Gendy Bradford, MHealSc 2009
Health care organisations need to address the issue of nursing turnover in order to preserve patient safety and maintain a high level of health care delivery, to the population of New Zealand.
The main objective of this preliminary study is to determine the extent to which the principles of person-job fit are used in the selection of nurses in Christchurch, New Zealand. The literature suggests that the consideration of person-job fit principles during the selection process can positively affect relevant work outcomes such as job performance, job satisfaction, organisational commitment, and employee turnover. The global nursing shortage and the affect this has on nursing turnover and the incidence of burnout amongst nurses is also examined within the context of person-job fit.
A qualitative research approach was employed which included semi-structured key informant interviews with four nursing managers followed by a focus group discussion with six purposively selected charge nurse managers and senior nurses. Thematic analysis was undertaken to analyse the data gathered.
The study found that the principles of person-job fit are used during the selection of nurses in the Canterbury District Health Board, but the extent to which they are employed and the consistency with which they are applied varies. Common issues and themes that influenced the ability of managers to apply person-job fit principles were identified as knowledge and experience, education, organisational policies and practices, the shortage of nurses, the nursing profession and burnout amongst nurses.
It is concluded the use of person-job and person-organisation fit could improve the overall level of fit achieved and positively effect relevant work outcomes such as job performance, job satisfaction, organisational commitment and minimise nursing turnover.
Supervisors: Pauline Barnett, Ian Sheerin