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INTRODUCTION
Over time there has been a rise in the turnover rate of nurses all over the world. The
selection of an adequate and skilled nursing staff is mostly the responsibility of nurse managers.
Comprehending the variables that impact nurse staffing is crucial in order to advocate for
suitable staffing ratios (Yu et al., 2024). The main factors that influence the turnover rate of
nurses is are the struggle to finish nursing school, new nurses not receiving enough help and
support, and many other challenges like low income and unpleasant working conditions. In this
paper we will discuss all in detail.
BODY
The first factor that seems to play a role in the turnover rate of nurses is the high
percentage of people that who are not able to finish nursing school. For instance we see that,
“the drop-out rate for students on diploma courses is estimated from 27 to 32%” (Alluhidan
et al., 2020, p.10). Over the last ten years, nursing programs at both public and private
universities have revised their curricula (Ariste et al., 2019). Up until the nurses' internships,
most schools' curricula remain primarily theoretical, inactive, and devoid of practical
instruction (Wolff, et al., 2024). In addition to this, a substantial proportion of those who do
train at home do not complete their studies (Buerhaus et al., 202).
The next factor that is very important important factor is that many newly trained nurses
do not receive enough help to enter or stay in the workforce after completing their training
(Ariste et al., 2019). Issues regarding the assimilation of recently graduated nurses into the
workforce have been extensively reported on a global scale and are hypothesized to impact their
retention in the nursing profession. Kramer (1974) was the first to describe the adjustments new
nurses, often called graduate nurses, go through as they integrate into the profession and the
seeming conflict
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between the values they were taught in school and the values they encounter at work. "Reactions
of new workers when they find themselves in a work situation for which they have spent several
years preparing and for which they thought they were going to be prepared, and then suddenly
find that they are not" is how Kramer came up with the term "reality shock" (Buerhaus et al.,
2022). Furthermore to this, on-the-job training opportunities are often only offered after
graduation, not allowing most to have hands-on practical experience (Ariste et al., 2019).
Research indicates that some trainees fail to find employment as nurses after completing their
training since their main motivation was to study (Buerhaus et al., 2022). Hands-on experience is
critical especially when dealing with people in a more often than not stressful work environment.
The last factor to be discussed relating to the turnover rate of nurses is that nurses have to
deal with low social status, low income, and unpleasant working circumstances (Ariste et al.,
2019). Unfavorable work environments include demanding work schedules, an increased risk of
infections, and orthopedic injuries, such as lower back pain (Wolff et al., 2024). A harmful and
consequential syndrome, nursing burnout, impacts not only the nurses themselves but also the
patients they care for and the organization they work for. Up to 50% of nurses are suffering from
burnout, which increases the risk of negative personal outcomes, dysfunctional work
environments, and patient safety (Ariste et al., 2019). In addition, family life is highly essential,
and it can be challenging to balance work and family responsibilities in the nursing profession
(Wolff et al., 2024). For many nurses, the issue of juggling a rigorous nursing job with the needs
of a developing family is not unique. An appropriate balance between work and home life
necessitates thoughtful preparation, clear communication, and self-care techniques.
Implementing employee retention programs, which are the key initiatives that concentrate
on the development, care, and support of staff members in order to encourage their ongoing
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loyalty to the firm, is the main way to reduce the turnover rate of employees. The objective of
employee relations and engagement is to identify and satisfy the needs of employees in order to
maintain their happiness, provide them with the tools they need to perform well, and motivate
them to stick with the firm. Research has demonstrated a definite relationship between work
satisfaction and employee retention (Ariste et al., 2019).
CONCLUSION
In conclusion, the nursing profession faces numerous obstacles, some of which are shared
by health systems worldwide. There are not enough qualified nurses in the field and because
many diploma nurses who can offer direct patient care are about to retire or we do not have
enough qualified nurses nearing retirement and there are not enough qualified nurses to replace
them. Furthermore, the situation for the nursing workforce is unstable, and it
is more difficult to increase the country's workforce to meet rising demands when particular
cultural elements, such a strong emphasis on family obligations, particularly for women, are
present.
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REFERENCES
Alluhidan, M., Tashkandi, N., Alblowi, F. et al. Challenges and policy opportunities in nursing in
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Ariste, R., Béjaoui, A., & Dauphin, A. (2019). Critical analysis of nurses’ labour market
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Buerhaus, P. I., Staiger, D. O., Auerbach, D. I., Yates, M. C., & Donelan, K. (2022). Nurse
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https://doi.org/10.1016/j.ijnurstu.2024.104779
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