Challenges Faced by The Healthcare Industry in Mental Hospitals

Dawson, A. J., Stasa, H., Roche, M. A., Homer, C. S., & Duffield, C. (2014). Nursing churn and turnover in Australian hospitals: nurses perceptions and suggestions for supportive strategies. BMC nursing13(1), 11.

            According to authors, this paper discusses about the experiences of the nurses, the observations of turnover in the Australian hospitals. This paper aims to identify the strategies for improving the retention of employees, their performances and their job satisfaction. The data analysis for this research paper is done by a qualitative method that is by collecting responses from 362 nurses. These responses were collected from the national survey from the medical and surgical nursing units across the three Australian states and territories. After identifying the results of data analysis, the factors affecting the nursing turnover can be determined. Those factors were less career opportunities, poor support, lacking of recognition, and negative attitudes towards staffs. In most of the hospitals, the nursing working environment involves the inadequate ratio of patient and staffs, inappropriate skills, lack of qualified nurses, less involvement in decision-making process and the increasing demands of the patients. All these factors create huge impact on the stress levels and the workloads of the nurses and they felt undervalued and disempowered. During the data analysis process, this was analyzed by evaluating every individual’s performances, the flexible employment facilities and described the supportive strategies for the improvement of the working condition. They also recommended that the positive steps can be taken towards the improvement in the workplace condition can ensure retention of nurses. The nurse managers were recommended to improve the performance management and work design for reducing the turnovers.

            This paper includes the proper research process by collecting data from 362 nurses of different Australian hospitals, which determines the present working environment of the Australian health care industries. The problems of the nurses were properly identified in this paper and it identified the factors for the turnovers, which could be helpful for the employee retention in Australian health centers. In this paper, there are some limitations, which affects the interpretation and the transferability of the findings of the paper. The response rate in this qualitative study was 362 nurses, which reflect 22% of the total population (1655), involved in the larger survey. This may happen that the participants in the survey process can answer the open-ended questions, which may not include the nurses’ perspectives; this will limit the quality of data. This may limit the data authentication when the nurses’chooses not to complete the long answer questions, where they may lack time or have not been confident enough to share their experiences and feelings. Moreover, the written response does not allow the further clarification whereas, in the face-to-face interviews, the responses can be clarified. The improvement of this limitation can conduct a better research work although this study will be beneficial for any health care organizations to retain employees.

Scanlan, J. N., Meredith, P., & Poulsen, A. A. (2013). Enhancing retention of occupational therapists working in mental health: Relationships between wellbeing at work and turnover intention. Australian occupational therapy journal60(6), 395-403.

            This research paper discusses about the problems faced by the occupational therapist in mental hospitals and the reasons for employee turnovers in the mental hospitals. This paper also explores the factors that are associated with the wellbeing of the employees at the work place. This paper completed the survey for exploring the work and personal life balance, the employee efforts of those hospitals, the wellbeing at work, rewards received from the work place and the turnover intentions. The analysis have also been conducted for exploring all these factors. These data were collected from 103 occupational therapists, working in mental hospitals in Queensland through the survey. After, the proper analysis of collected data, this has been found that the occupational therapist experiences stress, low engagement in work, poor job satisfaction and risks of poor well-being at work. All these factors are responsible for the turnover intentions of the occupational therapists. This study recommends that all the measures of well-being at work are significantly associated with the turnover intentions. A large proportion of the variance that is 33% in the turnover intentions was mostly predicted by the poor job satisfaction. The perceptions of the work/life balance, efforts invested in work, rewards received in the terms of the recognition and the personal satisfaction are significantly related to the work related well-being scores. This paper shares knowledge, which will help to support the development of the interventions, aimed to reduce the turnover intentions in the mental hospitals and enhance the retention of the occupational therapists in the mental health work places.

            This paper has completed a proper research work by the survey of 103 occupational therapists, which provide the analysis of employee turnovers and poor job satisfaction. The recommendations of this paper for retaining employees will be helpful for the mental health centers and provided the strategies required for the well-being of the employees at the work place. Although, there are few limitations as the survey process only includes less proportion of occupational therapists, thus their responses are not enough for the analysis process.The clarifications of the responses of the occupational therapists can be done more properly if the responses are noted in the face-to-face interviews. The research work except few limitations was beneficial for understanding the difficulties faced by the occupational therapists in mental hospitals.

Radford, K., Shacklock, K., & Bradley, G. (2015). Personal care workers in Australian aged care: retention and turnover intentions. Journal of nursing management23(5), 557-566.

            According to the authors, this study discusses about the factors, which are responsible for the intentions of the personal care workers to stay or to leave the aged care organizations of Australia. This research paper conducted survey in collecting the responses from the workers of the four aged care organizations of Australia and those who are within the community. This survey collected 206 responses from the workers of the aged care organizations in Australia. This paper analyzes the data collected and determined that the personal care workers are important for the aged care organizations as they provides the most of the direct care, which shows that retention of those personal care workers are important for those organizations. This was found by analyzing the data that there were workers of both intentions to stay or leave, although the ratio of the turnover intentions were more than the intentions of staying. The community care workers were more likely to stay than the long-term care workers were, however, the age, health status were not the predictors of the staying or leaving. The health care organizations are facing shortage of health workers, which need to be improved in order to enhance the effectiveness of the organization and to sustain the provision of the quality aged care organizations. This paper recommends that the organization need to follow the retention strategies for the old workers, which should involve the increasing support of supervisor and seeking to embed the workers more within the organization.

            This paper discusses about the burning issue, the intentions of the personal care workers in the aged care organizations. This organization requires maintaining of the employee retention but by the conduction of the survey, it has been seen that the community worker intends to stay more than the long-term workers do; the organizations will be able to follow the recommendations in this paper for improving the job satisfaction level of the personal care workers. Although, this paper limits the researches on the ultimate reason that drives employees towards the turnover and retentions. This research needed to be included then the organization would be able to understand accurately where the improvements are essential in management process for retaining the personal care workers.

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