title: Implications of staff 'churn' for nurse managers, staff, and patients.
abstract: In this article, the term "churn" is used not only because of the degree of change to staffing, but also because some of the reasons for staff movement are not classified as voluntary turnover. The difficulties for the nurse managing a unit with the degree of "churn" should not be under-estimated. Changes to skill mix and the proportions of full-time, agency, and temporary staff present challenges in providing clinical leadership, scheduling staff, performance management, and supervision. Perhaps more importantly, it is likely that there is an impact on the continuity of care provided in the absence of continuity of staffing. A greater understanding of the human and financial costs and consequences, and a willingness to change established practices at the institutional and ward level, are needed.
authors.affiliation: Centre of Health Services Research, University of Technology, Sydney, Australia.
authors.forename: Christine
authors.initials: C
authors.lastname: Duffield
authors.forename: Michael
authors.initials: M
authors.lastname: Roche
authors.forename: Linda
authors.initials: L
authors.lastname: O'Brien-Pallas
authors.forename: Christine
authors.initials: C
authors.lastname: Catling-Paull
mesh_terms: D009740:Nursing Staff; D009745:Nursing, Supervisory; D009936:Organizational Innovation; D017063:Outcome Assessment, Health Care; D010361:Patients; D010561:Personnel Staffing and Scheduling; D010563:Personnel Turnover