Coaching: a different approach to the nursing dilemma

Area of Science:

• Nursing
• Organizational Psychology
• Human Resources

Background:

• The persistent nursing shortage necessitates innovative retention strategies.
• Current approaches like sign-on bonuses and accelerated training have not sufficiently reduced high nurse turnover rates.
• Embedded factors such as 'fit' (person-job congruence), 'links' (social/professional connections), and 'sacrifice' (personal costs of the job) are identified as critical for job retention.

Purpose of the Study:

• To explore the role of embedded factors (fit, links, sacrifice) in nurse retention.
• To investigate the impact of workplace conflict and job dissatisfaction on turnover.
• To propose a coaching model for understanding and resolving job-related conflicts and dissatisfaction.

Main Methods:

• Qualitative analysis of factors influencing nurse retention.
• Exploration of workplace dynamics contributing to job dissatisfaction.
• Proposal of a coaching framework for conflict resolution.

Main Results:

• High turnover persists despite implemented retention strategies.
• Embedded factors like fit, links, and sacrifice significantly influence nurses' decisions to stay in their jobs.
• Unresolved conflicts, stemming from issues like unfavorable assignments or unmet expectations, lead to dissatisfaction.

Conclusions:

• Reducing nurse turnover requires addressing embedded factors and fostering an environment for open conflict resolution.
• A coaching model can effectively help nurses and employers understand and resolve job dissatisfaction issues.
• Focusing on fit, links, and sacrifice, alongside conflict management, is crucial for improving nurse retention.