The comprehensive health care orientation process indicators explain hospital organisation's attractiveness: a Bayesian analysis of newly hired nurse and physician survey data




To examine the relationship of a comprehensive health care orientation process with a hospital's attractiveness.


Little is known about indicators of the employee orientation process that most likely explain a hospital organisation's attractiveness.


Empirical data collected from registered nurses (= 145) and physicians (= 37) working in two specialised hospital districts. A Naive Bayes Classification was applied to examine the comprehensive orientation process indicators that predict hospital's attractiveness.


The model was composed of five orientation process indicators: the contribution of the orientation process to nurses’ and physicians’ intention to stay; the defined responsibilities of the orientation process; interaction between newcomer and colleagues; responsibilities that are adapted for tasks; and newcomers’ baseline knowledge assessment that should be done before the orientation phase.


The Naive Bayes Classification was used to explore employee orientation process and related indicators. The model constructed provides insight that can be used in designing and implementing the orientation process to promote the hospital organisation's attractiveness.

Implications for nursing management

Managers should focus on developing fluently organised orientation practices based on the indicators that predict the hospital's attractiveness. For the purpose of personalised orientation, employees’ baseline knowledge and competence level should be assessed before the orientation phase.