![]() ![]() Lessons from Magnet program hospitals and hospitals implementing front-line staff driven performance improvement programs such as Transforming Care at the Bedside illustrate how nurses and staff, supported by leadership, can be actively involved in improving both the quality and the efficiency of hospital care." (Needleman, Hassmiller, 2009) According to, "Nurses are critical to the delivery of high-quality, efficient care. The role of nurses in performance improvement programs is critical and integral to the overall effectiveness of the program. The great resignation: Staying put. LSJ: Law Society of NSW Journal, (84), 34-37.Īs indicated from the literature review, an effective approach to establishing a performance improvement process is to establish a 'Champion" to drive the process through the organization and to obtain ensure management is on track with the program and the efforts of the performance improvement staff The “Great Resignation”: Causes, Consequences, and Creative HR Management Strategies. Journal of Human Resource and Sustainability Studies, 10(1), 161-178.Tufvesson, A. Transformational leadership, work stress and turnover intention: the mediating role of job satisfaction. American Journal of Humanities and Social Sciences Research (AJHSSR), 5(1), 146-157.Tessema, M. ![]() ![]() Is it “just work”? The impact of work rewards on job satisfaction and turnover intent in the nonprofit, for-profit, and public sectors. The American Review of Public Administration, 49(4), 495-511.Suryawan, I. Inclusive work practices: Turnover intentions among LGBT employees of the US federal government. The American Review of Public Administration, 49(4), 482-494.Stater, K. Hindsight is 2020: identifying missed leadership opportunities to reduce employee turnover intention amid the COVID-19 shutdown. Strategic HR Review, 20(6), 215-220.Sabharwal, M., Levine, H., D’Agostino, M., & Nguyen, T. Why employees leave: Factors that stimulate resignation resulting in creative retention ideas. CC The Journal: A Multidisciplinary Research Review, 14, 15-24.Robertson, M. Elevated police turnover following the summer of George Floyd protests: A synthetic control study. Criminology & Public Policy, 21(1), 9-33.Reyes, A. Factors affecting turnover intentions among Millennial public relations professionals: The Latin American case. Public Relations Inquiry, 2046147X221081176.Mourtgos, S. Responding to the Great Resignation: Detoxify and Rebuild the Culture. Journal of General Internal Medicine, 1-2.Moreno, A., Navarro, C., & Fuentes-Lara, C. The great resignation: an argument for hybrid leadership. International Journal of Business and Management Research, 9(4), 393-400.Linzer, M., Griffiths, E. Redesigning the retention strategy against the emerging turnover of Generation Y: Revisiting the long-standing problems from 20Th to 21St century. International Journal of Entrepreneurship, 23(2), 1-16.Hopkins, J. Antecedents of turnover in federal public administration. RAUSP Management Journal, 53, 366-384.Hassan, M., Jambulingam, M., Alam, M. Overcoming Turnover Intention Problems: Direct–Indirect Model to Identify the Effect of Perceived Organizational Support and Job Satisfaction In Service-Based Organizations. JurnalAplikasiManajemen, 17(3), 555-566.Ferreira, P. ![]() Employee voluntary and involuntary turnover and organizational performance: Revisiting the hypothesis from classical public administration. International Public Management Journal, 22(3), 444-469.Azis, E., Prasetio, A. In addition, a secondary recommendation concerns the need to encourage employees to develop their… These recommendations include providing employees with a career management plan that motivates them to acquire additional education and training as well as instilling an enhanced sense of organizational loyalty to reduce turnover levels. A description of the implications of implementing the career management program is followed by the key recommendation that emerged from the research. To this end, the purpose of this proposal is to provide a description of the problems of interest and what can be done to mitigate these issues. In fact, in some professions, replacement costs for employees can easily equal their annual salary or even more, so identifying strategies to reduce turnover rates represents a valuable and timely enterprise. Although the precise causes differ from organization to organization, the high costs that are associated with unplanned turnover are well documented. ![]()
0 Comments
Leave a Reply. |
AuthorWrite something about yourself. No need to be fancy, just an overview. ArchivesCategories |