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Organizational configuration of hospitals succeeding in attracting and retaining nurses

(2007) JOURNAL OF ADVANCED NURSING. 57(1). p.45-58
Author
Organization
Abstract
Aim. This paper contrasts structural and managerial characteristics of low- and high-turnover hospitals, and describes the organizational configuration of attractive hospitals. Background. In countries facing nurse shortages and turnover, some hospitals succeed in recruiting and retaining nurses. In Magnet Hospitals, managerial practices and environmental characteristics increase nurses' job satisfaction and their commitment to the organization, which in turn decreases nurse turnover. Such an approach suggests that organizations are best understood as clusters of interconnected structures and practices, i.e. organizational configurations rather than entities whose components can be understood in isolation. Method. From a sample of 12 hospitals whose nurse turnover was studied for 1 year, structural and organizational features of hospitals in the first and fourth quartiles, i.e. attractive (turnover < 3.1%) vs. conventional (turnover > 11.8%) were contrasted. A questionnaire, including perceptions of health-related factors, job demands, stressors, work schedules, organizational climate, and work adjustments antecedent to turnover, was received from 401 nurses working in attractive hospitals (response rate-53.8%) and 774 nurses in conventional hospitals (response rate = 54.5%). Findings. Structural characteristics did not differentiate attractive and conventional hospitals, but employee perceptions towards the organization differed strikingly. Differences were observed for risk exposure, emotional demands, role ambiguity and conflicts, work-family conflicts, effort-reward imbalance and the meaning of work, all in favour of attractive hospitals (P < 0 001). Relationships with nursing management, work ability and satisfaction with working time, handover shifts and schedules were also better in attractive hospitals (P < 0 001). Job satisfaction and commitment were higher in attractive hospitals, whereas burnout and intention to leave were lower (P < 0 001). Conclusion. Organizational characteristics are key factors in nurse attraction and retention. Nurses face difficulties in their work situations, but some hospitals are perceived as healthy organizations. The concept of attractive institutions could serve as a catalyst for improvement in nurses' work environments in Europe.
Keywords
work organisation, workforce issues, questionnaire, organizational characteristics, nursing retention, nurse recruitment, Magnet Hospitals, EMBEDDEDNESS, MODEL, HEALTH, WORK ABILITY, INTENSIVE-CARE, MAGNET HOSPITALS, EMPLOYEE RETENTION, JOB-SATISFACTION, VOLUNTARY TURNOVER, EFFORT-REWARD IMBALANCE

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MLA
Stordeur, Sabine et al. “Organizational Configuration of Hospitals Succeeding in Attracting and Retaining Nurses.” JOURNAL OF ADVANCED NURSING 57.1 (2007): 45–58. Print.
APA
Stordeur, S., D’Hoore, W., Braeckman, L., Kiss, P., & Verpraet, R. (2007). Organizational configuration of hospitals succeeding in attracting and retaining nurses. JOURNAL OF ADVANCED NURSING, 57(1), 45–58.
Chicago author-date
Stordeur, Sabine, William D’Hoore, Lutgart Braeckman, Philippe Kiss, and Rini Verpraet. 2007. “Organizational Configuration of Hospitals Succeeding in Attracting and Retaining Nurses.” Journal of Advanced Nursing 57 (1): 45–58.
Chicago author-date (all authors)
Stordeur, Sabine, William D’Hoore, Lutgart Braeckman, Philippe Kiss, and Rini Verpraet. 2007. “Organizational Configuration of Hospitals Succeeding in Attracting and Retaining Nurses.” Journal of Advanced Nursing 57 (1): 45–58.
Vancouver
1.
Stordeur S, D’Hoore W, Braeckman L, Kiss P, Verpraet R. Organizational configuration of hospitals succeeding in attracting and retaining nurses. JOURNAL OF ADVANCED NURSING. 2007;57(1):45–58.
IEEE
[1]
S. Stordeur, W. D’Hoore, L. Braeckman, P. Kiss, and R. Verpraet, “Organizational configuration of hospitals succeeding in attracting and retaining nurses,” JOURNAL OF ADVANCED NURSING, vol. 57, no. 1, pp. 45–58, 2007.
@article{742241,
  abstract     = {Aim. This paper contrasts structural and managerial characteristics of low- and high-turnover hospitals, and describes the organizational configuration of attractive hospitals.

Background. In countries facing nurse shortages and turnover, some hospitals succeed in recruiting and retaining nurses. In Magnet Hospitals, managerial practices and environmental characteristics increase nurses' job satisfaction and their commitment to the organization, which in turn decreases nurse turnover. Such an approach suggests that organizations are best understood as clusters of interconnected structures and practices, i.e. organizational configurations rather than entities whose components can be understood in isolation.

Method. From a sample of 12 hospitals whose nurse turnover was studied for 1 year, structural and organizational features of hospitals in the first and fourth quartiles, i.e. attractive (turnover < 3.1%) vs. conventional (turnover > 11.8%) were contrasted. A questionnaire, including perceptions of health-related factors, job demands, stressors, work schedules, organizational climate, and work adjustments antecedent to turnover, was received from 401 nurses working in attractive hospitals (response rate-53.8%) and 774 nurses in conventional hospitals (response rate = 54.5%).

Findings. Structural characteristics did not differentiate attractive and conventional hospitals, but employee perceptions towards the organization differed strikingly. Differences were observed for risk exposure, emotional demands, role ambiguity and conflicts, work-family conflicts, effort-reward imbalance and the meaning of work, all in favour of attractive hospitals (P < 0 001). Relationships with nursing management, work ability and satisfaction with working time, handover shifts and schedules were also better in attractive hospitals (P < 0 001). Job satisfaction and commitment were higher in attractive hospitals, whereas burnout and intention to leave were lower (P < 0 001).

Conclusion. Organizational characteristics are key factors in nurse attraction and retention. Nurses face difficulties in their work situations, but some hospitals are perceived as healthy organizations. The concept of attractive institutions could serve as a catalyst for improvement in nurses' work environments in Europe.},
  author       = {Stordeur, Sabine and D'Hoore, William and Braeckman, Lutgart and Kiss, Philippe and Verpraet, Rini},
  issn         = {0309-2402},
  journal      = {JOURNAL OF ADVANCED NURSING},
  keywords     = {work organisation,workforce issues,questionnaire,organizational characteristics,nursing retention,nurse recruitment,Magnet Hospitals,EMBEDDEDNESS,MODEL,HEALTH,WORK ABILITY,INTENSIVE-CARE,MAGNET HOSPITALS,EMPLOYEE RETENTION,JOB-SATISFACTION,VOLUNTARY TURNOVER,EFFORT-REWARD IMBALANCE},
  language     = {eng},
  number       = {1},
  pages        = {45--58},
  title        = {Organizational configuration of hospitals succeeding in attracting and retaining nurses},
  url          = {http://dx.doi.org/10.1111/j.1365-2648.2006.04095.x},
  volume       = {57},
  year         = {2007},
}

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