The influence of motivation and work environment on nurse retention: a case of Shalom Hospitals

Abstract

Among the key pillars of a healthcare delivery system are health workers. Most of the attention and research has focused on the care givers in public health facilities. This study sought to determine the factors which affect the nurse retention rates in Shalom hospitals. According to the human resource department at the Shalom hospitals the nursing department has a high turnover of nurses which in turn affects quality and efficiency at the hospitals. The study specifically sought to investigate the relationship between nurse retention and work environment and internal motivating factors at Shalom hospitals. It also sought to investigate what current retention strategies are in place by the hospital management for the nurses. The study was based on Herzberg’s theory of motivation which states the causes of job satisfaction and job dissatisfaction as motivation and work environment factors respectively. The study aimed to establish the relationship between nurse retention rate at Shalom hospitals and Herzberg’s dual theory. To achieve these objectives, the study collected data from nurses currently working at the Shalom group of Hospitals in Machakos and Athi river towns. The study employed a quantitative research design in research methodological procedures. The data was collected through questionnaires and analyzed through descriptive statistics using SPSS. The study revealed that there was a positive relationship between work environment and nurse retention and motivating factors and nurse retention. A prediction model showed that a unit increase in internal motivating factors would increase staff retention rates more than a unit increase in work environment factors. The study concludes that provision and maintenance of quality work environment and provision of quality standard internal motivating factors helps to increase retention in Shalom hospitals. The study further concludes that most of the nurses were not contented with the quality of the current nurse retention strategies being employed at Shalom hospitals. The research recommends that the management of Shalom hospitals should develop an overall strategic plan which includes internal motivation such as praise and appreciation, competitive compensation package, improve on career growth and enhancement programs and job security.