TY - JOUR
T1 - Turnover among Filipino nurses in Ministry of Health hospitals in Saudi Arabia
T2 - Causes and recommendations for improvement
AU - Aljohani, Khalid Abdullah
AU - Alomari, Omar
N1 - Publisher Copyright:
© 2018, Annals of Saudi Medicine, Saudi Arabia.
PY - 2018/3/1
Y1 - 2018/3/1
N2 - BACKGROUND: Nurse turnover is a critical challenge for healthcare organizations as it results in a decreasing nurse/patient ratio and increasing costs. AIM: Identify factors influencing the termination of Filipino nurses in Ministry of Health (MOH) hospitals and record nurse recommendations to improve retention. DESIGN: Cross-sectional. METHODS: Data was gathered from a convenience sample of Filipino nurses with previous experience in MOH hospitals in Saudi Arabia who attended recruitment interviews at the Saudi employment office in Manila. RESULTS: The sample included 124 nurses. Major turnover factors included low salary (18.3%), low nurse/patient ratio (15%), end of contract (14.5%), discrimination (13.5%), and bad accommodations (9%). Suggested areas of improvement included financial motivations (34%), administration support (25%), quality of life (25%), and work environment (16%). CONCLUSION: Managing nurse turnover can be implemented on the organizational as well as at MOH levels. The recommendations given by the participants provide direct targets to improve retention.
AB - BACKGROUND: Nurse turnover is a critical challenge for healthcare organizations as it results in a decreasing nurse/patient ratio and increasing costs. AIM: Identify factors influencing the termination of Filipino nurses in Ministry of Health (MOH) hospitals and record nurse recommendations to improve retention. DESIGN: Cross-sectional. METHODS: Data was gathered from a convenience sample of Filipino nurses with previous experience in MOH hospitals in Saudi Arabia who attended recruitment interviews at the Saudi employment office in Manila. RESULTS: The sample included 124 nurses. Major turnover factors included low salary (18.3%), low nurse/patient ratio (15%), end of contract (14.5%), discrimination (13.5%), and bad accommodations (9%). Suggested areas of improvement included financial motivations (34%), administration support (25%), quality of life (25%), and work environment (16%). CONCLUSION: Managing nurse turnover can be implemented on the organizational as well as at MOH levels. The recommendations given by the participants provide direct targets to improve retention.
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U2 - 10.5144/0256-4947.2018.140
DO - 10.5144/0256-4947.2018.140
M3 - Article
C2 - 29620549
AN - SCOPUS:85045280430
SN - 0256-4947
VL - 38
SP - 140
EP - 142
JO - Annals of Saudi Medicine
JF - Annals of Saudi Medicine
IS - 2
ER -