Table 3 Summary of competitive turnover profiles
From: Competitive employer positioning through career path analysis: the case of the Swiss nursing sector
| Â | Employer strengths | Employer weaknesses | Paradox (strong pull argument; strong push argument) | Irrelevance (weak pull argument; weak push argument) | ||||
|---|---|---|---|---|---|---|---|---|
Prevalence (strong pull argument; weak push argument) | Unfounded attraction (strong pull argument; average push argument) | Chance (average pull argument; weak push argument) | Inability (strong push argument; weak pull argument) | Threat (strong push argument; average pull argument) | Unfounded repulsion (average push argument; weak pull argument) | |||
Public hospitals | Advancement Skill-use opportunity Wish for change Pay Non-nursing tasks avoidance |  | Organisational commitment Professional identification | Exhaustion Work–life balance | Care quality Aggression | Work hours Harassment | Moving to a new house |  |
Private hospitals | Aggression Non-nursing tasks avoidance | Pay | Exhaustion Work hours Skill-use opportunity |  |  | Self-actualisation |  | Professional identification Work–life balance |
Private medical offices | Work hours | Work–life balance | Exhaustion Care quality | Wish for change | Skill-use opportunity Advancement Pay Self-actualisation Non-nursing tasks avoidance Professional identification |  |  | Aggression Moving to a new house |
Socio-medical institutions (SOMEDs) | Â | Harassment Moving to a new house | Â | Interesting job offer Advancement | Team Self-actualisation Work hours Skill-use opportunity Non-nursing tasks avoidance Organisational commitment | Wish for change Pay | Exhaustion Aggression Care quality Superiors | Â |
Non-profit organisations (NPOs) | Wish for change | Harassment | Interesting job offer Self-actualisation | Â | Â | Work hours Skill-use opportunities | Â | Advancement Pay Care quality |
Home-care services | Self-actualisation Care quality | Exhaustion Team | Wish for change | Â | Â | Â | Work hours | Â |