Reducing nurse turnover through motivation and job satisfaction

• Main Author: Jacinto, Leianne M.
• Format: text
• Language: English
• Published: Animo Repository 2016
• Online Access: https://animorepository.dlsu.edu.ph/etd_masteral/5202
• Institution: De La Salle University

My action research discussed the issue I identified in collaboration with my Cluster Head and my co-nurses concerning the low level of motivation and job satisfaction in relation to our cluster nurses intention to quit. Our cluster issue was manifested through the reasons given by the nurses during their exit interview such as the lack of engagement and camaraderie, lack of managements recognition and the lack of professional growth. The objective of my action research was to improve the level of motivation and job satisfaction of the Cluster 6 nurses to reduce the turnover rate. My goal on the other hand, was for our hospital to become the Philippines leading healthcare institution with competent and highly engaged nurses that provide the best quality of care to patients and their family. I believed that my action research will strengthen not only our employee performance but we will also set an example to the other hospital units in keeping the nurses happy and valued. My action research was supported by Nohria, Groysberg and Lees Four Drive Model of Employee Motivation which was further used as a guiding principle in understanding employee motivation and in constructing interventions that addressed our cluster issue. On the other hand, the change framework I used was Proscis ADKAR Change Model that summarized my clusters road to change. My methods of data collection were through one-on-one interview, focus group discussion, observation, and secondary data collection. Two cycles of action research were undertaken for this study. In the first cycle, the interventions addressed the manifestations on lack of engagement and camaraderie, and on the lack of professional growth. The activities we implemented were painting activity, summer outing, and proposal of external trainings. However, the result on the number of resignations in our cluster further increased after this cycle. In cycle 2, we, together with our Cluster Head addressed the issue on the lack of recognition from the management. Our Cluster Head started the culture of giving out recognition and appreciation for this cycle. In addition, we replaced the painting activity with the exercise activity to maintain the bond and camaraderie in our cluster. The number of resignations decreased significantly as of present. This action research allowed me to value my profession more, and it helped me to become more persistent, observant and more understanding with human behavior.I also recommended further studies that can support my action research which can also be of help for other healthcare institutions. Two of my recommendations were with regard to the leadership style that stimulates nurse motivation and the use of the Job Characteristics Theory in relation to job satisfaction which can be useful in creating nursing job description and performance appraisal.