Factors influencing home care nurse intention to remain employed. (12th June 2013)

• Record Type: Journal Article
• Authors: Tourangeau, Ann; Patterson, Erin; Rowe, Alissa; Saari, Margaret; Thomson, Heather; MacDonald, Geraldine; Cranley, Lisa; Squires, Mae
• Is Part Of: Journal of nursing management. Volume 22:Number 8(2014)
• Page Start: 1015
• Page End: 1026
• Publication Date: 2013-06-12
• Subjects: Nursing services -- Administration -- Periodicals; Nursing services -- Business management -- Periodicals; 610.73068
• DOI: 10.1111/jonm.12104
• Languages: English
• ISSNs: 0966-0429

Abstract

<abstract abstract-type="main" id="jonm12104-abs-0001"> <title> <x xml:space="preserve">Abstract</x> </title> <sec id="jonm12104-sec-0001" sec-type="section"> <title>Aim</title> <p>To identify factors affecting Canadian home care nurse intention to remain employed (ITR).</p> </sec> <sec id="jonm12104-sec-0002" sec-type="section"> <title>Background</title> <p>In developed nations, healthcare continues to shift into community settings. Although considerable research exists on examining nurse ITR in hospitals, similar research related to nurses employed in home care is limited. In the face of a global nursing shortage, it is important to understand the factors influencing nurse ITR across healthcare sectors.</p> </sec> <sec id="jonm12104-sec-0003" sec-type="section"> <title>Methods</title> <p>A qualitative exploratory descriptive design was used. Focus groups were conducted with home care nurses. Data were analysed using qualitative content analysis.</p> </sec> <sec id="jonm12104-sec-0004" sec-type="section"> <title>Results</title> <p>Six categories of influencing factors were identified by home care nurses as affecting ITR: job characteristics; work structures; relationships/communication; work environment; nurse responses to work; and employment conditions.</p> </sec> <sec id="jonm12104-sec-0005" sec-type="section"> <title>Conclusion</title> <p>Findings suggest the following factors influence home care nurse ITR: having autonomy; flexible scheduling; reasonable and varied workloads; supportive work relationships; and receiving adequate pay and benefits. Home care nurses did not identify job satisfaction as a single concept influencing ITR.</p> </sec> <sec id="jonm12104-sec-0006" sec-type="section"> <title>Implications for nursing management</title> <p>Home care nursing management should support nurse autonomy, allow flexible scheduling, promote reasonable workloads and create opportunities for team building that strengthen supportive relationships among home care nurses and other health team members.</p> </sec> </abstract>