Nyla Juhl

Retainment Incentives in Three Rural Practice Settings: Variations in Job Satisfaction Among Staff Registered Nurses

Researchers have demonstrated repeatedly the importance of the relationship linking job satisfaction to employee retention. In rural areas of the country, where a persistent maldistribution of nurses continues to hamper health care delivery, the potential benefits of bolstering retention via enhancements in job satisfaction are of utmost utility to administrators and providers alike. Data were gathered from a multistate survey of registered nurses (RNs) practicing in rural hospitals, skilled nursing facilities, and community/public health settings (N = 1,647; response rate = 40.3%). The investigators found that the use of tuition reimbursement corresponded significantly with increased levels of job satisfaction among nurses in all three practice environments, as did day care services for nurses in acute care settings. Also, among hospital-based RNs, level of nursing education was found to be a significant factor in the relationship between tuition reimbursement and job satisfaction, with the highest level occurring among diploma-prepared nurses.

Retaining registered nurses in rural community hospitals.

In rural practice settings where the task of recruiting new employees is exceedingly difficult, the first step in surviving the nursing shortage should begin with maintaining existing resources. Based on a survey of 2,488 staff registered nurses working in rural community hospitals, the authors compare personal, demographic, and practice characteristics of nurses by their self-reported intentions to stay in their present positions. Specific areas of job dissatisfaction that best distinguish those who anticipate leaving in 1 year from those committed to remaining in their present job for 5 years or more are identified.

Recruiting registered nurses to rural practice settings: an assessment of strategies and barriers.

It has been suggested that in rural settings, the primary difficulty that faces nursing administrators is recruitment of registered nurses (RNs). This study examines the impact of recruitment strategies and barriers by comparing and contrasting corresponding RN full-time equivalent (FTE) vacancy rates. Data were gathered from a multistate telephone survey of directors of nursing (DONs) practicing in rural hospitals, skilled nursing facilities (SNFs), and public health settings (N = 556, response rate = 89.5%). The investigators found that DONs who perceived scheduling amenities and autonomy enhancements corresponded with RN FTE vacancy rates that were most reduced from the mean of the overall sample. Regarding recruitment barriers, geographic locale/isolation and job-related factors corresponded with RN FTE vacancy rates that were most elevated from the overall sample mean.

Writing an effective abstract

HIS ARTICLE demonstrates the application of criteria for writing and critically review- ing research abstracts. Two versions of an abstract, based on one study, are presented. The first ab- stract is analyzed according to the guidelines for abstract critique. The second abstract is the revised version. Nurses frequently review published abstracts and submit abstracts of their own studies for pub- lication and/or for paper or poster presentations. The importance of a well-written abstract for ac- ceptance by review committees is exceeded only by its importance to an intended audience. A cor- rectly written abstract is the key to dissemination of information, and one way to write an abstract correctly is to use accepted criteria for its devel- opment. The writer then must submit the abstract to rigid self-critique or to review by colleagues. DEFINITIONS What is an abstract? An abstract states the pur- pose of the work, the method of study employed, and other important aspects of the work, including the findings and conclusions.