Nurse Retention and Job Satisfaction
Nurse Retention and Job Satisfaction
Nurse Retention and Job Satisfaction
The projected nursing shortage in Canada and the United States is a cause for concern for many health policy advocates, government critics and unions. The ongoing COVID-19 global pandemic has only exacerbated this issue with growing concern regarding nurse staffing affecting ability of organizations to provide and deliver care safely. Policy makers are at a crucial junction and nurse retention is paramount to a sustainable healthcare system. Studies by AlMajid et al. (2018), Bognar et al. (2021), Dols et al. (2021), Sisk et al. (2021) and Teran and Webb (2016) found CN development within organizations positively impacted nursing retention rates. Particularly, Bognar et al. (2021) found CN
mentorship helped with nursing retention. There are many factors causing nurses to leave the workplace and the effect of nursing leadership has been identified as a reason. A study by Laut et al. (2018) identified the effect of the CN on others and lack of support as a factor for new nurses to leave the emergency department. The importance of the CN role was considered by senior nursing leaders in one organization and as a result, a supportive CN model was implemented to specifically address retention (Sisk et al., 2021). Boettcher et al. (2019) and Laut et al. (2021) found positive CN behaviors decreased staff turnover; specifically, among new nurses. In addition to nurse retention, CNs increase job satisfaction in their work environments. It was previously discussed how CN TL positively influences structural empowerment. Positive workspaces lead to job satisfaction among CNs and colleagues as reported by Bognar et al. (2021). CNs work closely with bedside nurses and are involved in patient care coordination of their units. Positive interactions and relationships with colleagues increase perceived levels of support from CNs by staff (Laut et al., 2021). Thus, leading to higher levels of job satisfaction and reduced nursing turnover. Development of TL strategies among CNs enhances their leadership capabilities and has potential to greatly influence nursing retention and job satisfaction among colleagues.
Communication and the CN role
Frontline leaders such as CNs, must possess effective communication skills because they are tasked with coordinating patient care, identifying key issues, and raising awareness amongst senior nursing leaders and managing conflict. Communication is considered essential to the CN role because CNs communicate within their care teams as well as across organizations and is viewed as a trait that makes CNs feel successful (Bateman & King, 2020; Doherty et al., 2021; Embree et al., 2018; Spiva et al., 2020; Teran & Webb, 2016). Communication is a skill requiring ongoing development as noted by Doherty et al., (2021) who found communication to be a challenging area for CNs the longer they remained in the role. In the studies reviewed for this project, simulation, in-class lectures, and online resources were implemented as strategies to enhance development of communication skills for CNs (Bateman & King, 2020; Doherty et al., 2021; Spiva et al., 2020; Teran & Webb, 2016).
