Job satisfaction and HR issues for nurses in non-profit, non-hospital settings

Dalton, BM; Wilson, R; Harvison, J

Job satisfaction and HR issues for nurses in non-profit, non-hospital settings

Dalton, BM

Wilson, R Harvison, J

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Publisher:: Pacific Employment Relations Association
Publication Type:: Journal Article
Citation:: Employment Relations Record, 2009, 9 (1), pp. 1 - 18
Issue Date:: 2009-01

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Field	Value	Language
dc.contributor.author	Dalton, BM https://orcid.org/0000-0002-9507-1447	en_US
dc.contributor.author	Wilson, R	en_US
dc.contributor.author	Harvison, J	en_US
dc.date.issued	2009-01	en_US
dc.identifier.citation	Employment Relations Record, 2009, 9 (1), pp. 1 - 18	en_US
dc.identifier.issn	1444-7053	en_US
dc.identifier.uri	http://hdl.handle.net/10453/10283
dc.description.abstract	High levels of nursing staff turnover have placed increasing pressure on the healthcare systems in many countries (Andrews & Dziegielewski 2005; Ruggiero 2005; Lynn & Redman 2005). The impact of high turnover in nursing staff and related nursing skills shortages has been wide-ranging, from reducing the effectiveness and productivity of health organisations to reducing access to services and the quality of patient care (Saratoga Institute & Kepner-Tregoe 1999, Hay Group 2001). Recognition of the severity of these impacts has encouraged professionals and researchers to identify new ways to attract and retain nursing staff with hundreds of articles and reports published about the issue in recent years.	en_US
dc.publisher	Pacific Employment Relations Association	en_US
dc.relation.ispartof	Employment Relations Record	en_US
dc.title	Job satisfaction and HR issues for nurses in non-profit, non-hospital settings	en_US
dc.type	Journal Article
utslib.citation.volume	1	en_US
utslib.citation.volume	9	en_US
utslib.for	150305 Human Resources Management	en_US
utslib.for	1503 Business and Management	en_US
utslib.for	1505 Marketing	en_US
pubs.embargo.period	Not known	en_US
pubs.organisational-group	/University of Technology Sydney
pubs.organisational-group	/University of Technology Sydney/e-Press
pubs.organisational-group	/University of Technology Sydney/Faculty of Business
pubs.organisational-group	/University of Technology Sydney/Faculty of Business/Management Discipline
utslib.copyright.status	closed_access
pubs.consider-herdc	true	en_US
pubs.issue	1	en_US
pubs.volume	9	en_US

Abstract:

High levels of nursing staff turnover have placed increasing pressure on the healthcare systems in many countries (Andrews & Dziegielewski 2005; Ruggiero 2005; Lynn & Redman 2005). The impact of high turnover in nursing staff and related nursing skills shortages has been wide-ranging, from reducing the effectiveness and productivity of health organisations to reducing access to services and the quality of patient care (Saratoga Institute & Kepner-Tregoe 1999, Hay Group 2001). Recognition of the severity of these impacts has encouraged professionals and researchers to identify new ways to attract and retain nursing staff with hundreds of articles and reports published about the issue in recent years.

Please use this identifier to cite or link to this item:

http://hdl.handle.net/10453/10283