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S  0< D  X*  0     Z*  0ԏ    Z*H  0޽h ? 33  Blank 0 *(    0H P    X*   00     Z* d  c $ ?F    0  @  RClick to edit Master text styles Second level Third level Fourth level Fifth level!     S  6  `P   X*   6$ `   Z* H  0޽h ? ̙3380___PPT10.@;g (    03 P    ]-Connolly et al. Nurse Retention: Work Setting..   08     < 10//30//03     6= `P   X*   6@A `   Z* H  0޽h ? ̙3380___PPT10.> UM0 (    6,  {EStaff Nurse Work Settings: Factors That May Influence Nurse RetentionFFH  0 @`P@ ^Phyllis M. Connolly, Ph.D., APRN, BC, CS Diane L. Stuenkel Ed.D., RN Jayne Cohen, DNSc, RNC Bobbye Gorenberg, DNSc, RNC Coleen Saylor, Ph.D., RN San Jose State Universityb1 ,  0P0  LResearch Day 20038<2J   C "A SJSU0 iH  0޽h ? 33  |@L(  Lr L S |D   r L S PpD   L  `gֳgֳA ? ? 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%O =Retention & ShortageHRN Turnover in US approx. 21.3% in 2000 Loss compromises patient care Increases cost of health care Average cost to replace 1 nurse $92, 442 Job dissatisfaction predictor of intent to leaveZFactors Influence RetentionHFJob satisfaction Supervisor Support Work Environment Personal Factors GG Methodology HLongitudinal descriptive Initial survey Insel & Moos Work Environment Scale (WES) Form R Dimensions: Relationship, Personal Growth or Goal Orientation, & System Maintenance & Change Demographic tool Data collected Q 6 months for 2 yearsZ( Setting & SampleAcute care RN staff nurses on all 3 shifts large urban hospital in Northern California Clinical levels 1  III and charge nurses and assistant head nurses 692 surveys were distributed N = 272, 39% Response Rate Relationship Dimensions*HInvolvement  employees are concerned about and committed to their jobs Peer Cohesion  employees are friendly and supportive of one another Supervisor Support  management is supportive of employees and encourages them to be supportive of one anotherZ.Personal Growth or Goal Orientation Dimensions//*H\Autonomy   employees are encouraged to be self-sufficient; make their own decisions Task Orientation   emphasis is on good planning, efficiency, and getting the job done   Work Pressure   the degree to which the pressure of work and time urgency dominate the job milieu dd/System Maintenance and System Change Dimensions00(HClarity   employees know what to expect in their daily routine Control   extent to which management uses rules and pressures to keep employees under control Innovation   degree of emphasis on variety, change, and new approaches Physical comfort   extent to which the physical surrounding contribute to a pleasant work environment RR   !)ResultsHFSupervisor Support, 4.5 mean score below normed average (5.5-6.0) Goal Orientation & Efficiency mean score 6.67 (5.5.-6.0) Work and Time Pressure 5.85 (4.0-5.0) Organizational Control 5.08 (4.5-5.0) Physical Comfort 5.08(4.5-5.0) Clarity of Expectations 5.33 (5.5-6.0) Innovative Environment 3.27 ( 4.0-5.0)d<G)"#$%&'  !"#$%&'()*+,-./0123456789:;<=>?@ABCDEFGHIJKLMNOPQRSTUVWXYZ[\]^_`abcdefghijklmnopqrstuvwxyz{|}~      !"#$%&'()*+,-./0123456789:;<=>?@ABCDEFGHIJKLMNOPQRSTUVWXYZ[\]^_`abcdefghijklmnopqrstuvwxyz{|}~     \ !"#$%&'()*+,-./0123456789:;<=>?@ABCDGHIJKLMNOPQRSTr[]^_`abcdefghijklmnFqstuvwxyz{|}Root EntrydO)`KpPicturesCurrent UserPSummaryInformation(TPowerPoint Document(DocumentSummaryInformation8Clip (MS_ClipArt_Gallery.20,Microsoft Clip GalleryClip (MS_ClipArt_Gallery.20,Microsoft Clip Gallery/ 0DTimesNew .0:A 0DTimes New Roman0:A 0 DArialNew Roman0:A 0"@ .  @n?" dd@  @@`` 1f     o2$U@qQP+2$ќŋ*usA +b$VRϪNі#v652$_]vZ~l2$/HВ h4 o2$Sm3=4%-lO|2$A 0UٹMtv.E'2$v#G4^4"U2$Z*7>rv:nJw2$ RPtk"|"'2$m2؎tf* ulF2$-BIWDXM-7M2$I9WLb:odR2$9,i5s&6FBY2$2qZ',=8;&@1H`2$JqnӌYIޏSyh2$`q _AP(o=o2$'K[NkO[yv2$|L0T<E!~2$H.d u2$gye G5I2$K a ѐg׫P-f 0AAH@ʚ;ʚ;g4+d+d :A 0p@ pp<4!d!dL$ 0-<4ddddL$ 0- <4BdBdL # 0g4*d*d :A 0$p@ pph___PPT2001D<4X 0___PPT10 2___PPT9/ 0? %O =Retention & ShortageHRN Turnover in US approx. 21.3% in 2000 Loss compromises patient care Increases cost of health care Average cost to replace 1 nurse $92, 442 Job dissatisfaction predictor of intent to leaveZFactors Influence RetentionHFJob satisfaction Supervisor Support Work Environment Personal Factors GG Methodology HLongitudinal descriptive Initial survey Insel & Moos Work Environment Scale (WES) Form R Dimensions: Relationship, Personal Growth or Goal Orientation, & System Maintenance & Change Demographic tool Data collected Q 6 months for 2 yearsZ( Setting & SampleAcute care RN staff nurses on all 3 shifts large urban hospital in Northern California Clinical levels 1  III and charge nurses and assistant head nurses 692 surveys were distributed N = 272, 39% Response Rate Relationship Dimensions*HInvolvement  employees are concerned about and committed to their jobs Peer Cohesion  employees are friendly and supportive of one another Supervisor Support  management is supportive of employees and encourages them to be supportive of one anotherZ.Personal Growth or Goal Orientation Dimensions//*H\Autonomy   employees are encouraged to be self-sufficient; make their own decisions Task Orientation   emphasis is on good planning, efficiency, and getting the job done   Work Pressure   the degree to which the pressure of work and time urgency dominate the job milieu dd/System Maintenance and System Change Dimensions00(HClarity   employees know what to expect in their daily routine Control   extent to which management uses rules and pressures to keep employees under control Innovation   degree of emphasis on variety, change, and new approaches Physical comfort   extent to which the physical surrounding contribute to a pleasant work environment RR   !)ResultsHFSupervisor Support, 4.5 mean score below normed average (5.5-6.0) Goal Orientation & Efficiency mean score 6.67 (5.5.-6.0) Work and Time Pressure 5.85 (4.0-5.0) Organizational Control 5.08 (4.5-5.0) Physical Comfort 5.08(4.5-5.0) Clarity of Expectations 5.33 (5.5-6.0) Innovative Environment 3.27 ( 4.0-5.0)d<G)"#$%&'  Conclusions HNurses Perceived a lack of supervisor support Were unsure of their job roles Felt that new ideas or techniques were not valued High degree of task orientation & work pressure, rules, regulations, & management control were perceived as high Physical work environment was satisfactoryZRetention StrategiesHkImprove supervisor support Clarify expectations Reduce organizational control Reduce work and time pressurell$/+? 0 (    6,  k5NURS 236A Nursing Shortage Interview Dr. Jayne Cohen66H  0  `P rPhyllis M. Connolly, Ph.D., APRN, BC, CS Interview of the Director of School of Nursing, San Jose State UniversityssJ   C "A SJSU0 iH  0޽h ? 33r#mҜj+%"( *(  ClipArt (MS_ClipArt_Gallery.20ClipArtClip (MS_ClipArt_Gallery.20 ՜.+,0P    On-screen Show91ýreeΜ@{ TimesTimes New RomanArialBlankClipArtMicrosoft Clip GallerySlide 1Retention & ShortageFactors Influence Retention MethodologyFirst Setting & SampleRelationship Dimensions/Personal Growth or Goal Orientation Dimensions0System Maintenance and System Change DimensionsSlide 9 Slide 10 Slide 11Results ConclusionsRetention StrategiesThe End  Fonts UsedDesign TemplateEmbedded OLE Servers Slide Titles(_Phyllis ConnollyPhyllis Connolly Slide Titles  Conclusions HNurses Perceived a lack of supervisor support Were unsure of their job roles Felt that new ideas or techniques were not valued High degree of task orientation & work pressure, rules, regulations, & management control were perceived as high Physical work environment was satisfactoryZRetention StrategiesHkImprove supervisor support Clarify expectations Reduce organizational control Reduce work and time pressurell$/+% 0 e(    6P   YNURS 236A Nursing Shortage Interview Dr. Jayne Cohen, Director, School of Nursing, 91ýZZH  0  `Pp ~4Phyllis M. Connolly, Ph.D., APRN, BC, CS Interviewer55J   C "A SJSU0 iH  0޽h ? 33rm+"( *(  ClipArt (MS_ClipArt_Gallery.20ClipArtClip (MS_ClipArt_Gallery.20,Microsoft Clip GalleryClip (MS_ClipArt_Gallery.20,Microsoft Clip Gallery/ 0DTimesNew x0:A 0DTimes New Roman0:A 0 DArialNew Roman0:A 0"@ .  @n?" dd@  @@`` 1f     o2$U@qQP+2$ќŋ*usA +b$VRϪNі#v652$_]vZ~l2$/HВ h4 o2$Sm3=4%-lO|2$A 0UٹMtv.E'2$v#G4^4"U2$Z*7>rv:nJw2$ RPtk"|"'2$m2؎tf* ulF2$-BIWDXM-7M2$I9WLb:odR2$9,i5s&6FBY2$2qZ',=8;&@1H`2$JqnӌYIޏSyh2$`q _AP(o=o2$'K[NkO[yv2$|L0T<E!~2$H.d u2$gye G5I2$K a ѐg׫P-f 0AAH@ʚ;`\8ʚ;g4(d(d :A 0p@ pp<4!d!dL$ 0P<4ddddL$ 0P <4BdBdL # 0g4*d*d :A 0$p@ pph___PPT2001D<4X 0___PPT10 2___PPT9/ 0? %O =Retention & ShortageHRN Turnover in US approx. 21.3% in 2000 Loss compromises patient care Increases cost of health care Minimum cost to replace 1 RN nurse $45,000 Job dissatisfaction predictor of intent to leave As School of Nursing we can educate a limited number of RNs HCOs need to retain new hiresP,Factors Influence RetentionHFJob satisfaction Supervisor Support Work Environment Personal Factors GG Methodology HLongitudinal descriptive Initial survey Insel & Moos Work Environment Scale (WES) Form R Dimensions: Relationship, Personal Growth or Goal Orientation, & System Maintenance & Change Demographic tool Data collected Q 6 months for 2 yearsZ( Setting & SampleAcutEe care RN staff nurses on all 3 shifts large urban hospital in Northern California Clinical levels 1  III and charge nurses and assistant head nurses 692 surveys were distributed N = 272, 39% Response Rate Relationship Dimensions*HInvolvement  employees are concerned about and committed to their jobs Peer Cohesion  employees are friendly and supportive of one another Supervisor Support  management is supportive of employees and encourages them to be supportive of one anotherZ.Personal Growth or Goal Orientation Dimensions//*H\Autonomy   employees are encouraged to be self-sufficient; make their own decisions Task Orientation   emphasis is on good planning, efficiency, and getting the job done   Work Pressure   the degree to which the pressure of work and time urgency dominate the job milieu dd/System Maintenance and System Change Dimensions00(HClarity   employees know what to expect in their daily routine Control   extent to which management uses rules and pressures to keep employees under control Innovation   degree of emphasis on variety, change, and new approaches Physical comfort   extent to which the physical surrounding contribute to a pleasant work environment RR   !)ResultsHFSupervisor Support, 4.5 mean score below normed average (5.5-6.0) Goal Orientation & Efficiency mean score 6.67 (5.5.-6.0) Work and Time Pressure 5.85 (4.0-5.0) Organizational Control 5.08 (4.5-5.0) Physical Comfort 5.08(4.5-5.0) Clarity of Expectations 5.33 (5.5-6.0) Innovative Environment 3.27 ( 4.0-5.0)d<G)"#$%&'  Conclusions HNurses Perceived a lack of supervisor support Were unsure of their job roles Felt that new ideas or techniques were not valued High degree of task orientation & work pressure, rules, regulations, & management control were perceived as high Physical work environment was satisfactoryZRetention StrategiesHkImprove supervisor support Clarify expectations Reduce organizational control Reduce work and time pressurell$/+  |@L(  Lr L S l,D  , r L S pD   L  `gֳgֳA ? ? PX $ 0B 0H L 0޽h ? 33r< m +"( *(  ClipArt (MS_ClipArt_Gallery.20ClipArtClip (MS_ClipArt_Gallery.20,Microsoft Clip GalleryClip (MS_ClipArt_Gallery.20,Microsoft Clip Gallery/ 0DTimesNew x0:A 0DTimes New Roman0:A 0 DArialNew Roman0:A 0"@ .  @n?" dd@  @@`` 1f     o2$U@qQP+2$ќŋ*usA +b$VRϪNі#v652$_]vZ~l2$/HВ h4 o2$Sm3=4%-lO|2$A 0UٹMtv.E'2$v#G4^4"U2$Z*7>rv:nJw2$ RPtk"|"'2$m2؎tf* ulF2$-BIWDXM-7M2$I9WLb:odR2$9,i5s&6FBY2$2qZ',=8;&@1H`2$JqnӌYIޏSyh2$`q _AP(o=o2$'K[NkO[yv2$|L0T<E!~2$H.d u2$gye G5I2$K a ѐg׫P-f 0AAH@ʚ;`\8ʚ;g4(d(d :A 0p@ pp<4!d!dL$ 0P<4ddddL$ 0P <4BdBdL # 0g4*d*d :A 0$p@ pph___PPT2001D<4X 0___PPT10 2___PPT9/ 0? %O =Retention & ShortageHRN Turnover in US approx. 21.3% in 2000 Loss compromises patient care Increases cost of health care Minimum cost to replace 1 RN nurse $45,000 Job dissatisfaction predictor of intent to leave As School of Nursing we can educate a limited number of RNs HCOs need to retain new hiresPFactors Influence RetentionHFJob satisfaction Supervisor Support Work Environment Personal Factors GG Methodology HLongitudinal, descriptive at 3 sites Initial survey Insel & Moos Work Environment Scale (WES) Form R Dimensions: Relationship, Personal Growth or Goal Orientation, & System Maintenance & Change Demographic tool Data collected Q 6 months for 2 years4 First Setting & Sample  Acute care RN staff nurses on all 3 shifts large urban hospital in Northern California Clinical levels 1  III and charge nurses and assistant head nurses 692 surveys were distributed N = 272, 39% Response Rate Relationship Dimensions*HInvolvement  employees are concerned about and committed to their jobs Peer Cohesion  employees are friendly and supportive of one another Supervisor Support  management is supportive of employees and encourages them to be supportive of one anotherZ.Personal Growth or Goal Orientation Dimensions//*H\Autonomy   employees are encouraged to be self-sufficient; make their own decisions Task Orientation   emphasis is on good planning, efficiency, and getting the job done   Work Pressure   the degree to which the pressure of work and time urgency dominate the job milieu dd/System Maintenance and System Change Dimensions00(HClarity   employees know what to expect in their daily routine Control   extent to which management uses rules and pressures to keep employees under control Innovation   degree of emphasis on variety, change, and new approaches Physical comfort   extent to which the physical surrounding contribute to a pleasant work environment RR   !)ResultsHFSupervisor Support, 4.5 mean score below normed average (5.5-6.0) Goal Orientation & Efficiency mean score 6.67 (5.5.-6.0) Work and Time Pressure 5.85 (4.0-5.0) Organizational Control 5.08 (4.5-5.0) Physical Comfort 5.08(4.5-5.0) Clarity of Expectations 5.33 (5.5-6.0) Innovative Environment 3.27 ( 4.0-5.0)d<G)"#$%&'  Conclusions HNurses Perceived a lack of supervisor support Were unsure of their job roles Felt that new ideas or techniques were not valued High degree of task orientation & work pressure, rules, regulations, & management control were perceived as high Physical work environment was satisfactoryZRetention StrategiesHkImprove supervisor support Clarify expectations Reduce organizational control Reduce work and time pressurell$/+>  `T~(  Tr T S D   r T S ؟D  R T C *A j0196408 *H T 0޽h ? 33>  pX~(  Xr X S QD   r X S #D  R X C *Aj0183432p& `H X 0޽h ? 33r 023 m x5+"( *(  ClipArt (MS_ClipArt_Gallery.20ClipArtClip (MS_ClipArt_Gallery.20,Microsoft Clip GalleryClip (MS_ClipArt_Gallery.20,Microsoft Clip Gallery/ 0DTimesNew x0:A 0DTimes New Roman0:A 0 DArialNew Roman0:A 0"@ .  @n?" dd@  @@`` 1f     o2$U@qQP+2$ќŋ*usA +b$VRϪNі#v652$_]vZ~l2$/HВ h4 o2$Sm3=4%-lO|2$A 0UٹMtv.E'2$v#G4^4"U2$Z*7>rv:nJw2$ RPtk"|"'2$m2؎tf* ulF2$-BIWDXM-7M2$I9WLb:odR2$9,i5s&6FBY2$2qZ',=8;&@1H`2$JqnӌYIޏSyh2$`q _AP(o=o2$'K[NkO[yv2$|L0T<E!~2$H.d u2$gye G5I2$K a ѐg׫P-f 0AAH@ʚ;`\8ʚ;g4(d(d :A 0p@ pp<4!d!dL$ 0P<4ddddL$ 0P <4BdBdL # 0g4*d*d :A 0$p@ pph___PPT2001D<4X 0___PPT10 2___PPT9/ 0? %O =Retention & ShortageHRN Turnover in US approx. 21.3% in 2000 Loss compromises patient care Increases cost of health care Minimum cost to replace 1 RN nurse $45,000 Job dissatisfaction predictor of intent to leave As School of Nursing we can educate a limited number of RNs HCOs need to retain new hiresPFactors Influence RetentionHFJob satisfaction Supervisor Support Work Environment Personal Factors GG Methodology HLongitudinal, descriptive at 3 sites Initial survey Insel & Moos Work Environment Scale (WES) Form R Dimensions: Relationship, Personal Growth or Goal Orientation, & System Maintenance & Change Demographic tool Data collected Q 6 months for 2 years4 First Setting & SampleAcute care RN staff nurses on all 3 shifts large government hospital in Northern California Clinical levels 1  III and charge nurses and assistant head nurses 692 surveys were distributed N = 272, 39% Response Rate 1 Relationship Dimensions*HInvolvement  employees are concerned about and committed to their jobs Peer Cohesion  employees are friendly and supportive of one another Supervisor Support  management is supportive of employees and encourages them to be supportive of one anotherZ.Personal Growth or Goal Orientation Dimensions//*H\Autonomy   employees are encouraged to be self-sufficient; make their own decisions Task Orientation   emphasis is on good planning, efficiency, and getting the job done   Work Pressure   the degree to which the pressure of work and time urgency dominate the job milieu dd/System Maintenance and System Change Dimensions00(HClarity   employees know what to expect in their daily routine Control   extent to which management uses rules and pressures to keep employees under control Innovation   degree of emphasis on variety, change, and new approaches Physical comfort   extent to which the physical surrounding contribute to a pleasant work environment RR   !)ResultsHFSupervisor Support, 4.5 mean score below normed average (5.5-6.0) Goal Orientation & Efficiency mean score 6.67 (5.5.-6.0) Work and Time Pressure 5.85 (4.0-5.0) Organizational Control 5.08 (4.5-5.0) Physical Comfort 5.08(4.5-5.0) Clarity of Expectations 5.33 (5.5-6.0) Innovative Environment 3.27 ( 4.0-5.0)d<G)"#$%&'  Conclusions HNurses Perceived a lack of supervisor support Were unsure of their job roles Felt that new ideas or techniques were not valued High degree of task orientation & work pressure, rules, regulations, & management control were perceived as high Physical work environment was satisfactoryZRetention StrategiesHkImprove supervisor support Clarify expectations Reduce organizational control Reduce work and time pressurell$/+>  pX~(  Xr X S QD   r X S #D  R X C *Aj0183432p& `H X 0޽h ? 33r5X m5Z+m"( *(  ClipArt (MS_ClipArt_Gallery.20ClipArtClip (MS_ClipArt_Gallery.20,Microsoft Clip GalleryClip (MS_ClipArt_Gallery.20,Microsoft Clip Gallery/ 0DTimesNew x0:A 0DTimes New Roman0:A 0 DArialNew Roman0:A 0"@ .  @n?" dd@  @@`` 1`     o2$U@qQP+2$ќŋ*usA +b$VRϪNі#v652$_]vZ~l2$/HВ h4 o2$Sm3=4%-lO|2$A 0UٹMtv.E'2$v#G4^4"U2$Z*7>rv:nJw2$ RPtk"|"'2$m2؎tf* ulF2$-BIWDXM-7M$$2$2qZ',=8;&@1H`$2$`q _AP(o=o2$'K[NkO[yv2$|L0T<E!~2$H.d u2$gye G5I2$K a ѐg׫P-f 0AAH@ʚ;`\8ʚ;g4(d(d :A 0p@ pp<4!d!dL$ 0P<4ddddL$ 0P <4BdBdL # 0g4*d*d :A 0$p@ pph___PPT2001D<4X 0___PPT10 2___PPT9/ 0? %O =YRetention & ShortageHRN Turnover in US approx. 21.3% in 2000 Loss compromises patient care Increases cost of health care Minimum cost to replace 1 RN nurse $45,000 Job dissatisfaction predictor of intent to leave As School of Nursing we can educate a limited number of RNs HCOs need to retain new hiresPFactors Influence RetentionHFJob satisfaction Supervisor Support Work Environment Personal Factors GG Methodology HLongitudinal, descriptive at 3 sites Initial survey Insel & Moos Work Environment Scale (WES) Form R Dimensions: Relationship, Personal Growth or Goal Orientation, & System Maintenance & Change Demographic tool Data collected Q 6 months for 2 years4 First Setting & SampleAcute care RN staff nurses on all 3 shifts large government hospital in Northern California Clinical levels 1  III and charge nurses and assistant head nurses 692 surveys were distributed N = 272, 39% Response Rate Relationship Dimensions*HInvolvement  employees are concerned about and committed to their jobs Peer Cohesion  employees are friendly and supportive of one another Supervisor Support  management is supportive of employees and encourages them to be supportive of one anotherZ.Personal Growth or Goal Orientation Dimensions//*H\Autonomy   employees are encouraged to be self-sufficient; make their own decisions Task Orientation   emphasis is on good planning, efficiency, and getting the job done   Work Pressure   the degree to which the pressure of work and time urgency dominate the job milieu dd/System Maintenance and System Change Dimensions00(HClarity   employees know what to expect in their daily routine Control   extent to which management uses rules and pressures to keep employees under control Innovation   degree of emphasis on variety, change, and new approaches Physical comfort   extent to which the physical surrounding contribute to a pleasant work environment RR   )ResultsHFSupervisor Support, 4.5 mean score below normed average (5.5-6.0) Goal Orientation & Efficiency mean score 6.67 (5.5.-6.0) Work and Time Pressure 5.85 (4.0-5.0) Organizational Control 5.08 (4.5-5.0) Physical Comfort 5.08(4.5-5.0) Clarity of Expectations 5.33 (5.5-6.0) Innovative Environment 3.27 ( 4.0-5.0)d<G)"#$%&'  Conclusions HNurses Perceived a lack of supervisor support Were unsure of their job roles Felt that new ideas or techniques were not valued High degree of task orientation & work pressure, rules, regulations, & management control were perceived as high Physical work environment was satisfactoryZRetention StrategiesHkImprove supervisor support Clarify expectations Reduce organizational control Reduce work and time pressurell$/+r%[m[}+ ( *(  ClipArt (MS_ClipArt_Gallery.20ClipArtClip (MS_ClipArt_Gallery.20,Microsoft Clip GalleryClip (MS_ClipArt_Gallery.20,Microsoft Clip Gallery/ 0DTimesNew x0:A 0DTimes New Roman0:A 0 DArialNew Roman0:A 0"@ .  @n?" dd@  @@`` 1N     2$U@qQP+2$ќŋ*usA +b$VRϪNі#v652$_]vZ~l2$/HВ h4 o2$Sm3=4%-lO|2$A 0UٹMtv.E'2$v#G4^4"U2$Z*7>rv:nJw2$ RPtk"|"'2$m2؎tf* ulF2$-BIWDXM-7M$$2$2qZ',=8;&@1H` 0AAH@ʚ;`\8ʚ;g4(d(d :A 0p@ pp<4!d!dL$ 0P<4ddddL$ 0P <4BdBdL # 0Ng4*d*d :A 0$p@ pph___PPT2001D<4X 0___PPT10 2___PPT9/ 0? %O =Retention & ShortageHRN Turnover in US approx. 21.3% in 2000 Loss compromises patient care Increases cost of health care Minimum cost to replace 1 RN nurse $45,000 Job dissatisfaction predictor of intent to leave As School of Nursing we can educate a limited number of RNs HCOs need to retain new hiresPFactors Influence RetentionHFJob satisfaction Supervisor Support Work Environment Personal Factors GG Methodology HLongitudinal, descriptive at 3 sites Initial survey Insel & Moos Work Environment Scale (WES) Form R Dimensions: Relationship, Personal Growth or Goal Orientation, & System Maintenance & Change Demographic tool Data collected Q 6 months for 2 years4 First Setting & SampleAcute care RN staff nurses on all 3 shifts large government hospital in Northern California Clinical levels 1  III and charge nurses and assistant head nurses 692 surveys were distributed N = 272, 39% Response Rate Relationship Dimensions*HInvolvement  employees are concerned about and committed to their jobs Peer Cohesion  employees are friendly and supportive of one another Supervisor Support  management is supportive of employees and encourages them to be supportive of one anotherZ.Personal Growth or Goal Orientation Dimensions//*H\Autonomy   employees are encouraged to be self-sufficient; make their own decisions Task Orientation   emphasis is on good planning, efficiency, and getting the job done   Work Pressure   the degree to which the pressure of work and time urgency dominate the job milieu dd/System Maintenance and System Change Dimensions00(HClarity   employees know what to expect in their daily routine Control   extent to which management uses rules and pressures to keep employees under control Innovation   degree of emphasis on variety, change, and new approaches Physical comfort   extent to which the physical surrounding contribute to a pleasant work environment RR   )ResultsHFSupervisor Support, 4.5 mean score below normed average (5.5-6.0) Goal Orientation & Efficiency mean score 6.67 (5.5.-6.0) Work and Time Pressure 5.85 (4.0-5.0) Organizational Control 5.08 (4.5-5.0) Physical Comfort 5.08(4.5-5.0) Clarity of Expectations 5.33 (5.5-6.0) Innovative Environment 3.27 ( 4.0-5.0)d<G)  Conclusions HNurses Perceived a lack of supervisor support Were unsure of their job roles Felt that new ideas or techniques were not valued High degree of task orientation & work pressure, rules, regulations, & management control were perceived as high Physical work environment was satisfactoryZRetention StrategiesHkImprove supervisor support Clarify expectations Reduce organizational control Reduce work and time pressurell$/+r}m}g+ ( *(  ClipArt (MS_ClipArt_Gallery.20ClipArtClip (MS_ClipArt_Gallery.20,Mic  @n?" dd@  @@`` 1N     2$U@qQP+2$ќŋ*usA +b$VRϪNі#v652$_]vZ~l2$/HВ h4 o2$Sm3=4%-lO|2$A 0UٹMtv.E'2$v#G4^4"U2$Z*7>rv:nJw2$ RPtk"|"'2$m2؎tf* ulF2$-BIWDXM-7M$$2$2qZ',=8;&@1H` 0AAH@ʚ;`\8ʚ;g4(d(d :A 0p@ pp<4!d!dL$ 0P<4ddddL$ 0P <4BdBdL # 0Ng4*d*d :A 0$p@ pph___PPT2001D<4X 0___PPT10 2___PPT9/ 0? %O =Retention & ShortageHRN Turnover in US approx. 21.3% in 2000 Loss compromises patient care Increases cost of health care Minimum cost to replace 1 RN nurse $45,000 Job dissatisfaction predictor of intent to leave As School of Nursing we can educate a limited number of RNs HCOs need to retain new hiresPFactors Influence RetentionHFJob satisfaction Supervisor Support Work Environment Personal Factors GG Methodology HLongitudinal, descriptive at 3 sites Initial survey Insel & Moos Work Environment Scale (WES) Form R Dimensions: Relationship, Personal Growth or Goal Orientation, & System Maintenance & Change Demographic tool Data collected Q 6 months for 2 years4 First Setting & SampleAcute care RN staff nurses on all 3 shifts large government hospital in Northern California Clinical levels 1  III and charge nurses and assistant head nurses 692 surveys were distributed N = 272, 39% Response Rate Relationship Dimensions*HInvolvement  employees are concerned about and committed to their jobs Peer Cohesion  employees are friendly and supportive of one another Supervisor Support  management is supportive of employees and encourages them to be supportive of one anotherZ.Personal Growth or Goal Orientation Dimensions//*H\Autonomy   employees are encouraged to be self-sufficient; make their own decisions Task Orientation   emphasis is on good planning, efficiency, and getting the job done   Work Pressure   the degree to which the pressure of work and time urgency dominate the job milieu dd/System Maintenance and System Change Dimensions00(HClarity   employees know what to expect in their daily routine Control   extent to which management uses rules and pressures to keep employees under control Innovation   degree of emphasis on variety, change, and new approaches Physical comfort   extent to which the physical surrounding contribute to a pleasant work environment RR   )ResultsHFSupervisor Support, 4.5 mean score below normed average (5.5-6.0) Goal Orientation & Efficiency mean score 6.67 (5.5.-6.0) Work and Time Pressure 5.85 (4.0-5.0) Organizational Control 5.08 (4.5-5.0) Physical Comfort 5.08(4.5-5.0) Clarity of Expectations 5.33 (5.5-6.0) Innovative Environment 3.27 ( 4.0-5.0)d<G)  Conclusions HNurses Perceived a lack of supervisor support Were unsure of their job roles Felt that new ideas or techniques were not valued High degree of task orientation & work pressure, rules, regulations, & management control were perceived as high Physical work environment was satisfactoryZRetention StrategiesHkImprove supervisor support Clarify expectations Reduce organizational control Reduce work and time pressurell$/+rmw4+ ( *(  ClipArP`|IsRŸ@hN0~w'C%qhH;GDhwsG%Oˇ%IqcmQ2F=b(T=菒Qw?Kg${R]>T^珐&`T:D{%?B HI`DZ'CcG%OˇvH/ɾq;9Tv-ٓIuЌJ|IwR]>4H5%|oNˇ)I;NˇΉq8.*c;.*ɾq"9~ٟdOˇ7|?oT?GsIwR]>4v>O#T3 JtP|g;CqpVz R/y=B55INx\|t'<$#T;\o=ޟҝ{j₱?NJsIuX#VIuPIc<GXIpuq8B5?NJmɞTo68.*kDs>;.-.8:5ME'uﳾ2:/cTx:.Yt{0pҝT c'CՃI|!sT:7t'C#JJ\J?Jq\04^IG;U^IG%xz%%Gy^IG;:^IGIUPn'J?JZBeJ?JqV+)Qܸs] .uSxOf~rL2{򡱳o>#P.*ˏC5]}هjtP߾~d] x|tIuPy4mqROhp;F=B5?o_?pEwmf.i$qѦˇYo? 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%O =Retention & ShortageHRN Turnover in US approx. 21.3% in 2000 Loss compromises patient care Increases cost of health care Minimum cost to replace 1 RN nurse $45,000 Job dissatisfaction predictor of intent to leave As School of Nursing we can educate a limited number of RNs HCOs need to retain new hiresPFactors Influence RetentionHFJob satisfaction Supervisor Support Work Environment Personal Factors GG Methodology HLongitudinal, descriptive at 3 sites Initial survey Insel & Moos Work Environment Scale (WES) Form R Dimensions: Relationship, Personal Growth or Goal Orientation, & System Maintenance & Change Demographic tool Data collected Q 6 months for 2 years4 First Setting & SampleAcute care RN staff nurses on all 3 shifts large government hospital in Northern California Clinical levels 1  III and charge nurses and assistant head nurses 692 surveys were distributed N = 272, 39% Response Rate Relationship Dimensions*HInvolvement  employees are concerned about and committed to their jobs Peer Cohesion  employees are friendly and supportive of one another Supervisor Support  management is supportive of employees and encourages them to be supportive of one anotherZ.Personal Growth or Goal Orientation Dimensions//*H\Autonomy   employees are encouraged to be self-sufficient; make their own decisions Task Orientation   emphasis is on good planning, efficiency, and getting the job done   Work Pressure   the degree to which the pressure of work and time urgency dominate the job milieu dd/System Maintenance and System Change Dimensions00(HClarity   employees know what to expect in their daily routine Control   extent to which management uses rules and pressures to keep employees under control Innovation   degree of emphasis on variety, change, and new approaches Physical comfort   extent to which the physical surrounding contribute to a pleasant work environment RR   )ResultsHFSupervisor Support, 4.5 mean score below normed average (5.5-6.0) Goal Orientation & Efficiency mean score 6.67 (5.5.-6.0) Work and Time Pressure 5.85 (4.0-5.0) Organizational Control 5.08 (4.5-5.0) Physical Comfort 5.08(4.5-5.0) Clarity of Expectations 5.33 (5.5-6.0) Innovative Environment 3.27 ( 4.0-5.0)d<G)  Conclusions HNurses Perceived a lack of supervisor support Were unsure of their job roles Felt that new ideas or techniques were not valued High degree of task orientation & work pressure, rules, regulations, & management control were perceived as high Physical work environment was satisfactoryZRetention StrategiesHkImprove supervisor support Clarify expectations Reduce organizational control Reduce work and time pressurell$,The End/+~ ~(  r  S D0   r  S  X  R  C *A j0299587 00H  0޽h ? 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