How to keep registered nurses working in New Zealand even as economic conditions improve
Abstract Background Many registered nurses (RNs) increased their participation in the New Zealand health workforce during the Global Financial Crisis (GFC), resulting in low vacancy rates. However, based on the documented impact of improving economies, a mean RN age of about 50, and just-agreed subs...
| Main Authors: | , , , |
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| Format: | Article |
| Language: | English |
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BMC
2018-09-01
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| Series: | Human Resources for Health |
| Subjects: | |
| Online Access: | http://link.springer.com/article/10.1186/s12960-018-0312-x |
| _version_ | 1811326492625338368 |
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| author | Willoughby Moloney Des Gorman Matthew Parsons Gordon Cheung |
| author_facet | Willoughby Moloney Des Gorman Matthew Parsons Gordon Cheung |
| author_sort | Willoughby Moloney |
| collection | DOAJ |
| description | Abstract Background Many registered nurses (RNs) increased their participation in the New Zealand health workforce during the Global Financial Crisis (GFC), resulting in low vacancy rates. However, based on the documented impact of improving economies, a mean RN age of about 50, and just-agreed substantive increases in RN pay rates, it is likely that many will soon leave or reduce the hours they work. This study aims to investigate whether improved financial security will encourage RNs to leave or reduce their work commitment and to identify the factors that influence such intentions. Methods An exploratory study using a cross-sectional survey design. Data were collected in 2014-2015 via an e-survey of 2,910 RNs in New Zealand. Data were analysed by regression. Results We found that due to “burnout” and low “work engagement”, both of which are strongly affected by workload and work-life interference, 22.6% of the RNs surveyed plan to leave work altogether and a further 32% plan to reduce their workforce participation when their financial situations improve. Conclusions The findings justify the urgent cooperative development, implementation and evaluation of a comprehensive suite of RN ‘retention’ measures involving national nursing organisations, the RN regulator and health system employers and funders. |
| first_indexed | 2024-04-13T14:50:14Z |
| format | Article |
| id | doaj.art-e99a4c60770548e186d3cafa1248f86a |
| institution | Directory Open Access Journal |
| issn | 1478-4491 |
| language | English |
| last_indexed | 2024-04-13T14:50:14Z |
| publishDate | 2018-09-01 |
| publisher | BMC |
| record_format | Article |
| series | Human Resources for Health |
| spelling | doaj.art-e99a4c60770548e186d3cafa1248f86a2022-12-22T02:42:38ZengBMCHuman Resources for Health1478-44912018-09-011611810.1186/s12960-018-0312-xHow to keep registered nurses working in New Zealand even as economic conditions improveWilloughby Moloney0Des Gorman1Matthew Parsons2Gordon Cheung3School of Nursing, University of AucklandHealth Workforce New ZealandSchool of Nursing, University of AucklandBusiness School, University of AucklandAbstract Background Many registered nurses (RNs) increased their participation in the New Zealand health workforce during the Global Financial Crisis (GFC), resulting in low vacancy rates. However, based on the documented impact of improving economies, a mean RN age of about 50, and just-agreed substantive increases in RN pay rates, it is likely that many will soon leave or reduce the hours they work. This study aims to investigate whether improved financial security will encourage RNs to leave or reduce their work commitment and to identify the factors that influence such intentions. Methods An exploratory study using a cross-sectional survey design. Data were collected in 2014-2015 via an e-survey of 2,910 RNs in New Zealand. Data were analysed by regression. Results We found that due to “burnout” and low “work engagement”, both of which are strongly affected by workload and work-life interference, 22.6% of the RNs surveyed plan to leave work altogether and a further 32% plan to reduce their workforce participation when their financial situations improve. Conclusions The findings justify the urgent cooperative development, implementation and evaluation of a comprehensive suite of RN ‘retention’ measures involving national nursing organisations, the RN regulator and health system employers and funders.http://link.springer.com/article/10.1186/s12960-018-0312-xNursing turnoverNurse retentionWork engagementBurnoutWorkloadWork-life interference |
| spellingShingle | Willoughby Moloney Des Gorman Matthew Parsons Gordon Cheung How to keep registered nurses working in New Zealand even as economic conditions improve Human Resources for Health Nursing turnover Nurse retention Work engagement Burnout Workload Work-life interference |
| title | How to keep registered nurses working in New Zealand even as economic conditions improve |
| title_full | How to keep registered nurses working in New Zealand even as economic conditions improve |
| title_fullStr | How to keep registered nurses working in New Zealand even as economic conditions improve |
| title_full_unstemmed | How to keep registered nurses working in New Zealand even as economic conditions improve |
| title_short | How to keep registered nurses working in New Zealand even as economic conditions improve |
| title_sort | how to keep registered nurses working in new zealand even as economic conditions improve |
| topic | Nursing turnover Nurse retention Work engagement Burnout Workload Work-life interference |
| url | http://link.springer.com/article/10.1186/s12960-018-0312-x |
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