Gotowe bibliografie tematyczne / Nurses retention

Spis treści

  1. Artykuły w czasopismach
  2. Rozprawy doktorskie
  3. Książki
  4. Części książek
  5. Streszczenia konferencji
  6. Raporty organizacyjne

Gotowa bibliografia na temat „Nurses retention”

Autor: Grafiati
Data publikacji: 4 czerwca 2021
Data aktualizacji: 20 lutego 2023

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Artykuły w czasopismach na temat "Nurses retention"

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Forde-Johnston, Carol, and Florian Stoermer. "Giving nurses a voice through ‘listening to staff’ conversations to inform nurse retention and reduce turnover." British Journal of Nursing 31, no. 12 (June 23, 2022): 632–38. http://dx.doi.org/10.12968/bjon.2022.31.12.632.

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Health and social care employers in the UK cannot afford to lose nurses given the current nursing workforce crisis. A variety of staff engagement initiatives aim to improve employee retention. This article describes how Listening to Staff (L2S) events were used as part of a service review to inform nurse retention strategies in one acute hospital trust. Over a 3-year period, 576 nurses took part in L2S events that examined nurses' perspectives of teamworking and support as well as career plans in areas with high nurse turnover rates. Comparative content analysis was used to analyse narrative d
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Ias Natanael, Glorio, Chrismis Novalinda Ginting, and Santy Deasy Siregar. "Increasing Nurse Retention Based On Internal Service Quality Approach In Batu Bara Hospital." International Journal of Health and Pharmaceutical (IJHP) 3, no. 1 (August 31, 2022): 92–100. http://dx.doi.org/10.51601/ijhp.v3i1.114.

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One of the problems for human resource management is the desire to leave (turnover intentions) which can lead to the nurse's decision to leave her job. One way for nurses to stay in the hospital is to increase employee retention. The purpose of this study was to develop recommendations to increase employee retention based on the Internal service quality approach at Batu Bara Hospital. This research is descriptive research with a quantitative approach. This research was conducted at the Batu Bara Hospital from September 2020 to March 2022. The research population used was nurses who were active
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Aba Ali, Norhanie, and Ashley A. Bangcola. "Exploring the Relationship between Job Satisfaction and Job Retention among Registered Nurses under the Nurse Deployment Program in Southern Philippines." Malaysian Journal of Nursing 14, no. 02 (2022): 143–50. http://dx.doi.org/10.31674/mjn.2022.v14i02.024.

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Background: This study explores the relationship between job satisfaction and job retention among registered nurses working under the Nurse Deployment Program (NDP) in Southern Philippines. Methods: The study design employed in the study is Descriptive-correlational to measure the nurses' perceptions of organizational job satisfaction, and the link between job satisfaction and job retention using a survey questionnaire. A total of 139 registered nurses were selected using Random sampling method from the hospitals, rural health units, birthing places, and barangay health stations in municipalit
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Klug, Susan H. "Recruit, Respect, and Retain: The Impact of Baby Boomer Nurses on Hospital Workforce Strategy—A Case Study." Creative Nursing 15, no. 2 (April 2009): 70–74. http://dx.doi.org/10.1891/1078-4535.15.2.70.

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Hospitals are increasingly concerned about shortages of registered nurses due to the impending retirement of Baby Boomer nurses. A hospital case study of older nurse retention investigated the concerns of Boomer nurses to understand how workforce strategies can effectively retain older nurses. Using interdisciplinary, multi-stakeholder approaches and tools, the study went beyond the broad recommendations in the literature to help an organization identify targeted and effective strategies for retention, identified barriers, and assessed organizational readiness to implement changes with older n
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Dietrich Leurer, Marie, Glenn Donnelly, and Elizabeth Domm. "Nurse retention strategies: advice from experienced registered nurses." Journal of Health Organization and Management 21, no. 3 (July 3, 2007): 307–19. http://dx.doi.org/10.1108/14777260710751762.

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Lambonaung, Ellen, Andi Yusuf, and Rahmawati Azis. "ANALYSIS OF FACTORS RELATED TO NURSE RETENTION IN SOURCE LIVING HOSPITAL AMBON." Jurnal Kesehatan 15, no. 1 (June 9, 2022): 50–57. http://dx.doi.org/10.24252/kesehatan.v15i1.23627.

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Employee retention is the time interval from starting work until the end of the work period in a place. Many factors have an impact on the high level of nurse retention, including competitive salaries, a healthy work environment, productive leadership and clear career management. This study aims to determine how the retention of nurses at Sumber Hidup Hospital – Ambon. The research was conducted at Sumber Hidup Hospital, Ambon. This type of research is a quantitative research with an observational approach using a cross sectional design. Sampling on nurses was carried out randomly. Data collec
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Nei, Darin, Lori Anderson Snyder, and Brett J. Litwiller. "Promoting retention of nurses." Health Care Management Review 40, no. 3 (2015): 237–53. http://dx.doi.org/10.1097/hmr.0000000000000025.

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Zangaro, George A., and Patricia A. Watts Kelley. "Job Satisfaction and Retention of Military Nurses A Review of the Literature." Annual Review of Nursing Research 28, no. 1 (December 2010): 19–41. http://dx.doi.org/10.1891/0739-6686.28.19.

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Job satisfaction is an extremely important concept that influences a nurse's decision to stay in an organization, as well as the cost of turnover and the nursing shortage. The purpose of this review is to identify published research studies that have assessed job satisfaction and retention (intent to stay) in military nurses serving in the Army, Navy, or Air Force. The available literature was searched from 1980 to 2010 and the review resulted in 21 studies. The majority of the studies used a descriptive correlational design and was specific to one particular service. The researchers reported
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Brooks, Carol Ann, Nancy Kanyok, Colin O’Rourke, and Nancy M. Albert. "Retention of Baseline Electrocardiographic Knowledge After a Blended-Learning Course." American Journal of Critical Care 25, no. 1 (January 1, 2016): 61–67. http://dx.doi.org/10.4037/ajcc2016556.

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Background Among nurses, skill retention after an electrocardiography blended-learning course is unknown. Objectives To compare 3- and 8-week electrocardiography test scores, compare scores by nurse and work characteristics and self-assessed electrocardiographic competence, and compare 1-year work retention with 3- and 8-week scores and change in scores from week 3 to week 8. Methods Data were collected on demographics, comfort with electrocardiography expectations, electrocardiography competence levels, and 1-year work retention. Correlational and comparative statistics were used in analyses.
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Baggs, JG, MH Schmitt, AI Mushlin, DH Eldredge, D. Oakes, and AD Hutson. "Nurse-physician collaboration and satisfaction with the decision-making process in three critical care units." American Journal of Critical Care 6, no. 5 (September 1, 1997): 393–99. http://dx.doi.org/10.4037/ajcc1997.6.5.393.

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OBJECTIVE: To assess and compare levels of nurse-physician collaboration and satisfaction with the decision-making process as reported by critical care nurses, resident physicians (residents), and attending physicians (attendings) in making decisions to transfer individual patients out of the critical care unit, and to assess if satisfaction predicts nurse retention. DESIGN: Longitudinal descriptive correlational study using self-reporting instruments. SETTINGS: A university hospital's surgical ICU, a community teaching hospital's medical ICU, and a community hospital's mixed ICU. SUBJECTS: Ei
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Rozprawy doktorskie na temat "Nurses retention"

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Franklin, Tammy Lea. "Educating Nurses About Nurse Residency Program." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/6562.

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Educating Nurses About a Nurse Residency Program by Tammy Lea Franklin MSN, Walden University, 2012 BSN, Oklahoma City University, 2010 Project Submitted in Partial Fulfillment of the Requirements for the Degree of Doctor of Nursing Practice Walden University May 2019 The problem addressed in this project was the challenges related to retention of new graduate nurses. This includes Registered Nurses (RNs), Licensed Practical Nurses (LPNs), and Bachelor of Science Nurses (BSNs) on two medical/surgical units in an acute care facility. The purpose was to work with a project team to develop an edu
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Hollis, Kimberly M. "Improving Retention Strategies for Experienced Nurses." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/7448.

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Experienced nurses depart the workforce in significant numbers; therefore, it is critical to understand how those departures affect patient care and safety. The focus of this systematic review included appraisal of recent research to provide an understanding of strategies used in acute care settings to retain experienced nurses. Guided by Benner's model of skill acquisition, the purpose of this systematic review was to identify factors that influence the decision of nurses with experience to leave or remain working in acute care work settings. The 19 articles selected for this review were limi
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Clevenger, Pamela L. "Managerial leadership behaviors and nurse retention." Muncie, Ind. : Ball State University, 2009. http://cardinalscholar.bsu.edu/699.

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Kennedy, Belinda Anne. "The personality characteristics of emergency nurses." Thesis, The University of Sydney, 2014. http://hdl.handle.net/2123/12724.

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Background: There are ever increasing demands on the emergency nursing workforce so it is necessary to consider how to enhance the recruitment and retention of emergency nurses. Personality is known to influence occupational choice, yet there is a lack of research exploring how personality may influence the workforce decisions of emergency nurses. Aims: To establish the personality profile of a sample of emergency nurses, and to explore whether any relationship exists between their personality characteristics and time spent working within emergency nursing. Methods: A standardised personality
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MacRae, Beverly Ann. "Retention of nurses in the Winnipeg Regional Health Authority." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 2001. http://www.collectionscanada.ca/obj/s4/f2/dsk3/ftp04/MQ59472.pdf.

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Timilsina, Pallavi. ""Factors Influencing Retention Rates for Nurses in Nursing Homes"." Miami University / OhioLINK, 2018. http://rave.ohiolink.edu/etdc/view?acc_num=miami1533310217476947.

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Novak, Kevin Oliver. "Patients and Nurses and Doctors Oh My!: Nurse Retention from a Multi-Foci Aggression Perspective." PDXScholar, 2017. https://pdxscholar.library.pdx.edu/open_access_etds/4013.

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Attrition is a serious issue in the nursing industry. One factor influencing rates of attrition in nursing is aggression victimization at work (Estryn-Behar et al., 2010). However, there is little research in the aggression literature that examines how aggression from different sources affects attrition (both job and career turnover) differently. This study attempts to better understand the linkages between aggression victimization and nursing attrition; specifically how aggression from different sources (i.e. patients/patients’ families, coworkers, and licensed independent practitioners) diff
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Piskac, Ellen M. Hawkins Peggy L. "Characteristics of retained nursing faculty." Click here for access, 2008. http://www.csm.edu/Academics/Library/Institutional_Repository.

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Thesis (Ph. D.)--College of Saint Mary -- Omaha, 2008.<br>Presented to the faculty of College of Saint Mary in partial fulfillment of requirements for the degree of Doctor of Education. Under the supervision of Peggy Hawkins. Includes bibliographical references.
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Warner, Ivory. "Nurses' perceptions of workplace conflict, implications for retention and recruitment." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 2001. http://www.collectionscanada.ca/obj/s4/f2/dsk3/ftp04/MQ62041.pdf.

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Smith, Sheila M. "Retention of Staff Nurses and Nurse Managers in an Acute-Care Hospital| A Qualitative Case Study." Thesis, University of Phoenix, 2017. http://pqdtopen.proquest.com/#viewpdf?dispub=10623625.

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<p>Nursing is the largest health care profession in the United States, and health care organizations rely heavily on the services of registered nurses to provide quality care to patients. Unfortunately, the nursing shortage makes it critical for health-care leaders to identify potential issues that may be influencing nurses to leave the nursing profession and to develop solutions for retaining nurses in the nursing profession. The purpose of this qualitative case study was to explore the perceptions of three groups of RNs in an acute-care hospital setting regarding perceived issues that migh
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Książki na temat "Nurses retention"

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Nurses with disabilities: Professional Issues and job retention. New York, NY: Springer Pub. Co., 2012.

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1937-, Fenner Peter, ed. Manual of nurse recruitment & retention. Rockville, Md: Aspen Publishers, 1989.

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Executive, NHS. Good practice in the recruitment and retention of nurses in higher education institutions. London: CVCP, 1999.

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Martin, J. P. Can wekeep nurses in the Health Service?: A study of nurse retention in two health districts. Southampton: University of Southampton, 1988.

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Association, Canadian Nurses'. Nurse retention and quality of work life: A national perspective. Ottawa, Ont: Canadian Nurses Association, Canadian Hospital Association, 1990.

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Martin, J. P. Can we keep nurses in the Health Service?: A study of nurse retention in two health districts. Southampton: University of Southampton, Institute for Health Policy Studies, 1988.

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Hegeman, Carol R. Growing strong roots: Peer mentoring of CNAs to enhance retention and care. Albany, NY: Foundation for Long Term Care, 2004.

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Managing the chemically dependent nurse: A guide to identification, intervention, and retention. Chicago, IL: American Hospital Pub., Inc., 1992.

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Smart nursing: Nurse retention & patient safety improvement strategies. 2nd ed. New York: Springer Pub., 2008.

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Canada, Aboriginal Nurses Association of. Survey of nurses in isolated first nations communities: Recruitment and retention issues : final report. Ottawa, Ont: Aboriginal Nurses Association of Canada, 2001.

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Części książek na temat "Nurses retention"

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Mizuno, Motoki, Yasuyuki Yamada, Takumi Iwaasa, Emiko Togashi, Michiko Suzuki, and Yuki Mizuno. "Retention Management of Nurses: A Case of University Hospital in Japan." In Advances in Intelligent Systems and Computing, 422–28. Cham: Springer International Publishing, 2018. http://dx.doi.org/10.1007/978-3-319-96080-7_50.

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"Ascites/Fluid Retention." In Fast Facts About GI and Liver Diseases for Nurses. New York, NY: Springer Publishing Company, 2016. http://dx.doi.org/10.1891/9780826117496.0022.

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"Recruitment and Retention of Foreign-Educated Nurses." In Transcultural Nursing Education Strategies. New York, NY: Springer Publishing Company, 2014. http://dx.doi.org/10.1891/9780826195944.0027.

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Robson, Helen, and Caroline Attard. "Staff burnout and staff turnover on inpatient wards." In Oxford Textbook of Inpatient Psychiatry, edited by Alvaro Barrera, Caroline Attard, and Rob Chaplin, 277–84. Oxford University Press, 2019. http://dx.doi.org/10.1093/med/9780198794257.003.0032.

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This chapter examines a range of personal, organizational, and contextual causes of occupational stress affecting inpatient mental health nurses, and offers a range of potential interventions which may help to reduce stress and burnout, and improve staff retention. It examines the consequences of burnout, its effects on patient care, and the situational factors which contribute to stress. It goes on to explore supportive factors which reduce burnout in nurses and to outline interventions and potential organizational responses which could improve the resilience of the workforce and support retention of staff and high standards of care.
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Møller, Helle. "8 Nursing in the North: Recruitment and Retention of Nurses." In Health and Healthcare in Northern Canada, 167–83. University of Toronto Press, 2021. http://dx.doi.org/10.3138/9781487514600-015.

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"Workplace Bullying and Violence." In Incivility Among Nursing Professionals in Clinical and Academic Environments, 21–47. IGI Global, 2019. http://dx.doi.org/10.4018/978-1-5225-7341-8.ch002.

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Bullying in nursing is not a problem existing only in the United States. Nurses internationally are affected by workplace incivility and bullying. Chapter 2 explores the phenomenon of bullying and incivility in nursing in countries such as Israel, Turkey, and Australia. Uncivil conduct experienced by nursing students, faculty, administrators, clinical nurses, and clinical faculty are discussed through the examination of current issues in various workplace settings that nurses work within. Imbalances of workplace tranquility and disruption influence work-life balance, as nurses attempt to find ways to cope with bullying and incivility. The latter potentially leading to organizational issues with retention and turnover of nursing staff.
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Koivisto, Jaana-Maija, Elina Haavisto, Antti J. Kaipia, Ira H. Saarinen, and Jari Multisilta. "The Effects of Gamification on Nurse Work Motivation." In Handbook of Research on Cross-Disciplinary Uses of Gamification in Organizations, 262–76. IGI Global, 2022. http://dx.doi.org/10.4018/978-1-7998-9223-6.ch012.

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A current concern in the medical field is that nurses leave their careers due to low work motivation. Intrinsic motivation is a key factor that influences satisfaction in the workplace. This study aimed to develop a gamification intervention for implementation in a hospital setting and evaluate its effects on nurses' work motivation. It was hypothesized that nurses' work motivation would improve by the end of the intervention. The study was conducted in a surgical ward at a hospital in Finland. The design was descriptive and quasi-experimental. The study found that continuous feedback from gamification interventions influenced nurses' work motivation. The gamified group offered more positive feedback than the non-gamified group. These findings add to our understanding of the effects of gamification interventions on nurses' work motivation in hospital settings. However, more research is needed to demonstrate the potential of gamification to increase the retention of much-needed human resources.
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Kılıçaslan-Gökoğlu, Selcen, and Engin Bağış Öztürk. "End of Occupational Segregation in the Nursing Profession." In Advances in Human Resources Management and Organizational Development, 262–84. IGI Global, 2020. http://dx.doi.org/10.4018/978-1-5225-9163-4.ch011.

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This chapter focuses on how female nurses make sense of their occupations as the perception of their profession changes from gender-biased to gender-neutral. Nursing is one of those rare professions with occupational segregation in favor of females, but one that is changing as more males enter the profession. While there are many occupational segregation studies to explain male and female nurses' perspectives, research on how female nurses reconsider their views about the profession is scarce. Therefore, this chapter will address this change for females by utilizing a conceptual analysis, specifically the cognitive sense-making perspective. Referring to the phases of the cognitive sense-making (ecological change, enactment, selection, and retention), this chapter examines how the meaning of the nursing profession and the meaning of work in general is changing for females.
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Kılıçaslan-Gökoğlu, Selcen, and Engin Bağış Öztürk. "End of Occupational Segregation in the Nursing Profession." In Research Anthology on Nursing Education and Overcoming Challenges in the Workplace, 418–33. IGI Global, 2021. http://dx.doi.org/10.4018/978-1-7998-9161-1.ch027.

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This chapter focuses on how female nurses make sense of their occupations as the perception of their profession changes from gender-biased to gender-neutral. Nursing is one of those rare professions with occupational segregation in favor of females, but one that is changing as more males enter the profession. While there are many occupational segregation studies to explain male and female nurses' perspectives, research on how female nurses reconsider their views about the profession is scarce. Therefore, this chapter will address this change for females by utilizing a conceptual analysis, specifically the cognitive sense-making perspective. Referring to the phases of the cognitive sense-making (ecological change, enactment, selection, and retention), this chapter examines how the meaning of the nursing profession and the meaning of work in general is changing for females.
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Mancini, Mary E., Daisha Jane Cipher, and Darab Ganji. "Maximizing Retention and Progression to Graduation in Online Programs." In Critical Assessment and Strategies for Increased Student Retention, 211–25. IGI Global, 2018. http://dx.doi.org/10.4018/978-1-5225-2998-9.ch013.

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This chapter uses the literature on student retention in online programs as a foundation to present a case study illustrating how a well-designed, affordable and high-quality online program substantially increased access, retention rates, and progression to graduation. The case study covers how, by using the principles of designing with the end in mind. The University of Texas at Arlington College of Nursing and Health Innovation (CONHI) developed and implemented a highly successful, award-winning online Bachelor of Science in Nursing (BSN) completion program for registered nurses (RN) who had entered the profession through an associate degree program. This RN-to-BSN program was specifically designed to overcome issues known to impact enrollment and completion in nursing programs by leveraging technology and the best practices for online education. The case study also explores how best practices in online education were incorporated into the development of the RN-to-BSN program.
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Streszczenia konferencji na temat "Nurses retention"

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Balázsiová, Zuzana. "HOW MUCH DO NURSES REMEMBER FROM SCHOOL PHYSICS? SOME RESULTS OF COMPARING ANALYSIS." In Proceedings of the 2nd International Baltic Symposium on Science and Technology Education (BalticSTE2017). Scientia Socialis Ltd., 2017. http://dx.doi.org/10.33225/balticste/2017.18.

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The aim of this research is to determine the level of elementary physical knowledge, which can be used for solving the problem of nursing task. For this purpose original didactic test was used, which contained tasks from elementary physics and tasks of nursing, too. It was found, that nurses minimally remembered physical knowledge. Nurses preferred to solve practical nursing tasks only by using nursing knowledge. Decoupling physical and nursing knowledge may cause the increased risk of damage to health nurses and patients. Keywords: knowledge retention, solving of practical nursing tasks, phys
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Lai, Chih-Sung, Hsing-Hui Chu, Tian-Jong Hwu, and Hung-Chang Yang. "A study on the factors of nurses' retention by grey relational grade and grey clustering analysis." In 2012 IEEE/SICE International Symposium on System Integration (SII 2012). IEEE, 2012. http://dx.doi.org/10.1109/sii.2012.6427344.

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Nishikido, Noriko, Mako Ishikawa, and Satoko Shimamoto. "766 Sense of difficulty, skill retention, and learning strategies in workplace mental health activities by occupational health nurses (2nd report)." In 32nd Triennial Congress of the International Commission on Occupational Health (ICOH), Dublin, Ireland, 29th April to 4th May 2018. BMJ Publishing Group Ltd, 2018. http://dx.doi.org/10.1136/oemed-2018-icohabstracts.1010.

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Nishikido, Noriko, Mako Ishikawa, and Satoko Shimamoto. "738 Sense of difficulty, skill retention, and learning strategies in workplace mental health activities by occupational health nurses (1st report)." In 32nd Triennial Congress of the International Commission on Occupational Health (ICOH), Dublin, Ireland, 29th April to 4th May 2018. BMJ Publishing Group Ltd, 2018. http://dx.doi.org/10.1136/oemed-2018-icohabstracts.1011.

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"Remaining Connected with our Graduates: A Pilot Study." In InSITE 2019: Informing Science + IT Education Conferences: Jerusalem. Informing Science Institute, 2019. http://dx.doi.org/10.28945/4162.

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[This Proceedings paper was revised and published in the 2019 issue of the Interdisciplinary Journal of E-Skills and Lifelong Learning, Volume 15.] Aim/Purpose This study aims to determine where nursing students from a metropolitan university subsequently work following graduation, identify the factors that influence decisions to pursue careers in particular locations, ascertain educational plans in the immediate future; and explore the factors that might attract students to pursue postgraduate study. Background The global nursing shortage and high attrition of nursing students remain a challe
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Stevens, Katie, Rachel Black, and Tricia Wilcocks. "O-10 Children’s palliative care nurse rotation posts: a recruitment, retention and resilience solution?" In Transforming Palliative Care, Hospice UK 2018 National Conference, 27–28 November 2018, Telford. British Medical Journal Publishing Group, 2018. http://dx.doi.org/10.1136/bmjspcare-2018-hospiceabs.10.

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Byrns, G., and J. Harris. "63. Challenges Presented by the Healthy Worker Effect in the Prevention of LBP and in Nurse Retention." In AIHce 2003. AIHA, 2003. http://dx.doi.org/10.3320/1.2757961.

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Laxmi. "Effectiveness of Self Learning Material on Practices of In-service Auxiliary Nurse and Midwives (ANMs) Related to Behavior Change Communication (BCC) for Reproductive and Child Health (RCH) Care." In Tenth Pan-Commonwealth Forum on Open Learning. Commonwealth of Learning, 2022. http://dx.doi.org/10.56059/pcf10.3043.

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As per WHO, the global estimates for the year 2017 indicate that there were 295 000 women died during and following pregnancy and childbirth however most could have been prevented. Behavior Change Communication (BCC) is one of the most cost effective ways of targeting the issues of RCH care. There is a need to sensitize the Auxiliary Nurse and Midwives (ANMs) regarding the benefits of adopting a systematic BCC intervention (RMNCH+A in India 2013). // Objective: 1: To develop self learning material on BCC for RCH care 2: To assess effectiveness of Self learning material (SLM) on practices of AN
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Raporty organizacyjne na temat "Nurses retention"

1

Novak, Kevin. Patients and Nurses and Doctors Oh My!: Nurse Retention from a Multi-Foci Aggression Perspective. Portland State University Library, January 2000. http://dx.doi.org/10.15760/etd.5897.

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Zangaro, George A. Factors Associated with Retention of Army, Navy, and Air Force Nurses. Fort Belvoir, VA: Defense Technical Information Center, March 2013. http://dx.doi.org/10.21236/ada608102.

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Stoddard, Amy, Donna Lynch-Smith, Kate Carlson Wrammert, and Bobby Bellflower. Increasing Nurse Knowledge Using a Formal Lung Transplant Education Program. University of Tennessee Health Science Center, December 2020. http://dx.doi.org/10.21007/con.dnp.2020.0001.

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This quality improvement project was completed to show that a formal lung transplant education course for nurses caring for lung transplant patients increased their knowledge. An eight-hour education course was developed by experts in the field of lung transplantation. A pretest was administered before the education course. A posttest was administered to determine if knowledge was improved. A three-month follow-up test was administered to determine knowledge retention. Based on the data analysis, nurse knowledge improved after formal education. Item analysis determined what areas of educationa
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Pickett, Dayton S., David A. Smith, and Eleanor G. Feldbaum. Increasing Reserve Component Nurse Accession and Retention Rates. Fort Belvoir, VA: Defense Technical Information Center, May 1990. http://dx.doi.org/10.21236/ada228971.

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Cooke, Timothy W. Navy Nurse Corps Retention: FY 1974 to FY 1988. Fort Belvoir, VA: Defense Technical Information Center, July 1989. http://dx.doi.org/10.21236/ada217664.

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Mooney, Leah. Nurse Staffing at Methodist Heathcare Ministries: Factors Influencing Recruiting and Retention. Fort Belvoir, VA: Defense Technical Information Center, April 2007. http://dx.doi.org/10.21236/ada480132.

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South Africa: Improve facility management to increase nurse retention. Population Council, 2007. http://dx.doi.org/10.31899/rh14.1074.

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