Objective: To explore the factors influencing recruitment and retention of nurses in Lagos State Hospitals. Background: Despite the perceived efforts made by Hospitals Management in Lagos State to recruit and retain nurses, there is still inadequate number of nurses to match the demand of care needed by patients in the hospitals. Methods: The descriptive study utilized mixed methods to gather data. It consisted of 330 consented and randomly selected nurses for the survey and 14 purposively selected nurse leaders and Director for the interview. The instruments were pretested questionnaire, semi-structured interview guide and existing records. Result: The study revealed that all health institutions in Lagos State were aware of the standard procedures of recruitment of nurses, but often engages in replacement rather than proper recruitment. Most of the Nursing leadership positions in Lagos State were vacant. More than half (68.2%) of the nurse respondents were not sure if they would still be working in their health institution in the next five years. It was revealed that the turnover rate of nurses in the State Health institutions was higher than the Federal health institutions in Nigeria. Conclusion: Increment in salary and allowances rated the best influence on recruitment and retention of nurses in Lagos State. Lack of nursing leadership; sense of job security and work environment were the major factors influencing recruitment and retention of nurses. There is need for adequate human resource planning; increased efforts and formulation of policies that will improve recruitment and retention of nurses in Lagos State of Nigeria.

Purpose: The purpose of this study was to investigate the hospice care compliance of nurses working at a hospice ward and provide meaningful data to improve the hospice care compliances. Methods: Participants included 104 nurses working at the hospice ward of the hospital located at P and D cities. Data was collected from February to March 2012. The level of hospice care compliance was measured using Bae (2000)’s questionnaires. Data were analyzed with descriptive statistics, t-test, one-way ANOVA and Scheffè test using SPSS/WIN 18.0 program. Results: The level of hospice care compliance in hospice nurses working at a hospice ward was high (3.25 out of 4). In hospice care compliance, the physical area was highest, followed by the emotional, spiritual, and social areas. Hospice care compliance was significantly different according to age, marital status, education, religion, importance of religion, job position, job satisfaction and life satisfaction. Hospice care compliance was also significantly different according to the nurses’ experience of death, having license or certification related to hospice care and experiences related to clients’ death. Conclusions: The findings of this study showed that the level of hospice care compliance was high and the hospice care compliance in South Korea was primarily focused on physical care. Considering that spiritual needs are important needs in hospice clients, hospice nurses need to focus on those aspects more. To improve the quality of hospice care compliance in the hospice nurses, programs to increase hospice nurses’ job and life satisfaction are needed.

Generational diversity provides a unique quandary for nursing leaders and educators to enlist, orient, and retain nurses. Millennials are the largest cohort since the Baby Boomers and the age group from which the nursing profession will build its future workforce. This study examined the experiences of the new graduate nurse of the millennial generation as they navigate orientation in an acute care setting. Using a Web-based survey to conduct the study allowed nurses from across the country to participate while providing easy access to the study questions. Analysis of the data through qualitative content analysis demonstrated a dominate theme of seeking structure while expecting an individualized orientation. The survey also revealed the importance of the preceptor and manager in the perceived success of this generation’s transition and a need to assimilate into the professional role of RN. Recognizing that there is a need to promote a more individualized orientation with improved mentoring for novice nurses and their preceptors is evident and challenges nursing leaders and educators to rethink current practices to retain new nurses. Established roles within the hospital and individual nursing units are changing and traditional strategies for recruitment and retention no longer apply. A structured orientation can facilitate the transition from new graduate to professional nurse and assist in the retention of qualified nurses and ultimately safe patient care.

AIDS is one of the medical professional’s or young person ventures in third world countries like Iran. The growth of AIDS victims in the recent years has made a lot of global worries about cure process and other related issues to HIV problems in these countries. One of the effective groups in the study of AIDS patients is nurses who are in direct contact with patients. Our investigation led to study two variables “consciousness” and “vision” of nurses working in Imam Khomeini hospital of Tehran University of Medical Sciences. Based on the results we achieved that nurses have a low medium degree in the variables studied which is as a result of poor and low effective trainings. In addition to this as a consequence of wrong culture in Iran about AIDS patients or even people in contact with them, nurses have been in a great pressure as they might be in danger of disease transmission. This negative trend has caused a great anxiety about the real condition of AID patients in Iran and their cure process.