Alotaibi Muhammad
Administration Department, Faculty of Allied Health Sciences, Kuwait University, Kuwait.
J Nurs Manag. 2008 Apr;16(3):237-45. doi: 10.1111/j.1365-2834.2007.00802.x.
Voluntary turnover rates are high among staff nurses working in Kuwaiti hospitals. It is a major problem, costly and it is presumed to impact on the quality of nursing care delivered.
The two aims of this study were to (1) find out if nurses' resignations in Kuwaiti hospitals could be ascribed to failure in the recruitment process and (2) examine the feelings of nurses who resigned.
Two sets of exit interviews with 60 nurses who had resigned were conducted.
No evidence emerged that any false information or misleading information was provided except for the salary adjustments. The real insight lay in what might not have been said in the recruitment interviews. While feelings of discontent emerged in the interviews relating to the loss of income, the greatest source of complaint related to the failure of managers to solve the evident problems.
High rates of voluntary turnover require more attention from administrators and policy makers because of its potential consequences in terms of the quality of nursing care delivered. Implications for nursing management This paper identifies many causes of nurses' voluntary turnover. It also shows the need for nursing managers to explore these causes and suggests successful strategies for recruitment and retention practices and policies.
科威特医院的护士自愿离职率很高。这是一个重大问题，成本高昂，并且据推测会影响所提供护理服务的质量。
本研究的两个目的是：（1）查明科威特医院护士辞职是否可归因于招聘过程中的失误；（2）调查已辞职护士的感受。
对60名已辞职护士进行了两轮离职面谈。
除了薪资调整外，没有证据表明提供了任何虚假信息或误导性信息。真正的见解在于招聘面谈中可能未提及的内容。面谈中出现了与收入损失相关的不满情绪，但最大的抱怨来源是管理人员未能解决明显的问题。
由于自愿离职率高对所提供护理服务质量可能产生的后果，管理人员和政策制定者需要给予更多关注。对护理管理的启示 本文确定了护士自愿离职的诸多原因。它还表明护理管理人员有必要探究这些原因，并提出招聘及留用做法和政策的成功策略。
