PubMed Health⌕ Search

SEARCH · PubMed Health

Results for “Personnel Turnover”

Explore indexed PubMed citations for clinical trials, systematic reviews and public health research. Read source abstracts and follow each citation to its original PubMed record.

Quote a phrase for an exact phrase match. Source license links do not imply unrestricted reuse.

At least 19 recordsLinked to original sources
PubMed2006

[The effect of assertiveness training on communication related factors and personnel turnover rate among hospital nurses].

PURPOSE: The purpose of this study was to investigate the effects of assertiveness training on nurses' assertive behaviors, interpersonal relations, communication conflicts, conflict management style and personnel turnover rate. METHOD: A non-equivalent control group pretest-posttest design was used in this study. Nurses were assigned into the experimental or control groups, each consisting of 39 nurses. Data was collected between January to March 2004. An 'Assertiveness Training Program' for Nurses developed by Park was used for the study. To emphasize assertiveness practice, 5 practice sessions utilizing ABCDE principles were added to Park's program. To examine the effects of the program, differences between the two groups in assertive behaviors, interpersonal relations, communication conflicts, conflict management style and personnel turnover rate were analyzed using ANCOVA. RESULTS: The assertiveness training was effective in improving the nurses' assertiveness behaviors, but was not effective in improving interpersonal relations, reducing the subjects' communication conflicts, changing the conflict management style or reducing their personnel turnover rate. CONCLUSION: There have been many studies about factors affecting nurses' personnel turnover rates, but few have been done about methods of intervention to reduce the personnel turnover rate. Thus, this study provides a significant contribution in attempting such an intervention from nursing management perspectives.

Assertiveness↗
PubMed2004

Personnel turnover in organizations: an agent-based simulation model.

We study how personnel turnover policies may affect the global behavior of a simple model of organization. In the model we propose, heterogeneous agents interact dynamically, adapting their effort level. Effort equilibria in populations consisting of both perfectly rational and bounded-rational agents are considered. The problem is approached theoretically in simple cases, while simulation is used when more complex situations are examined. We are interested in finding a hiring/firing policy that is effective in selecting high effort in more complex cases and when agent effort may not be directly observed. We prove that, while generally the existence of such a policy is not guaranteed, in most situations an opportune choice may increase overall population effort. This research suggests that, even if explicit incentives are not considered, an opportune policy in personnel turnover can improve the general effort level of the organization. In particular, policies adapting to contingent situations are those that are likely to obtain best results.

Employment↗
PubMed2003

Fluctuations in telemedicine case volume: correlation with personnel turnover rates.

Statistical process control (SPC) techniques were used to analyze 5 years worth of telemedicine case volume data from seven remote sites in order to characterize how much fluctuation occurred over time for each site and whether the fluctuation remained within prescribed limits. The points at which the fluctuations were considered beyond the prescribed limits were correlated with the turnover rate in key personnel (e.g., the Medical Director). Though no causal relationship can be implied, sites with higher turnover rates tended to fluctuate more. The analyses suggest that SPC may be a useful tool for analyzing trends in telemedicine consultation volume fluctuations over time and, therefore, may be useful for program management and allocation of personnel resources. It can also be used in the long run to determine when and why fluctuations occur and whether the causes of fluctuations need to be addressed.

Arizona↗
PubMedDate not supplied

[Reasons for personnel turnover in a private health facility].

This study was done in a Sao Paulo city hospital with 54 nurses who required for dismissal from January, 1995 to January, 1996. All of them at the dismissal interview provided information on how long they had worked for the hospital, reasons for leaving and their frank opinions about the hospital itself, nurse department directors and personal suggestions. The study goal was to evaluate the reasons for high turnover of institutions nurses in order to draw adequate administrative intervention strategies. An exploratory study of retrospective character with data quantitative qualitative analysis has been used. Data analysis considered that 74% of the nurses had left the institution in 12 months but 35.3% until the third month. The nurses emphasized work conditions specially the staff, benefits and interpersonal communication. The results came towards our perception on the institution nurses turnover causes.

Brazil↗
PubMed1982

The effect of managerial interventions on high personnel turnover in nursing homes.

This study indicates that administrator attention and intervention can reduce high turnover in nursing homes. It also indicates a need to investigate the contributing factors in a specific organization, to select interventions based on this knowledge and for multiple but related actions that will support one another. Increased supervision of new employees, increased recruitment efforts, supervisory training, revised personnel policies, and avoidance of personnel pools seem to have particularly high impact on the reduction of turnover in nursing homes and are recommended as a place to begin.

Administrative Personnel↗