Abstract

Objective: The aim of this study was to examine the experiences of currently employed and experienced Australian Remote Area Nurses about remote nursing staff retention strategies. Method: This is a qualitative study using in-depth interviews with seven registered nurses with a minimum of 3 years remote area nursing experience. Participants were interviewed by phone, with the interviews audio-recorded then transcribed. Two of the authors independently analysed the transcriptions to identify common themes, then discussed the data until a consensus was reached. Results: Participants had on average 12 years’ experience as a Remote Area Nurse. They particularly valued teamwork and a strong team focus, effective and flexible management practices and the ability to maintain their own cultural and social connectedness. A flexible service model with regular short breaks, filled by returning agency nurses to enable continuity of care and cultural connections, was seen as a viable approach. Conclusion: Flexible management practices that encourage short breaks for Remote Area Nurses may increase retention. This would need to occur within a supportive management framework that prioritised staff teamwork and continuity of care.

Keywords: Retention; Workforce; Remote area nurses; Remote health; Community nursing; Management