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Article Review: Nursing Retention

Heidari, M., Seifi, B., & Gharebagh, Z. A. (2017). Nursing staff retention: Effective factors. Annals of Tropical Medicine and Public Health, 10(6), 1467.

In the article Nursing staff retention: Effective factors, Heidari, Seifi and Gharebagh (2017) explain that nursing retention necessitates managers to put much focus on staff maintenance. According to the author, appreciating the factors that stimulate the intent of employees to stay is among the greatest strategies to maintain nurses in the same working environment. The goal of this study was to locate personal factors (social, physical, mental and emotional) as well as the organizational factors like job satisfaction, job stress, organizational environment, and social support that compromise the nursing staff retention.  The study’s findings indicated that social support, organizational satisfaction, job stress, and job satisfaction were an influence on nurse retention.

The source is credible because it falls within the past five-year-range and is not, hence contains recent information. Moreover, the institutional affiliation of the author is linked to the Annals of Tropical Medicine and Public Health homepage. The article has also provided quality work that can be used as evidence for future medical researches.

The article is significant to the subject on nursing retention because it will be used to highlight effective factors on retention including salary increment, flexible working hours, requesting shifts of staff, rewards, and benefits. In addition, the article will provide recommendations to the recurring issue of nurses’ turnover intentions, which could possibly be reduced and limited by improving the working conditions of nurses. The article pints out that nurse retention could be enhanced through the creation of supportive working environments to reduce susceptibility to the workplace and turnover intentions. Therefore, the content in the article helps support the ideology that job satisfaction impacts the staff nurses’ urge to stay in the same work environment and it could boost the quality of nursing cares.

Lasala, K. (2017). Nursing workforce issues in rural and urban settings: Looking at the difference in recruitment, retention and distribution. Online Journal of Rural Nursing and Health Care, 1(1), 8-24.

In the article nursing workforce issues in rural and urban settings, Lasala (2017) outlines that nursing personnel workforce concerns vary depending on population and geographic density of a healthcare organization and the nature of the agency. The author purposely made investigations to explore the availability of long-term care hospitals and facilities and registered nurse distribution both in urban and rural health care settings. The two studies were meant to examine the recruitment as well as retention strategies and obstacles and analyze the existing relationship between nurses’ distribution and recruitment and retention trend in both urban and rural settings. The study used written surveys from both urban and rural nursing administrators, at a 57% response rate, and made evaluations of open-ended and quantitative responses to the questions on recruitment and retention strategies and barriers.

The article is a credible source because it falls within the past five-year-range hence present current information. In addition, Lasala is a professor and these credentials identify the author as an authority in the medical field whose research work on several subject matters have been published in the Journal of Rural Nursing and Health Care. Moreover, the author’s institutional affiliation has been linked and listed to the home page of the institution.  

The article is relevant to the research on nursing retention because it provides a breakdown of the underlying barriers to retention, and proposes possible strategies to improve nursing maintenance at an organizational level. The article is important in addressing the nursing retention issue because it provides an analysis of nurse turnover as an undesirable healthcare trend among employers, as it is highly disruptive and compromises patient safety and quality of care delivered. The content is an eye-opener to healthcare organization as it relates closely with best practice to increase nurse retention by meeting certain commitments.

Sawatzky, J. A. V., Enns, C. L., & Legare, C. (2015). Identifying the key predictors for retention in critical care nurses. Journal of Advanced Nursing, 71(10), 2315-2325.

In the article identifying the key predictors for retention in critical care nurses, Sawatzky, Enns, and Legare (2015) explore the major predictors of retention in nurses, exclusively those working in critical care areas. Critical care nursing shortages are hitting crisis proportions within and beyond Canada. It is a trend in most industrialized states. The article provides an assessment of key factors contributing to this disparity. The study is central to the development of optimal retention strategies across critical care areas.

The article is a credible source because it falls within the past five-year-range and is therefore not outdated. The relationship between the institution that Sawatzky, Enns, and Legare work for and the authors is also clear. The authors have also provided quality work that can be used as evidence for future medical researches. The article is also objective and does not use opinionated, exclusive, or prejudiced language.

The article is, therefore, applicable to the research topic on nursing retention strategies because it highlights the significance of exploring multiple intermediary and organizational factors to assess strategies to retain critical care nurses. The study results will be used to support the Conceptual Framework for Predicting Nurse Retention, and a theoretical basis for further medical research. Generally, as it provides an overview of factors that cause shortages in the nursing faculty, it will be helpful to addresses nursing faculty retention strategies, challenges, and opportunities. The article provides a unique approach that can be used in the research to build a more diverse nursing faculty workforce.

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