Opinions of Registered Nurses’ Towards Effective Nursing Management Related to the Retention of High Performance Employees: A Case Study of Nursing Department, Faculty of Medicine, Prince of Songkla University
The purpose of this descriptive study was to examine registered nurses’ opinions on factors that
influence the retention of high-performance nurses in their organization. Sample was 273 registered nurses
who were promoted to the highest level (A) of performance. Questionnaire on opinions towards management of high-performance employees was used to collect data. Frequency, percentage, mean and standard deviation were used in data analysis.
The major findings were as follows: 1) Knowing nurses’ goals or expectations in terms of human
development and career advancement was determinant to obtain the highest value with the highest average score (4.21 ± .57). 2) Supervisor’s report and discussion on nurses’ performance for every round of assessment received the highest average score (3.94 ± .76) with respect to nursing administrators and colleagues. 3) In terms of welfare, compensation and other environments, feeling secure in their job was highly ranked with the highest average score (3.92 ± .77) 4) Under the organization topic (nursing department), clear communication of organizational goals was highly valued with the highest average score (3.91 ± .64). In conclusion, the most important factor for the retention of high performance nurses was the opportunity forcareer advancement, particularly on the registered nurses’ awareness of the career goals and exp
Hongladarom, C. (2012). 8 K’s + 5 K’s Human capital of Thai for ASEAN Community. Bangkok: Chira Academy. (in Thai).
Khunthar, A. ( 2014). The Impacts and Solutions to Nursing Workforce Shortage in Thailand. Journal of nursing science, 32(1), 81-90.
Lwandee, P. & Amrumpai, Y. (2015). Job Motivation and Job Satisfaction among Nurses in Banphaeo Hospital Public Organization. Kuakarun Journal of Nursing, 22(1), 48-59.
Personnel Statistics Report of Nursing Department. (2014). Personnel Statistics Report 2012-2014. Songkla: Nursing Department, Faculty of Medicine, Prince of Songkla University. (in Thai).
Sadangharn, P. (2015). Retaining Talented People in Organization. Executive Journal, 33(3), 33-38.
Sawaengdee, K., Teerawanviwat, D., Lorchirachoonkul,V. & Jitthavech, J. (2009). Life table and Working Life of Thai Nurse. Population Journal, 1(11), 73-93.
Srisatidnarakul ,B. (2007). The Methodology in Nursing Research. (4th ed.). Bangkok : You & I Intermedia Printing. (in Thai).
Srisawad, T. (2013). The Guidelines of High Performance Employee Retention: A Case Study of the Office of the Civil Service Commission (OCSC). Academic Services Journal, 24(3), 47-58.
Sutherasan, S. & Apakupakul, N. (2000). Organization climate of health personnel in Department of Nursing Teaching Hospital. Journal of nursing science Chulalongkorn University, 12(1), 10-21.
Tangchatchai, B., Siritarungsri, B., Sripunworasakul, S. & Rungkawat,V. (2011). Factors Predicting Job Retention of Professional Nurses at the Northeast Regional Hospitals, Ministry of Public Health. Thai Journal of Nursing Council, 26(4), 43-54.
Yupong, S. & Siritarungsri, B. (2014). Factors Affecting Job Retention of Professional Nurses at the Surgical Nursing Division in a University Hospital, Metropolitan Bangkok. The 4th STOU Graduate Research Conference, 26-27 November. Bangkok. (in Thai).
Copyright (c) 2019 Princess of Naradhiwas University Journal
This work is licensed under a Creative Commons Attribution-NonCommercial-NoDerivatives 4.0 International License.