Annotated Bibliography
Chiao, L. H., Wu, C. F., Tzeng, I., Teng, A. N., Liao, R. W., Yu, L. Y., Chin, M.H., Pan, W.H., Chen, C.Y., & Su, T. T. (2021). Exploring factors influencing the retention of nurses in a religious hospital in Taiwan: A cross-sectional quantitative study. BMC Nursing, 20(1), 1-8. Web.
Author Background
The study examining the influences on nurse retention in a religious hospital in Taiwan was conducted by Chiao, Tzeng, Teng, Liao, Yu, Chin, Pan, Chen, and Su. The authors of the study work at Taipei Tzu Chi Hospital, Buddhist Tzu Chi Medical Foundation, and belong to the Departments of Nursing, Planning and Management, Research, and Public Communications (Chiao et al., 2021). There is no information on education, but the authors are most likely to base the need for their research on the background of professional experience in observing employee turnover.
Research Overview
The study focuses on finding the relationship between social and psychological factors and the desire of nurses to stay at work. The main argument is the importance of meeting basic needs to retain staff (Chiao et al., 2021). The target audience for this study could be healthcare administrators, managers, and planners. The research method is a personnel questionnaire for a cross-sectional quantitative study design.
Research Question
Chiao et al. (2021) examine the relationship between psychological factors and nurse retention. An additional factor to explore in the study is the relationship between acquiring a medical liberal arts education and the retention of nursing staff (Chiao et al., 2021).
Settings and Sample
The study is quantitative and was conducted at Taipei Tzu Chi Hospital, one of the religious hospitals in Taiwan. The researchers recruited 759 participants of different gender, age, education level, and religion (Chiao et al., 2021). The study period was from May 4, 2017, to April 30, 2018 (Chiao et al., 2021). Gender, age, education, and religious affiliation were also studied as factors influencing staff willingness to continue working.
Findings
The study’s main findings were data regarding psychological factors that affect the desire of nurses to continue working. A total of 729 nurse questionnaires were analyzed, and the overall analysis showed that 87.8% of the staff were willing or very willing to continue working (Chiao et al., 2021). Most participants who selected this option were women under 29 years of age who had been for more than three years (Chiao et al., 2021).
The study’s authors found a positive correlation between all levels of Maslow’s hierarchy of needs and the intention to keep working (Chiao et al., 2021). Moderate correlations have been seen between levels of physiological needs, safety, and love needs (Chiao et al., 2021). A significant correlation was seen in the need for self-actualization (Chiao et al., 2021). The study results demonstrate the importance of education and meeting each level of needs to stay on the current career path (Chiao et al., 2021). At the same time, the need for self-realization remains the leading risk factor affecting the desire of staff to continue working.
Data Collection
The data were collected by self-administrated questionnaires distributed to the nurses. The questionnaire was based on a six-level pyramid of Maslow’s hierarchy of needs (Chiao et al., 2021). Data was analyzed using Pearson’s correlation test, multiple regression analysis, chi-square test, linear regression analysis, and logistic regression analysis (Chiao et al., 2021). The study states that a strong correlation exists between nurses’ willingness to stay at work, the need for self-fulfillment, and the needs associated with medical education (Chiao et al., 2021).
Study Conclusion
The authors conclude that it is necessary to introduce special programs aimed at retaining inexperienced nurses (Chiao et al., 2021). The study is related to studying the influence of psychological factors on staying in the profession against the backdrop of a constant shortage of personnel. The study’s results are valid because the research uses a sufficient sample to form conclusions.
Hu, H., Wang, C., Lan, Y., & Wu, X. (2022). Nurses’ turnover intention, hope, and career identity: The mediating role of job satisfaction. BMC Nursing, 21(1), 1-11. Web.
Research Overview
The study on nurses’ intent to leave, optimism, and professional identity was conducted by Hu, Wang, Lan, and Wu. All authors graduated from the School of Nursing at Peking University (Hu et al., 2022). Their education is a rationalization for researching nurses’ job satisfaction. The content of the study is the search for the relationship between the level of hope, understanding of career identity, satisfaction, and employee turnover (Hu et al., 2022).
The main argument of the study is that the intention to change a job is significantly influenced by the level of satisfaction, which, in turn, is interconnected with the concepts of hope and career identity (Hu et al., 2022). The intended audience for the study is health administrators, who are responsible for keeping employees motivated. The research method is a questionnaire of nurses as part of a cross-sectional study design.
Research Question
Hu et al. (2022) explore the relationship between hope, career identity, and intention to change a job. The relationship between the desire to stay at work and job satisfaction is also investigated (Hu et al., 2022).
Settings and Sample
This quantitative study was conducted in Beijing, where the nurses interviewed were recruited from comprehensive tertiary hospitals in that location (Hu et al., 2022). The researchers recruited 500 nurses with an average age of 31.8 years; the survey was conducted in 2019 (Hu et al., 2022). The study sample is sufficient despite the chosen method of convenient selection of candidates.
Findings
The study’s main findings concerned the relationship between hope, career identity, satisfaction, and the desire to change working conditions. The researchers found that the nursing staff interviewed were predominantly young women, most of whom had university degrees (Hu et al., 2022). The study found that compared to job satisfaction scores, hopefulness and career identity scores are low (Hu et al., 2022). Hope positively influences career identity, satisfaction, and the desire to stay in the current job (Hu et al., 2022).
Both hope, and career identity is significantly negatively correlated with the intention to leave a current job (Hu et al., 2022). A significant negative relationship was found between job satisfaction and employee turnover (Hu et al., 2022). Thus, high hope, career identity, and job satisfaction influence the decision to continue a nursing career.
Data Collection
The data was collected using surveys of nurses at various hospitals in Beijing. The criteria for inclusion in the sample were more than a year of clinical work experience and the signing of informed consent (Hu et al., 2022). Hope levels were measured using the Adult Dispositional Hope Scale (ADHS), and career identity was measured by the Nursing Career Identity Scale (NCIS) (Hu et al., 2022). Job satisfaction was measured using the job satisfaction index described by Schreisheim and Tsui (Hu et al., 2022). The Nurses’ Turnover Intention Scale (NTIS) was used to measure the desire of respondents to change their jobs (Hu et al., 2022). Data was analyzed using descriptive statistics, Pearson’s correlation model, and multiple linear regression (Hu et al., 2022). The methods for collecting and analyzing data are consistent with the study’s objectives.
Study Conclusion
The results of the study stated that higher career identity was associated with lower intention to leave a job, while higher job satisfaction is also directly correlated with reluctance to change place. The authors concluded that the study shows that almost 80% of nurses have a strong or extreme desire to leave their current jobs (Hu et al., 2022). The main factor influencing this state of affairs is low job satisfaction (Hu et al., 2022). The study is related to the topic of studying the turnover of medical personnel. The results of the study are valid, but the extremely high level of desire to quit a nursing career may be associated with a sample of multidisciplinary hospitals with a high patient flow.
Connection to the Research Question
Both studies reviewed are related to the research question regarding the relationship between the nursing retention rate and the fulfillment of the basic needs identified in Maslow’s hierarchy of needs. Chiao et al. (2021) examine the relationship between fulfillment of needs in the Maslow model and the desire of nurses to leave their jobs. The findings of this study will be useful for generating evidence for arguing which needs and to what extent affect staff turnover. The results obtained will support the research question that the Maslow model can be used to improve employee satisfaction.
The second study reviewed also makes a significant contribution to the study of how nursing turnover can be reduced. Hu et al. (2022) argue for the importance of career identity, hopefulness, and satisfaction in keeping staff willing to stay in the workplace. These parameters can be correlated with both lower and higher needs in the Maslow model, which means that they can become a criterion for evaluating the factors that affect the retention rate. The reviewed study supports the research question in that both lower and higher needs need to be met in the workplace in order to combat attrition in the healthcare workforce.