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Plan development for a nurse recruitment-retention program.

¹St. Anthony Hospital, Oklahoma City, Oklahoma.

The Journal of Nursing Administration

|February 1, 1988

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Hospital administrators must commit to long-term nurse recruitment and retention programs. Addressing registered nurse turnover and job dissatisfaction requires proactive strategies from the start of the hiring process.

Area of Science:

Healthcare Management
Nursing Workforce Studies
Organizational Psychology

Background:

The nursing shortage is a persistent issue impacting healthcare systems.
Registered nurse turnover and job dissatisfaction are significant drivers of this shortage.
Existing literature often focuses on incentives rather than systemic administrative solutions.

Purpose of the Study:

To outline a strategic approach for hospital administrators to develop and monitor effective nurse recruitment and retention programs.
To emphasize the critical role of administrative commitment in mitigating nurse turnover.
To highlight that successful nurse retention strategies commence during the recruitment phase.

Main Methods:

Discussion and synthesis of existing literature on nurse turnover, job satisfaction, and retention strategies.

Related Experiment Videos

Focus on actionable steps for hospital administrators in program creation and monitoring.

Application of the principle that retention begins at recruitment.

Main Results:

Effective nurse retention requires a long-term commitment from hospital leadership.
Administrators can implement structured programs to address turnover and dissatisfaction.
Monitoring these programs is essential for sustained success.

Conclusions:

Hospital administrators are pivotal in resolving the nursing shortage through dedicated recruitment and retention initiatives.
A proactive, administrator-driven approach, starting with recruitment, is key to long-term nurse retention.
Sustained commitment and monitoring are crucial for the success of nurse retention programs.