[ANSWER]Nursing 438 Trends and Issues Online Course Assignment 3 – Interventions for Improving Nurse Retention in Rural and Remote Canada: A Literature Review

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Healthcare Workforce

Many of the reviewed studies identified lack of incentives as a key determinant of turnover among nurses working in rural and remote areas (e.g., Behera et al., 2017; Kartika, 2019; Khalil & Alameddine, 2020; Mbemba et al., 2013; Mbemba et al., 2016). Kartika’s (2019) literature review found that financial incentives (e.g., higher salaries and rural/remote allowances) as well as non-financial incentives (e.g., housing, transportation and medical benefits) were significant facilitators of healthcare workforce retention in rural and remote areas in the Indonesian context. In another review, Behera et al. (2017) found higher wages and hardship allowances to be useful interventions for retaining the rural and remote health workforce in many countries across the globe, including Canada.

Mbemba et al. (2016) focused on both developed and developing country contexts in their review of 15 literature reviews on the topic and reported similar findings in terms of the impact of incentives on healthcare workforce retention in rural and remote areas. Whereas these three reviews (Behera et al., 2017; Kartika, 2019; Mbemba et al., 2016) focused on the healthcare workforce in general as opposed to nurses in particular, they demonstrate the potential of incentives in addressing nurse turnover in rural and remote areas. Studies focusing on the nursing workforce specifically have reported similar outcomes.

A documentary analysis of scholarly and grey literature focusing on Canada, the US, the UK, Australia and New Zealand and published in the period 2004-2013 established that isolation bonuses and extended annual leave were among the interventions recommended to reduce nurse turnover in rural and remote areas (Kulig et al., 2015). Evidently, financial and non-financial incentives can play a vital role in increasing nurse retention in these areas. Nevertheless, since the majority of the research on this topic is cross-sectional in nature, the effectiveness of these interventions in the long run remains unclear.

Indeed, as it emerged in Mbemba et al.’s (2013) review of literature on the usefulness of financial incentives on nurse retention in rural and remote areas in Canada, the US and Australia, these incentives were found to have more impact on recruitment in the short-term but little impact on retention…[Buy Full Answer for Just USD 9: 3543 WORDS]

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