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Research Recaps

Research Recaps are brief, easy to read summaries of articles and published manuscripts.


What factors influence home care nurses to stay at their jobs?

Recruitment and retention of home care nurses in Ontario remain challenging due to wages and benefits below other sectors, as well as other important influencing factors. Identifying the factors that encourage home care nurses to remain employed and discourage them from leaving is essential before significant retention strategies can be made. Researchers conducted home care nurse focus groups to explore these factors.
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Keywords: home care, intention to remain employed, retention

What factors influence nurse faculty to stay at their jobs?

Globally, there is a shortage of nurse faculty limiting the ability to educate new nurses. Understanding the factors that influence nurse faculty to remain in or leave their academic positions is important for retention strategies to take place. A cross-sectional survey design was employed to test a hypothesized model of factors influencing nurse faculty to remain employed.
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Keywords: intention to remain employed, job satisfaction, nurse faculty, work environments

Are there differences in reasons why acute care nurses want to stay or leave their job based on age?

Nurse preferences for strategies to promote their retention may differ across generational cohorts. Data gathered from cross-sectional surveys were used to explore reasons nurses remain employed based on their age.
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Keywords: acute care, intention to remain employed, generational cohorts, workload


Why do nurse faculty intend to stay in or leave their jobs?

Growing nurse shortages will be exacerbated if the supply of adequately prepared nurse faculty is insufficient. Identifying the factors that influence nurse faculty to remain in or leave their academic positions is the first step to improve nurse faculty recruitment and retention. Researchers conducted nurse faculty focus groups to explore these factors.
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Keywords: nurse faculty, intention to remain employed, retention


Stroke patient outcomes in Ontario complex continuing care settings

Stroke patients may benefit from ‘slow stream’ (lower intensity)  rehabilitation rather than usual intensive rehabilitation programs. This study uses primary and secondary data to describe outcomes for stroke patients receiving slow stream rehabilitation.
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Keywords: stroke, patient satisfaction, length of stay


What factors influence hospital nurses to stay at their jobs?

Globally, there continues to be a shortage of nurses. Effective retention strategies must begin with an understanding of the reasons why nurses intent to stay in or leave their jobs. Researchers conducted focus groups to explore the factors influencing nurse retention.
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Keywords: acute care, intention to remain employed, work environment

Outcomes in long-term care work environments

Human relations are very important in shaping positive work environments that contribute to effective organizations. Employee job satisfaction and retention are important outcomes to consider. Researchers surveyed staff from long-term care facilities about their work, work relationships, leadership, job satisfaction and turnover intention.
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Keywords: job satisfaction, leadership, long term care, work environment, work group cohesion


How do long-term care nurses rate their work environments and their well-being?

Work environments and responses to work environment have an impact on organizational outcomes. Researchers sampled multidisciplinary care providers in institutional long-term care settings and asked them to rate their work environments and their responses to their work environments.
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Keywords: job satisfaction, leadership, long term care, work environment


Does job satisfaction among nurses differ based on age?

Understanding job satisfaction and generational differences may lead to more effective strategies to retain nurses across generations.  Findings are based on data from the Ontario Nurse Survey in 2003. Researchers explored generational differences for overall job satisfaction and other specific satisfaction components.
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Keywords: generational cohorts, job satisfaction, work environment


Generational differences in acute care nurses

Understanding differences across generations of nurses in acute care environments can help address problems of recruitment and retention. Findings were based on data from  the Ontario Nurse Survey in 2003. Differences in responses among three generations of nurses to questions about their own characteristics, employment circumstances, work environment and responses to the work environment were explored.
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Keywords: acute care, generational cohorts

Impact of nursing care on mortality rates

A model hypothesizing the impact of hospital care structures and processes on 30-day mortality was tested. Researchers looked at patient data, nurse data and hospital staffing data. Lower 30-day mortality rates were associated with hospitals that had a higher percentage of Registered Nurse staff and a higher percentage of baccalaureate-prepared nurses among other factors.
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Keywords: acute care, patient mortality


Understanding why nurses stay in their jobs

There is a global shortage of nurses and many nurses voluntarily leave their workplaces before the normal age of retirement.  It is important to understand the reasons why nurses want to stay  in their jobs. A theoretical model, Determinants of Nurse Intention to Remain Employed was proposed and researchers found evidence to support four of the six categories in the model.
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Keywords: intention to remain employed, job satisfaction, retention

Measurement of nurse job satisfaction using the McClonskey/Mueller Satisfaction Scale

The McClonskey/Mueller Satisfaction Scale (MMSS) was originally developed in 1990 to rank rewards that encourage nurse retention. This study  describes the psychometric properties of the MMSS as used with a large sample of Canadian nurses working in Ontario acute care hospitals.
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Keywords: job satisfaction

Impact of nursing on patient mortality: A literature review

Organizational and system conditions can contribute to or mitigate adverse events. This study explores hospital characteristics that prevent mortality and minimize unnecessary patient death. Researchers found seven categories of determinants of patient death using findings from the 15 studies, including nurse staffing, experience and educational preparation.
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Keywords: outcomes, patient mortality, patient safety


How do RNs and RPNs feel about their hospital environments?

Understanding how nurses feel about their work environments is important in order to create strategies that improve patient, nurse and organizational outcomes. Data from the Ontario Nurse Sruvey 2003 were analyzed. Many responses from RNs and RPNs were similar, but some important differences were found.
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Keywords: work environments, job satisfaction

A theoretical model of the determinants of mortality

Unnecessary patient mortality is an important patient safety outcome.  An original model of determinants of mortality was proposed, tested and refined. The researchers propose a more complex “nursing and other determinants of hospital mortality model.”
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Keywords: patient mortality , outcomes, patient safety


Measuring nurse leadership with the Leadership Practices Inventory

Health care environments need transformational leadership to meet today’s challenges. The Leadership Practices Inventory (LPI) is a leadership behavior measurement instrument developed by Kouzes and Posner (1995) that has been used across different organizations. Researchers found that a three-factor LPI solution has psychometric properties that are as strong as those found in the original five-factor LPI solution.
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Keywords: nursing leadership