Turnover problems are complex, which means that there is no one solution to decreasing turnover. Multiple points of intervention exist. One specific approach that may improve turnover rates is hospital policies that reduce strains and sprains.

Work-related factors were significantly related to RNs' work satisfaction.

Work-family conflict is challenging for nurses and the nursing profession. Still unclear is how frequently nurses experience work-family conflict and which nurses experience it most frequently. We document the prevalence and frequency of work-family conflict and describe the demographic predictors of frequent work-family conflict. Nurses reported greater work interference with family than family interference with work. Fifty percent of nurses reported chronic work interference with family (occurring at least once a week); another 41% reported episodic work interference with family (occurring less than 1-3 days per month). In contrast, 52% of nurses reported episodic family interference with work, and 11% reported chronic family interference with work. Few demographic characteristics predicted either work interference with family or family interference with work.

Inverse relationships between nurse staffing and these adverse events provide information for managers to use when redesigning and restructuring the clinical workforce employed in providing inpatient care.