Retaining rural and remote area nurses. The Queensland, Australia experience.
Because higher-than-average turnover rates for nurses who work in remote and rural areas are the norm, the authors conducted a study to identify professional and personal factors that influenced rural nurses' decisions to resign. Using a mail survey, the authors gathered qualitative and quantitative data from nurses who had resigned from rural and remote areas in Queensland, Australia. Their findings, categorized into professional and rural influences, highlight the importance of work force planning strategies that capitalize on the positive aspects of rural and remote area practice, to retain nurses in nonmetropolitan areas.
Hegney
Desley
D
Center for Rural and Remote Area Nursing, University of Southern Queensland, PO Darling Heights, Toowoomba, QLD 4350, Australia.
McCarthy
Alexandra
A
Rogers-Clark
Cath
C
Gorman
Don
D
D000328:Adult; D001291:Attitude of Health Personnel; D003430:Cross-Sectional Studies; D005260:Female; D007722:Health Knowledge, Attitudes, Practice; D006801:Humans; D007587:Job Description; D007588:Job Satisfaction; D008297:Male; D008507:Medically Underserved Area; D008875:Middle Aged; D009042:Motivation; D020380:Needs Assessment; D024802:Nurse's Role; D015401:Nursing Administration Research; D015404:Nursing Methodology Research; D009740:Nursing Staff / Q000191:economics / Q000193:education / Q000523:psychology* / Q000600:supply & distribution*; D010560:Personnel Selection / Q000379:methods*; D010563:Personnel Turnover / Q000191:economics / Q000706:statistics & numerical data; D011365:Professional Practice Location; D011793:Queensland; D019035:Rural Health Services; D011795:Surveys and Questionnaires; D000078329:Workforce