That´s why we can, want and have the strength to work! Looking for, analyse and developing measures to reverse the trend and reduce the risk of ill-health and staff turnover among nurses

Health care organisations (HCO) are in the middle of a great skill and recruitment need, where there is a great shortage of nurses.

The demographic development, early retirements, work-related ill-health and high levels of sickness absence make the situation increasingly unsustainable.

Businesses and managers are under great pressure to improve the situation.We need to reverse the trend and make workplaces more attractive, healthy and sustainable.But how will it be done?

This project has great relevance as we will identify predictors for nurses to continue working and identify success factors from different models implemented in HCOThe aim is to develop long-term sustainable strategies and measures that prevent ill health, sick leave and flight from the nursing profession in favour of the development of a health care system where more people can and want to work to an older age.Data and implementation: Projects have a participatory starting point in their research design through co-creation for the benefit of the practice´s needs and use.

Employees/nurses, managers and safety representatives from operations with ongoing involvement in various improvement models, as well as researchers, HR strategists and work environment inspectors jointly analysis and identify how, why and what makes various initiatives successful in practice and contribute to an attractive and health-promoting workplace for nurses.

The joint analysis and discussions in the research circle use a unique database about why some of the nurses have remained working and are doing well from a cohort (n=22,935) with a six-year follow-up within the project.

Two measurements are carried out in 2017 and 2020 with the same nurses, and the third measurements will take place in 2023.

In addition, the Exit questionnaire is used, where the nurses stated their reasons for leaving their employment in 2017-2023.The project will result in measures developed based on the joint analysis of practitioners and researchers