Main Question : What strategies do Saudi Arabian hospitals use to manage nurses retention?
Objectives of study :
To find out how the demographic characteristics of healthcare workers affect their turnover.
To identify the indicators to possible turnover among nurse in Saudi Arabia.
To identify factors that contributes to the high turnover rates among nurses working in Saudi Arabian hospitals.
To identify the relationship between turnover intention and job satisfaction level among nurses who are working in Saudi Arabia hospitals.
To identify strategies that Saudi Arabian hospitals use to manage employee retention.
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MANAGEMENT DISSERTATION PROPOSAL PROFORMA
1. Aim, objectives and feasibility of the dissertation
This section should include:
Nursing is a profession which has grown rapidly in Saudi, Arabia, since the
1950's. For the first two decades, nursing careers were sought out by men only,
as such education programs followed cultural norms, prohibiting women from
employment outside the home. In the late 1970's, womens' roles began to change
and four year baccalaureate degree programs developed to training women as
professional nurses. Nursing shortages and high turnover among professional
nurses is a challenge in nearly every region around the globe. However, with the
rapid growth in the health care industry and the growth of hospital services within the
Saudi region, the region is particularly impacted by the decision of nurses to leave
their jobs. Social pressures, including the pressure to marry and start a family,
negative image of the profession, lack of gender separation, and low acceptance of
family members, and poor supervisory experiences are some of the main causes for
nurses leaving their positions (Almutairi, Moradi, & Idrus, 2010).
Though cultural norms and low esteem are some of the challenges women
face in Saudi hospitals, poor benefits packages and poor working conditions are key
factors among expatriate nurses. Like the U.S. and the UK, Saudi, Arabia employs
nurses from the Philippines and South Africa, to fill the gaps (Brush, Sochalski, &
Berger, 2004). Saudi nurses make up only slightly less than 22% of the nursing staff
in Saudi hospitals. Managing a pool of nurses from very different ethnic and social
backgrounds creates challenges in itself, as expectations for growth, desired
compensation and benefits, and work schedules. More recently, an increased effort
to recruit and retain up to 50,000 Saudi nurses in new positions has been
undertaken. However, cultural norms and negative views of Saudi women in nurses'
roles must also be addressed, if the effort is to be successful.
Though recruitment may strengthen the numbers of Saudi nurses seeking and
entering employment in the region, health care facilities must address the high rate of
turnover. In one study (Almalki, Fitzgerald, & Clark, 2012), the intention to turnover
rate is roughly 41%, compared to a turnover rate of roughly 14% in the U.S.
(Rosseter, 2012). In New Zealand, the turnover rate is 43% and nurse managers
tend to accept this trend without much effort toward retention (Tiaki, 2012). While
intention to turnover is not exactly the same as actual turnover, it indicates a level of
dissatisfaction with one's role as a nurse, in general.
The intention to turnover rate is a serious indicator of a problem, nonetheless,
as it affects many aspects of patient care, including adequate attention to personal
needs, effectiveness of treatment, quality of care, and in some instances, the rate of
medication errors and other errors in care. High turnover affects a health care
organization's ability to function efficiently. There are high costs associated with
replacing every nurse that leaves his or her job. Costs for replacing an experienced
nurse with a newly graduated nurse can range from $2,300 (Brush, Sochalski, &
Berger, 2004), to nearly $5,000 (Tiaki, 2012). However, these costs only include the
recruitment and hiring process. They do not take into consideration the costs for
reduced productivity, benefits administration, and non-monetary costs that shortages
on the nursing floors create, such as increased stress for remaining nursing staff,
longer working hours, and increased likelihood of errors.
The effects of nurse turnover and the intention to turnover are far reaching.
However, few studies have been conducted in Saudi, Arabia to fully understand
causes, effects, and potential solutions. With the aim of reducing the number of
expatriate nursing positions in the region, it is crucial for administrators to consider
how to reduce the level of intention to turnover. Almutairi, Moradi, and Idrus (2010)
express concern about the negative impressions of nursing as a career, on the
career decisions of younger students who are interested or are preparing to enter
college. In addition, Saudi patients may find it easier to understand instructions given
by Arabic speaking Saudi nurses, as opposed to expatriate nurses, whose language
skills may be severely lacking or insufficient to communicate effectively.
2- The research aim, the research question(s) and the research objectives
The aim of the research is to more fully investigate and gain an understanding
of the causes of nurse turnover intention in Saudi, Arabia health organizations and
the retention efforts being undertaken to address the high rates of turnover intention.
What are the causes of high turnover intention among Saudia, Arabia nurses?
and how are hospitals attempting to address the issue of high nurse turnover
Objectives of the Study
In order to investigate and fully analyze the situation related to nurse turnover
Intention in Saudi, Arabia, some key areas of data collection must be considered.
Objectives of the study are listed below.
Objective 1. To determine how the demographic characteristics of healthcare
workers affect turnover.
Objective 2. To identify indicators of possible turnover among Saudi, Arabia
Objective 3. To identify factors contributing to high turnover rates among nurses working in Saudi, Arabia hospitals.
Objective 4. To identify the relationship between turnover intention and level of job satisfaction among nurses working in Saudi, Arabia hospitals.
Objective 5. To identify the strategies used in Saudi, Arabia hospitals to ...
The solution discusses employee retention in Saudi Arabian hospitals.