The Key Motivator for Retention of Staff Nurses Quality of Work Environment and Leadership Role Introduction Recruitment and retention are significant issues and are becoming more proponed with the urgent needs that an aging population is bringing to the health care system. Recruitment and retention are interrelated and this fact is the basis for the proposed study. While certain nurses are leaving, many are remaining and both nursing students and graduates are assessing units based on those trends and the conditions they witness on a unit (Newton & Kelly, 2009). It is therefore important to examine nurses’ attitudes and reactions along with the effectiveness of leadership in the situation. Literature review Recruitment and retention...The end:
.....urses, the most influential factors in their decision to stay are most likely to be the support they receive from leadership and the degree of control they have over their work environment. References Manojlovich , M. (2007). Power and empowerment in nursing: Looking backward to inform the future. The Online Journal of Issues in Nursing, 12(1), 1-6. Nedd , N. (2006). Perceptions of empowerment and intent to stay. Nursing Economics, 24(1), 13-18. Newton, J. & Kelly, C. (2009). The motivations to nurse: An exploration of factors amongst undergraduate nurses and nurse managers. Journal of Nursing Management, 17, 392-400. Wieck , K. & Northam , S. (2009). What nurses want: The nurse incentives project. Nursing Economics, 27(3), 169-180.