Factors influencing nurses' return to active service

Abstract

Although many have suggested strategies to resolve the nursing shortage (Buchan & Caiman, 2004) few have considered the resigned registered nurse. This research study set out to explore the reasons why registered nurses are not employed in nursing, and factors that would entice these resigned nurses to return to practice. Elsevier, CINAHL and Medline were the primary databases used for the literature search. The author did not find any studies that investigated the issue of resignation, retention and redeployment amongst Maltese nurses. After approval from a Board of Studies, a survey study of resigned nurses was carried out to access reasons for their leaving and consideration for returning to nursing. The researcher used a quantitative methodology and a partly qualitative approach to achieve the above research objectives. The questionnaire included open-ended and close ended questions. Out of a population of 117 nurses in Malta and Gozo, 53 consented to take part. Self-administered questionnaires were sent out to these 53 nurses. Questionnaires were completed by all respondents and returned. Response rate was therefore 100%. Quantitative data were analysed using Microsoft Excel to compare frequencies and proportions, whereas qualitative data were coded and analysed using content analysis. Overall, when asked about their reasons for leaving, family reasons was ranked highest followed by working opportunities outside nursing. Other factors such as pay, improved working conditions and availability or necessity for refresher courses would influence the decision of resigned nurses to return to practice. This study revealed that 66% of the nurses valued flexible working hours and part-time opportunities, consideration of family lives by 32% and 13.2% stated that positive relationships with administrators would also be valued. On the basis of the study findings, the following recommendations are being put forward: The main recommended possible solutions to entice resigned nurses to practice are to offer re-fresher courses, flexible hours or to make the hourly wages and benefits package more competitive. To carry out further research directed at comparing resignation of nurses and return to work before and after the introduction of bridging. In depth study of resigned nurses would also yield useful information. Continuing education for nurses who are not in employment would also facilitate the decision to return to work.