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Employee retention in Saudi Arabian hospitals

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My dissertation talks about turnover intention among nurses and the retention efforts of the hospitals in Saudi Arabia for their nursing staff.

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.

I attached proposal performa template and all the instructions found in performa template.
Please help me to complete proposal performa template (attached).


Solution Preview

The attached solution is not intended as an assignment completion.


1. Aim, objectives and feasibility of the dissertation

This section should include:

1- Background

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

Research Aim

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.

Research Question

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 ...

Solution Summary

The solution discusses employee retention in Saudi Arabian hospitals.