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Nursing Staff Turnover, Stress, and Satisfaction: Models, Measures, and Management

Nursing Staff Turnover, Stress, and Satisfaction: Models, Measures, and Management CHAPTER 6 . . . - . - - - - Nursing Staff Turnover, Stress, and Satisfaction: Models, Measures, and Management ADA SUE HPJSHAW AND JAN R. ATWOOD CO~LEGH OF NURSING AND UMVERSITY HOS~AL ARIZONA HEALTH Sam- C~TER, TUCSON CONTENTS Staff Turnover 1 34 Models for Turnover 135 Strategies for Decrearing Turnover 140 Job Stress 141 Inj7uential Factors 142 Strategies for Handling Job Sms 142 Job Satisfaction 143 Traditional Versus Nontraditional Definitions 143 Influential Factors and Strategies for Enhancing Job Satisjfaction I45 Summary, Research Directions 147 Staff turnover, stress, and satisfaction are continual problems plaguing the delivery of health care and, specifically, nursing care. Numerous investiga- tions have been conducted to identify the major phenomena pertaining to these concerns. Models have been constructed and tested specifying the relationships among staff stress, satisfaction, other Wctive factors, and voluntarylinvoluntary turnover. Traditionally, turnover has been the focus of research endeavors, while the other factors have been investigated in terms of their impact on it (Mobley , Griffeth, Hand, & MegLino, 1979). R.ES6ARU-l ON NURSING CARE DELIVERY Turnover of nursing staff, espcblly professional or registered nurses, merits attention because of its consequences in terms of quality of care mmpromists and economic costs. Just http://www.deepdyve.com/assets/images/DeepDyve-Logo-lg.png Annual Review of Nursing Research Springer Publishing

Nursing Staff Turnover, Stress, and Satisfaction: Models, Measures, and Management

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Publisher
Springer Publishing
ISSN
0739-6686
eISSN
1944-4028
DOI
10.1891/0739-6686.1.1.133
Publisher site
See Article on Publisher Site

Abstract

CHAPTER 6 . . . - . - - - - Nursing Staff Turnover, Stress, and Satisfaction: Models, Measures, and Management ADA SUE HPJSHAW AND JAN R. ATWOOD CO~LEGH OF NURSING AND UMVERSITY HOS~AL ARIZONA HEALTH Sam- C~TER, TUCSON CONTENTS Staff Turnover 1 34 Models for Turnover 135 Strategies for Decrearing Turnover 140 Job Stress 141 Inj7uential Factors 142 Strategies for Handling Job Sms 142 Job Satisfaction 143 Traditional Versus Nontraditional Definitions 143 Influential Factors and Strategies for Enhancing Job Satisjfaction I45 Summary, Research Directions 147 Staff turnover, stress, and satisfaction are continual problems plaguing the delivery of health care and, specifically, nursing care. Numerous investiga- tions have been conducted to identify the major phenomena pertaining to these concerns. Models have been constructed and tested specifying the relationships among staff stress, satisfaction, other Wctive factors, and voluntarylinvoluntary turnover. Traditionally, turnover has been the focus of research endeavors, while the other factors have been investigated in terms of their impact on it (Mobley , Griffeth, Hand, & MegLino, 1979). R.ES6ARU-l ON NURSING CARE DELIVERY Turnover of nursing staff, espcblly professional or registered nurses, merits attention because of its consequences in terms of quality of care mmpromists and economic costs. Just

Journal

Annual Review of Nursing ResearchSpringer Publishing

Published: Sep 1, 1983

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