| Learning Objective #1: Understand the complexities and difficulties associated with introducing a new staffing model into a hospital | |||
| Learning Objective #2: Evaluate the costs and benefits of a unique recruitment and retention strategy for hospital-based RNs |
DESIGN: A case control study of RNs in community based hospitals. The matching occurred at the organizational level.
POPULATION, SAMPLE, YEARS: This was a 3 year project focusing on hospital based RNs only. Nurses at the case hospitals were either enrolled in the new staffing model or they were not. Nurses at each case hospital were compared to each other and case and control hospitals were compared to each other.
INTERVENTION: The alternative staffing model was the intervention; this intervention involved placing floor nurses on salary, having them work 9 months but being on contract and paid over 12 months. Did this staffing model impact the recruitment and retention of staff RNs within the hospital setting?
METHODS: Data were collected through focus groups, surveys, and hospital based employment and cost data.
FINDINGS: Nurses enrolled in the alternative staffing model found were more positive about nursing, less likely to leave their job, more likely to encourage others to become a nurse, and overall more positive about nursing and their place of place of employment than were nurses not enrolled in the alternative staffing model.
CONCLUSIONS: Addressing the shortage of RNs requires an array of staffing and education models, this is one possibility among many that must be studied and then implemented.
IMPLICATIONS: Nursing labor issues are complex and require that administrators and policy makers move beyond traditional labor economics to understand the issues and implement solutions that will work.
Back to Nurses and Staffing Patterns
Back to 15th International Nursing Research Congress
Sigma Theta Tau International
July 22-24, 2004