High employee turnover in hospitals can hamper workflows (1), lead to lower quality of care (2–4) and incur considerable financial expenses (1, 5, 6). However, retaining qualified employees in healthcare is a chall
psychosocial work environment factors including lack of social support, low leadership quality, bullying and violence, as well as potential cognitive and emotional reactions to these factors such as stress and low job satisfaction, are associated with higher employee turnover among hospital staff (1, 4, 9, 12–15). Therefore, interventions aimed at improving the psychosocial work environment in hospitals hold the potential for reducing employee turnover rates.
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