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Abstract
The fact that hospitals are vigorously facing shortage of nurses is not breaking news. Therefore, there is an urgent requirement for exemplary recruitment embedded with retention strategies which might perhaps settle down the shortage crisis. Management must actively engage in attractive recruitment and retention practices in order to make nurses survive and thrive in the hospitals. Constantly, the turnover of nurses is found to be immense due to wide range of causes. The employee turnover is delineated as a count in which employee moves out of the organization. Attrition is fundamentally due to pull or push effect. The dissatisfied nurse in current job leaves the job. Here, dissatisfaction remains as a push effect. On the other hand, when the employee leaves the job due to attractive job offers is termed as pull effect. Both the effects lead to turn over of nurses, thereby causing unnecessary expenditure.