Impact of Nursing Staff Perception of Work Environment on Turnover Rate in Hemodialysis Unit | ||||
| The Medical Journal of Cairo University | ||||
| Article 12, Volume 88, March, March 2020, Page 85-90 PDF (216.39 K) | ||||
| Document Type: Original Article | ||||
| DOI: 10.21608/mjcu.2020.93964 | ||||
 View on SCiNiTO | ||||
| Authors | ||||
| ANGHAM A. MOHAMMED, M.Sc.; MHASEN ISMAIL, D.N.Sc.; FATMA A. ABED, D.N.Sc. | ||||
| The Department of Nursing Administration, Faculty of Nursing, Cairo University | ||||
| Abstract | ||||
| Abstract Background: The nursing work environment is complex with many variables affecting the nurses' perception and work satisfaction. The strongest predictor of nurse's job dissatisfac-tion and intent to leave a job is personal stress related to the practice environment. Negative work environments demoralize nurses and contribute to the development of unsafe working conditions, which are unhealthy and highly associated with nursing job dissatisfaction, low productivity, and high turnover. High nurse turnover in healthcare facilities can negatively affect the ability of hospitals to meet patient needs, provide quality care and increases both direct and indirect labor costs. Aim of Study: To explore the impact of nursing staff perception of work environment on turnover rate in hemodi-alysis unit. Subjects and Methods: A descriptive correlational design was utilized to collect data from A convince sample of nursing staff working in the selected unit (hemodialysis unit) during the time of data collection (from May to September 2017) at a governmental University hospital. Data was collected by using two tools: The Practice Environment Scale-Nursing Work Index (PES-NWI) questionnaire and turnover rate sheet. Results: There were no significant relation between nursing staff perception of work environment and educational level, there were a high positive relation between nurses perception of work environment and years of experience and there were dramatically increase of turnover rate over the years. Conclusion: Poor nurse work environment is the under-lying factor of nursing turnover. Recommendation: Improving nurse work environment should be emphasized through policy to retain nurses in the workforce; Further research is needed to investigate the tools, guidelines and interventions used by managers in the nursing field to create healthy and welcoming working conditions. | ||||
| Keywords | ||||
| Hemodialysis unit; Nursing staff; Work en-viornment | ||||
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