Attrition Analysis and Retention Strategies Among Staff Nurses – A Survey Study

Background: In most countries’ nurses are in short supply, but not as acute as in developing countries. An advanced world fulfils its role by attracting nurses from other countries, while developing countries cannot compete with higher wages. Aims & Objective: The current study was undertaken to analyse the reason for attrition and strategies for retention among staff nurses working at Saveetha Medical College and Hospital, Chennai. Material & Methods: The subjects from the hospital about 50 nurses were selected for this study by simple random sampling method. The research design was organized and analyzed in terms of both descriptive and inferential statistics. Results: The study findings showed that a vast majority of nurses i.e. 35 samples (70%) had high attrition rate and 15 samples (30%) had moderate attrition rate. The attrition rate may vary in association with demographic variables results of the research showed that recommended counselling and social assistance will help and improve the quality of life of nurses and allow them to retain in the same hospital. Conclusion: The nurse administrator should motivate the staff nurses by conducting programs for their good lifestyle. Many service education programs should be organized for nurses to update their knowledge.

Strategies for attraction and retention of health workers in remote and difficult-to-access areas of Chhattisgarh, India: Do they work.

Background: To address the acute shortages of health workers in underserved, remote, and difficult-to-access areas, the Government of Chhattisgarh and the National Rural Health Mission (NRHM) launched the Chhattisgarh Rural Medical Corps (CRMC) in 2009. CRMC has enabled provisions such as financial incentives, residential accommodation, life insurance, and extra marks during admission at the postgraduate (PG) level to eligible doctors for the attraction and retention of health workers, i.e., doctors, staff nurses, auxiliary nurse midwives (ANMs), and rural medical assistants (RMAs) in underserved areas. Objectives: This study aims to understand the CRMC scheme in terms of implementation, challenges, gaps, and outcome in achieving the attraction and retention of health workers in the remote and difficult-to-access areas of Chhattisgarh. Materials and Methods: The study adopts a mix of both qualitative and quantitative research methods. The purposive sampling method was used for the selection of three districts having normal, difficult, and inaccessible areas. Data were collected through key informant (KI) interviews with beneficiaries and non-beneficiaries of CRMC or district and state government officials, and reviews of document were analyzed using a thematic analysis approach. Results: CRMC has made positive outcome as 1319 health workers, including doctors, have joined the service in 2010-11, reducing the vacancy of doctors from 90% to 45%. The scope of CRMC was primarily limited to payment of monthly financial incentives. The fund utilization rate of CRMC has increased (from 27% in 2009-10 to 98% in 2011-12), though there are delays in payment of incentives. The majority of staff lack awareness about CRMC during job applications. The payment of incentives based on facility performance has demotivated staff. Conclusions: Establishment of a performance management system, activating the CRMC cell to make it functional, and wide publicity of CRMC benefits are likely to improve attraction and retention of staff.

When is Retention in Health Promotion Interventions Intentional? Predicting Return to Health Promotion Interventions as a Function of Busyness / ¿Cuándo es la adherencia en las intervenciones de promoción de salud intencional? Predicción de regreso a las intervenciones de promoción de la salud en función de la ocupación

To test when intentional decisions enhance retention in health-promotion interventions, we analyzed the rate of return of 278 clients of HIV-prevention counseling at a state health department in Florida. Specifically, the role of intentions as a facilitator of returns was analyzed as a function of busyness (more children and work hours), while demographic and health factors that also influenced returns were controlled for. Consistent with the notion that actions depend on ability, intentions predicted the behavior of the less busy participants but failed to facilitate retention when participants were occupied with children and work. These findings suggest the efficacy of different retention strategies -one emphasizing explicit intention formation, and the other either attracting clients to counseling on the spot or using more ubiquitous technologies.

Para poner a prueba cuándo las decisiones intencionales promueven la retención dentro de las intervenciones de promoción de salud, se analizó la proporción en que 278 usuarios de consejería de prevención de VIH regresaban al departamendo de salud estatal de Florida. Específicamente, el rol de las intenciones como facilitador de los retornos fue analizado como una función de trabajo (más hijos y más horas laborales), mientras que los factores demográficos y de salud que también tenían influencia fueron controlados. Consistente con la noción de que las acciones dependen de la habilidad, las intenciones predijeron la conducta de los usuarios menos ocupados y no predijeron en los casos de usuarios con mayor carga de trabajo e hijos. Estos hallazgos sugieren la eficancia de diferentes estrategias de retención -una enfatizando la formación explícita de intenciones, y otra ya sea atrayendo clientes a consejería sobre la marcha, o utilizando tecnología más ubicuas.