Page 229 - Hospital Authority Convention 2017
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Service Enhancement Presentations



                F7.7      Committed and Happy Staff                                        13:15  Room 421

               Turnover Intention: Experiences of Nurses Working Live
               Yee WS, Chan SKL
               Nursing Services Division, Pamela Youde Nethersole Eastern Hospital, Hong Kong                      HOSPITAL AUTHORITY CONVENTION 2017
               Introduction
               Nursing manpower is a crucial determinant of patient outcomes. New graduates of Generation Y nurses comprising 50%
               of the workforce in current healthcare arena. Their new perspectives on career planning, job security and role commitment
               are frequently studied recently and it is known that Generation Y nurses are much different than previous generation. The
               challenge of retaining Generation Y nurses is still a hot issue. No one would deny that the traditional retention strategies
               and management style on the Generation Y nurses are no longer feasible. A decision, therefore, has been made to begin
               structured EXIT interview to frontline nurses by Nursing Services Division (NSD) of Pamela Youde Nethersole Eastern Hospital
               so as to gain insights into the reasons of leaving the hospital , and eventually disseminate information across departments
               and act on responses from departing nurses.
               Objectives
               (1) To explore the underlying issues affecting their decision on resignation; and (2) to understand stabilising and destabilising
               experiences in nurse working environment.
               Methodology
               A qualitative approach with purposive sampling was adopted. A face-to-face semi-structured EXIT interviews were conducted
               to nurses, who resigned within our hospital by NSD on a voluntary basis. The interviews were recorded and transcribed into
               verbatim data and coded. Inductive content analysis had been done.

               Results
               35 frontline nurses (31 registered nurses and four enrolled nurses) were interviewed. Over 80% of the nurses considered
               leaving their workplace and made decision in less than six months. All of them are known as Generation Y nurses. It is not
               surprising that they view their experiences, career expectations and needs is different than those of previous generation.
               Almost all quitters highlighted that they are sensitive to management attitudes and skills.
               Destabilising experiences which boosted nurses’ decision on leaving include: (1) Inadequate team engagement by firstline
               supervisor and ward manager. First-line supervisor and ward manager were unable to give positive coaching attitude and
               constructive feedback regularly. (2) Perceived work stress from heavy work demand which affected personal work-life
               balance.
               Stabilising experiences for revitalising nurse retention include: (1) Managers or supervisors provided intangible emotional
               support and their wish to spend time on understanding their learning needs could postpone the intention and decision of
               resignation. (2) Clear and foreseeable individual training and development plan  – preceptorship and support programme
               should apply to nurses without clinical experiences in our hospital (i.e. central recruitment, scattered recruitment and
               after clinical rotation). Every nurse working in a new clinical area should have a recognisable preceptor with consistent
               preceptorship period over 50% of contact time among their clinical duties. (3) Supportive co-worker relationship. (4)
               Professional incentives from gaining recognition from care recipients and relatives, so as to acquire sense of accomplishment
               manifesting their nursing goals.                                                                    Wednesday, 17 May






























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