to high staff turnover among healthcare professionals. Objective: To assess the extent of job satisfaction among healthcare professionals in the Eastern region of Saudi Arabia.Methods: The study employed a quantitative, descriptive, cross-sectional research approach. Convenience sampling was employed to select a sample of 300 healthcare professionals from primary healthcare centers in the Eastern region of Saudi Arabia. A digital survey, including a sociodemographic data sheet and a job satisfaction questionnaire, was distributed to healthcare personnel through various social media channels. The study adhered to all ethical protocols in scientific research, and data analysis was conducted using descriptive statistics with the SPSS V 26.0 program.Results: Regarding job satisfaction, 39% of respondents reported a high level of contentment with their work environment, while only 6% indicated a strong sense of dissatisfaction. Notably, the categories of "employees' experience" and "benefits offered by the organization" garnered the greatest mean score and the highest satisfaction levels, with a significant 40% expressing great satisfaction. However, the aspect that received the lowest satisfaction mean score among participants was "workplace flexibility," with only 36% expressing high levels of satisfaction concerning this point. The average score for job satisfaction was 7.32±2.9, indicating a moderate to high degree of satisfaction among professionals.Conclusions: Primary healthcare workers experienced moderate to high levels of job satisfaction. The findings emphasize the importance of implementing a flexible work structure to enhance job satisfaction within the healthcare industry

A Model of Reducing Employee Turnover as a Result of Job Dissatisfaction in the Ministry of Education in Harare Province: A Case Study of Harare Urban Teachers

The purpose of the study was to develop a model of reducing employee turnover as a result of job dissatisfaction in the Ministry of Primary and Secondary Education in Harare province using a case study of Harare urban teachers in Harare district. Specific objectives were to establish factors which influence employee turnover in Harare under Harare District, to determine the effect of work environment on employee turnover, to examine the effect of employee turnover on production, to ascertain the relationship between job dissatisfaction and employee turnover and to develop a model of reducing employee turnover in the Ministry of Primary and Secondary Education in Harare province. This study adopted pragmatism research philosophy which assisted the researcher in making decisions in regards to what worked best in finding answers for the research objectives mentioned. Pragmatism is more suitable in this study in making operational judgments based on what will work best for this study on reducing employee turnover as a result of job dissatisfaction in the ministry of education in Mashonaland west. A sample size of 278 was determined using Krejcie and Morgan sample size determination method. In this study it was found that a comfortable work environment for employees can increase their morale and encourage better performance. Respondents noted that job dissatisfaction can lead to career change thinking. It was established that factors such as more opportunities to progress in careers, job satisfaction affects employees’ productivity thereby results in employee turnover and retention, lack of communication making the employees feel underappreciated and unnoticed, less commitment, organizational policies and lower salary package influence employee turnover. It was also established that poor working conditions promote high staff turnover. This study established that the organization should carefully consider the hiring process, recognize strengthens and connection to the culture while reducing burnout. Furthermore, the organization should increase its motivation packages and encourage work life balance. The study recommends that Public Service Commission should develop a spirit of teamwork, Public Service Commission should empower teachers to succeed, Public Service Commission should give teachers support and should make working conditions more favorable. Considering that the study’s model explained around 68% of the reasons influencing employee departure from Zimbabwe’s education sector, future research may center on the remaining 20%. There is a chance that new perspectives will emerge from a study of multiple types of Zimbabwean private education providers operating in the context of the country. This study could involve conducting interviews with key stakeholders affiliated with the private education providers of interest to glean insights into and Implications for improving staff retention within the private education industry.

Strategic Human Resource Management Practices in Banks and Insurance Companies

This study aims to examine the essential dimensions of strategic human resource management (SHRM) practices in Nepalese banks and insurance companies. It was carried out among managerial-level staff of eight banks and eight insurance companies in Nepal. A total of 240 questionnaires—15 for each of the 16 organizations—were distributed. 163 questionnaires in all (67.92%) were returned and used in the study. This study used a checklist measure of SHRM practices. The degree of application is assessed by assigning 1–6 points to each practice item. Six dimensions—career development and promotion, employee participation, quality control (QC) program, management by objectives (MBO), team management, and corporate culture—are used to classify SHRM practices. The results indicate that all SHRM practices are typically well-perceived. Commercial banks and insurance businesses differ significantly in all aspects of SHRM practices. Employees in banks perceive more positive SHRM practices than those of insurance companies. Due to their alluring employment opportunities and strong SHRM practices, banks may be able to lure individuals from the insurance companies. Compared to commercial banks, which might acquire qualified workers from the labor market, insurance companies are more likely to have higher staff turnover. As such, they must take these realities into account. Because of this, both the banks and insurance companies must ensure that their SHRM policies and HR investments draw in and keep competent applicants from the job market.