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Nursing recruitment in Australia's largest hospital

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Sinclair, T (2012) Nursing recruitment in Australia's largest hospital. PhD thesis, University of Tasmania.

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Abstract

All hospitals in Australia are challenged by a limited capacity to compete for scarce nursing
talent against a backdrop of diminishing national workforce supply. This study seeks to
ascertain what factors motivate nurses to apply for positions, what factors influence them to
leave their current positions, and what attractors can be put in place to entice them to work in a
hospital environment.
The participants in this study were all applicants for any type of nursing position at Liverpool
Hospital in western Sydney applying between February and September 2011. A questionnaire
was distributed to the participants to capture their views and opinions on what attracted them to
apply for a job at the case hospital. The questionnaire was designed to measure whether some
or all of the attractor strategies devised by the Hospital were successful in attracting them to
apply for a position.
A total of 480 surveys were distributed to job applicants applying for positions at the Hospital
(across all nursing classifications). Of these, 195 were completed and returned, giving a
response rate of approximately 41%.
The results from the survey provided support of the use of attractor strategies in influencing
applicants to apply for a position. The evidence from this research supports the development
and implementation of e-marketing strategies as one of the tools in attracting staff, and
demonstrated that the development of the Liverpool Hospital website, and a specific recruitment
website, was an effective tool in marketing the various attributes of the Hospital that may be
effective in attracting staff. The results from this research show that factors which improve employee satisfaction (which is
normally associated with retention) can specifically attract applicants to an organisation. These
include options such as career progression opportunities, professional development, making
one’s job more challenging or stimulating, a supportive workplace culture and mentoring and
support.
This research identified a number of factors that might be generalisable to other hospitals when
trying to attract staff to their facilities and, as such, there are a number of potential implications
for similar public hospitals.

Item Type: Thesis (PhD)
Keywords: Nursing recruitment, nurse attractor, strategies, nurse shortages, nurse workforce
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Date Deposited: 23 Feb 2014 22:12
Last Modified: 11 Mar 2016 05:52
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