Abstract:
BACKGROUND : Many professional nurses have left the employment to work in
developed countries. Quality patient care is declining because the few PNs that are rendering
care have limited expertise. Literature review showed that nurse managers have a role to play in
retention of staff.
PURPOSE : The study aims to analyze the leadership styles and organizational
factors toward the retention of professional nurses working in public health facilities.
POPULATION : Professional nurses in four public hospitals, four union managers, twelve
professional nurses working abroad and representative from SANe. A total of 188 participated in
the study which formed part of the 70% of the sample.
DESIGN : A Case study design which included both quantitative and qualitative
approaches. Observations in the wards and document analysis were done guided by a case
protocol.
INSTRUMENTS : Revised Nursing Work Index and Revised Conditions of work
effectiveness was administered among the professional nurse and chief professional nurses.
Chief nursing service managers and union managers were interviewed using interview guides.
Focus groups among professional nurses who had overseas experiences were conducted.
Reliability was maintained by having a Cronbachs alpha of above 0.70 in all variables except
leadership.
RESULTS : Cases presented differently in all aspects, except Case C who was
consistent in all the variables. The professional nurses in Case C viewed their CNSM as being
visible and accessible. Case A and B were similar in terms of the organizational factors. All
CNSM verbalized that they were willing to send PNs for educational programmes but the DOH
policy was allowing nurses to work anywhere in the province. PNs had little access to resources
on time to do tasks and paperwork as compared to access to support and opportunity.CONCLUSION : PNs are willing to stay in their organizations provided they will be given
educational and promotional opportunities. There was a relationship between organizational
factors and retention. Leadership factors showed a weak negative relationship with other
variables.
