<oai_dc:dc xmlns:dc="http://purl.org/dc/elements/1.1/" xmlns:oai_dc="http://www.openarchives.org/OAI/2.0/oai_dc/" xmlns:xsi="http://www.w3.org/2001/XMLSchema-instance" xsi:schemaLocation="http://www.openarchives.org/OAI/2.0/oai_dc/ http://www.openarchives.org/OAI/2.0/oai_dc.xsd">
  <dc:creator>Aeschbacher, Remo</dc:creator>
  <dc:creator>Addor, Véronique</dc:creator>
  <dc:date>2021</dc:date>
  <dc:description xmlns:ns0="xml" ns0:lang="en">Background: The global shortage of nurses has caused strategic employer positioning  and strengthened employer branding to become progressively relevant addressing the  increased competition in the recruitment of nurses. This study provides competition- oriented strengths-and-weaknesses profiles for nurse attraction and attrition for the  major types of healthcare institutions to advise on competitive employer positioning. Methods: We applied bivariate weighted logistic regressions with cluster-adjusted  standard errors to evaluate 4844 employer changes of 3011 nurses participating in the  nurses at work study, whereby the reasons to quit (RQs) acted as both predictors of  the former and the follow-up type of employer. For each employer type, we introduce  a coordination system allocating each workplace criterion along its push and implicit  pull characteristics, given through the specific odds ratios, to derive different strategic  implications for an organisation’s competitive nurse recruitment. Results: Depending on the employer type, workplace criteria were variously acting as  push or pull factors in nurses’ career decisions. Conclusions: Nurses’ career choices are affected by experienced and presumed  workplace characteristics associated with specific employer types. Becoming aware of  these associations and experiences, employers should leverage workplace criteria  with relatively strong pull or/and weak push characteristics by intensified  communication measurements and criteria with relatively weak pull or/and strong  push characteristics should be enhanced to a competitive level.</dc:description>
  <dc:format>application/pdf</dc:format>
  <dc:identifier>https://folia.unifr.ch/global/documents/309520</dc:identifier>
  <dc:identifier>https://folia.unifr.ch/documents/309520/files/2021_Aeschbacher_Competitive.pdf</dc:identifier>
  <dc:language>eng</dc:language>
  <dc:relation>info:eu-repo/semantics/altIdentifier/doi/10.1186/s12960-021-00586-z</dc:relation>
  <dc:rights>info:eu-repo/semantics/openAccess</dc:rights>
  <dc:rights>License undefined</dc:rights>
  <dc:source>Human Resources for Health. - BioMed Central. - 2021, vol. 19, no. 47, p. 1-13</dc:source>
  <dc:subject xmlns:ns1="xml" ns1:lang="en">Comparative study</dc:subject>
  <dc:subject xmlns:ns2="xml" ns2:lang="en">Employer positioning</dc:subject>
  <dc:subject xmlns:ns3="xml" ns3:lang="en">Hospitals</dc:subject>
  <dc:subject xmlns:ns4="xml" ns4:lang="en">Non-profit organisations</dc:subject>
  <dc:subject xmlns:ns5="xml" ns5:lang="en">Nursing</dc:subject>
  <dc:subject xmlns:ns6="xml" ns6:lang="en">Nurse</dc:subject>
  <dc:subject xmlns:ns7="xml" ns7:lang="en">Home-care</dc:subject>
  <dc:subject xmlns:ns8="xml" ns8:lang="en">Types of institutions</dc:subject>
  <dc:subject xmlns:ns9="xml" ns9:lang="en">Turnover</dc:subject>
  <dc:subject xmlns:ns10="xml" ns10:lang="en">Working conditions</dc:subject>
  <dc:subject>info:eu-repo/classification/udc/33</dc:subject>
  <dc:title xmlns:ns11="xml" ns11:lang="en">Competitive employer positioning through career path analysis: the case of the Swiss nursing sector</dc:title>
  <dc:type>http://purl.org/coar/resource_type/c_6501</dc:type>
</oai_dc:dc>