Nurse turnover is the process by which nurses leave their current position and are replaced by new nurses. The turnover rate is the number of nurses who leave their jobs divided by the total number of nurses employed. turnover can have a negative effect on patient care. When nurses leave their job, they take with them years of experience and knowledge. This knowledge is not easily replaced and can lead to a decline in the quality of patient care. In addition, turnover can lead to a decrease in morale among the remaining staff and can make it difficult to maintain continuity of care.
A global shortage of nurses is an increasing problem that is affecting the healthcare sector. According to the report [1–3], the global rate ranges from 15% to 44%. Several studies published in the Indonesian Journal have revealed that private hospitals report similar figures to international literature, ranging from 13 to 35% [4–6]. To maintain nurse turnover in private hospitals, a high level of professionalism is required due to the growing role of the private sector in Indonesian healthcare. A thorough understanding of Indonesia’s turnover rate and its causes and consequences is lacking. A preliminary study of nurse turnover at private hospitals is being conducted to determine a correlation between this figure and patient turnover. Qualitative data was gathered from a survey that included five open-ended questions online.
There is a high rate of nurse turnover in private hospitals in Malang Raya, according to overall data. Large hospitals have a lower turnover rate than small hospitals, with a number of beds and nurses greater than 100. Nurses who are single, over the age of 30, and who have worked in a hospital for three years or more are more likely to leave. A single nurse is nearly twice as likely to leave the hospital as a married nurse. According to the National Nurses’ Association, nursing professionals who quit their jobs cite personal reasons (36%), accepting an offer from another organization (33%), or concerns about their working conditions (20%) as reasons. Nurses who accept job offers from other organizations are the most frequently to leave their positions. Nurses frequently leave the hospital, interfering with the operation of the hospital.
In hospitals, a lack of competence among new or replacement nurses can severely harm the service. Furthermore, it causes staffing issues such as the loss of experienced and trained nurses, as well as a shortage of nurses and an unbalanced composition of new and remaining nurses. In addition to changing the demographics of the patient and the hospital, nurses turnover at Malang Raya has an impact on them. Patients perceive that they are treated by a less competent new nurse, resulting in decreased trust satisfaction. Managers of hospitals believe that having a high turnover rate of nurses results in a poor quality of new nurses. Doctors become irritated when they are unable to adapt to the new nurses, as they do to senior nurses. Nurses who are unmarried up to 30 years old and have worked for less than three years are more likely to leave their jobs.
Nurses who have been with the organization for a long time are less likely to leave. Nurses frequently prefer to work for a government or a credible private organization that provides better job security. Because there is a high turnover rate among nursing staff, there is an insufficient nursing staff, which can have serious and unintended consequences. Because of turnover, nurse shortages and nurse dissatisfaction lead to poor patient care. A nurse’s job prospects are likely to improve if they are single, less than 30 years old, and have a working age of less than three years. A nurse leaving a hospital is most likely leaving for personal reasons, job offers from hospitals or other organizations, or working conditions. There are other factors that can influence turnover rates, such as nurse sex and the status of nurses at work (fresh graduates or inexperienced).
The authors of the study would like to extend their gratitude to the hospital directors, managers, and staff for their willingness to provide data for this study. Rumah Sakit Harapan Bunda Batam is a public park. This thesis was awarded during the 2007 semester at Universitas Gadjah Mada in Medan. As the emergence of non-state hospitals in Indonesia and Vietnam demonstrates, the market reforms and mixed commercialised health systems that have occurred there have had a significant impact on the provision of health care. The Nossal Institute for Global Health, University of Melbourne, 2012.
A nurse’s turnover occurs as a result of her or his decision to leave an organization for any reason, including retirement, a change in profession, or a change in employer.
When turnover rates are high, hospitals, patients, and healthcare workers may suffer. As a result, hospitals may be required to hire more contingent staff. According to reports, nurses who leave hospitals frequently earn two to three times the salaries of employees who stay.
Working in a fast-paced environment ensures that nurses provide excellent patient care, as well as reassuring family members and adhering to evidence-based practices and procedures. Many healthcare organizations struggle with high turnover rates because of such high levels of stress.
In the first year of practice, approximately 30% of new nurses become dissatisfied, and in the second year 57% become dissatisfied. The cost of filling vacant positions in nursing homes can be prohibitively expensive, and the quality of patient care can suffer as a result.
Who Is Affected By Nurse Turnover?Credit: www.gebauer.com
Nurse turnover can affect everyone from patients to the nurses themselves. When a nurse leaves a job, it can disrupt the continuity of care for patients and create more work for the remaining nurses. turnover can also be expensive for healthcare organizations, as they may need to pay for replacement nurses and training for new nurses.
When nurses leave a hospital, their turnover can have a significant impact on the facility’s profit margin. When nurses turnover rises by one percent, the average hospital will have to pay an additional $328,400 in nursing costs. Newly licensed nurses leave their jobs in hospitals by a rate of 43% within 3 years. In hospitals, turnover costs can range from $4.4 million to $6.9 million per year. Companies that manage their cultures purposefully outperform those that don’t. It’s one of the worst things that has come about from the era of downsizing and managed care. The Magnet Recognition Program of the American Nurses Credentialing Center was created to determine why nurses chose to stay in certain facilities and leave others.
Employers can improve nurse retention by understanding their workforce and understanding how nurses work. When management and staff collaborate, there is a greater benefit to patients, the organization, and the workforce. As employers learn more about their workforce, they must better balance guidelines. Policy and procedure must also be developed based on the experiences and motivations of nurses.
Hospitals are losing productivity and wages due to the high turnover rate. To identify and address the factors that contribute to burnout, it is critical that hospitals collaborate with the public. Patients are usually first to notice when they are not feeling well if a nurse is present. They are the ones who must care for and assist the sick and injured. Nurses frequently suffer from burnout, which can have a negative impact on their personal lives, the patients they serve, and the organizations they work for. When nurses were burnout, they were more likely to report poor health, a low job satisfaction level, and high levels of stress. In 2021, the RN%27 turnover increased by 8.4%. There is an average national figure of 27.3%, as well as varying percentages ranging from 5.1% to 64.1%. According to a study conducted by hospitals that only measure “Full/Part-Time” separations, a typical turnover rate of 22.5% occurred. Every year, hospitals lose billions of dollars in productivity and wages as a result of high turnover among nurses. To prevent burnout, hospitals should identify and address the factors that contribute to it. Nurses who feel at ease in their work environment are more likely to stay. Nursing can be made more social by providing opportunities for nurses to socialize and share their experiences. Employees at hospitals, on the other hand, may be happier and more productive if they have a job that is both healthy and productive.