With a growing global population and an ageing society the retention of nurses within the healthcare system is crucial, even more so than their recruitment. The dissertation examines the possible remedies to the worldwide nurse shortage, before probing the relationship between turnover and turnover intention with a focus of increasing retention. This research used archival data from the Community and Organisational Research and Evaluation Unit (CORE) of the University of Southern Queensland on Queensland Health nurses, as well as obtaining additional data directly from Queensland Health. Employee opinion surveys and turnover data for 2007–2008 from Queensland Health, a large Australian public health organisation, showed a strong correlation between nurses expressing an intention to leave and the actual separation.
Building on this, the supplied information was subjected to a model of organisational health which considered organisational climate upon well-being and turnover. Structural equation modelling created a more predictive and interpretable model to explain the variation in nurses' turnover intention. This model will provide information to enable Queensland Health to allow collaboration and consultation with staff to develop interventions which will reduce turnover and assist retention. Individual morale, individual distress, supportive leadership, and opportunities for professional growth were found to be areas of challenge.
These factors formed part of the 'forces of magnetism', used in the accreditation of hospitals that have been praised for quality outcomes for patients and staff, together with superior business results. 'Magnet' hospitals are recognised in part by an ability to recruit and retain nurses in times of shortage. Further analysis of the above data compared Australia's first magnet hospital with two similarly matched non-magnet hospitals. The organisational health, and thus nurse retention, of the magnet hospital was significantly better than the comparison institutions. This suggests magnet principles have a positive influence on
organisational climate and reducing turnover intent, but further analysis is required to establish causality.
Acknowledging that continued research is required, the dissertation provides an improved model for understanding organisational health and climate within the nursing environment. Such information can aid decision-makers of healthcare services towards a greater retention of nurses, and towards the goal of meeting the need for high quality global care.