1. As applied to recruitment and retention
Nursing Theory
As applied to recruitment and retention

2. Why use theory to guide recruitment and retention?
Nursing and nurses are subordinate to institutional forces and traditions.
Provides a framework to define what we do, how we do it and how it can be done better.
Encourages deeper thinking and questioning of the profession
Limon 2007

3. Lets review two big theories
Erickson, Tomlin and Swain
Role modeling Theory.
Uses “clients view” of the world to gain understanding of the world from their perspective
Assumes all people want to interact with others and also want to carry out their selected roles in society
Plan interventions that meet the clients needs to aid growth and healing
People are alike: holism

4. Abraham Maslow Humanistic theory
Based on a hierarchy of needs
Some needs more important than others
These needs drive human behavior
Lower needs must be met before a person can satisfy greater ones
Explains drive, energy, direction and goals of human life

6. Adding the two together….
Provides a frame work for employers to “see” the world from their employees eyes
Understand what motivates
and energizes staff
Helps staff reach their highest level
of health, increasing productivity,
and makes staff happy

7. 5 goals in Modeling/Role Modeling
Building trust
Promoting positive orientation
Promoting perceived control
Promoting strengths
Setting health directed mutual goals

8. Unhappy Staff Dissatisfaction from unmet needs.
Causes nurses to leave the facility or even the profession.
Decreased quality of care
A factor in burnout

9. Managers must…. Be honest Incorporate acceptance Respect Empathy
Honest timely feedback
Facilitate relationships (nurse to nurse, nurse to MD, nurse to patient)

10. First level of needs Physiological needs Wages.
We need to pay our bills, support our families, take vacations, buy food, have shelter

11. Second Level Seeking safety Nurse patient ratios Benefit packages
Stress level
Staff training
Adequate supplies
Zero tolerance for discrimination, violence, sexual harassment

12. Third Level Social Belongingness Pleasant working relationships
Collaborative relationships
Respect in the workplace

13. Fourth level
Self Esteem needs
Achievement
Competence
Recognition

14. Fifth level Self actualization Difficult level to achieve
Seeing ones own potential
Self professional development
Advancement opportunities

15. Final Level Transcendence Helping others reach the same level
Staff member is supportive and mentoring to others

16. In Summary People have drive, want to be accepted
People need independence and freedom
People need unconditional acceptance
Create a work environment that fosters growth and acceptance

17. References
Arruda, E. (2005). Better retention through Nursing theory. Nurse Management. 36(4)
Limon, C. (2007). Purposes of Nursing Theory in Education, Research and Clinical practice. Fundamentals of Nursing , Concepts, Process and Practice, seventh edition.
Boeree, C. retrieved from
Huitt, W. (2004). Maslow Hierarchy of needs. Educational Psychology Interactive. Valdosta GA: Valdosta state university. Retrieved November 7th 2008 from
Image from
Modeling and Role Modeling Theory from