Estimating and preventing hospital internal turnover of newly licensed nurses: A panel survey

Kovner, Christine; Djukic, Maja; Fatehi, Faridaben K.; Fletcher, Jason; Jun, Jin; Brewer, Carol S.; Chacko, Thomas

doi:10.1016/j.ijnurstu.2016.05.003

Cited by 58 publications

(35 citation statements)

References 59 publications

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“…Second, it is also the first study in Germany that analyzes job turnover in the nursing labor force using actual turnover instead of turnover intentions. Such analyses are rare with noticeable exceptions [24]. Lastly, our study serves as a primer for how to uncover a more in-depth relation between job satisfaction and labor turnover, not only with regard to specification but also changing relations across time.…”

Section: Introductionmentioning

confidence: 99%

The paradox of falling job satisfaction with rising job stickiness in the German nursing workforce between 1990 and 2013

et al. 2017

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BackgroundLiterature reports a direct relation between nurses’ job satisfaction and their job retention (stickiness). The proper planning and management of the nursing labor market necessitates the understanding of job satisfaction and retention trends. The objectives of the study are to identify trends in, and the interrelation between, the job satisfaction and job stickiness of German nurses in the 1990–2013 period using a flexible specification for job satisfaction that includes different time periods and to also identify the main determinants of nurse job stickiness in Germany and test whether these determinants have changed over the last two decades.MethodsThe development of job stickiness in Germany is depicted by a subset of data from the German Socio-Economic Panel (1990–2013), with each survey respondent assigned a unique identifier used to calculate the year-to-year transition probability of remaining in the current position. The changing association between job satisfaction and job stickiness is measured using job satisfaction data and multivariate regressions assessing whether certain job stickiness determinants have changed over the study period.ResultsBetween 1990 and 2013, the job stickiness of German nurses increased from 83 to 91%, while their job satisfaction underwent a steady and gradual decline, dropping by 7.5%. We attribute this paradoxical result to the changing association between job satisfaction and job stickiness; that is, for a given level of job (dis)satisfaction, nurses show a higher stickiness rate in more recent years than in the past, which might be partially explained by the rise in part-time employment during this period. The main determinants of stickiness, whose importance has not changed in the past two decades, are wages, tenure, personal health, and household structure.ConclusionsThe paradoxical relation between job satisfaction and job stickiness in the German nursing context could be explained by historical downsizing trends in hospitals, an East-West German nurse compensation gap, and an increase in the proportion of nurses employed on a part-time basis. A clearer analysis of each of these trends is thus essential for the development of evidence-based policies that enhance the job satisfaction and efficiency of the German nursing workforce.

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Section: Introductionmentioning

confidence: 99%

The paradox of falling job satisfaction with rising job stickiness in the German nursing workforce between 1990 and 2013

et al. 2017

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“…Despite 80% of newly licensed registered nurses (RN) being employed in a hospital setting, the internal turnover of this group is estimated at 30% in the first year of practice, leading to a gap in departmental experience levels and diminished productivity (Kovner et al, ; Rondeau, Williams, & Wagar, ). Internationally, organisational turnover of first‐year nurses ranges from 13% to 35% (Dewanto & Wardhani, ) and is 22.9% in the United States (U.S.), with the number of experienced staff in the candidate pool diminishing (NSI Nursing Solutions Inc., ).…”

Section: Introductionmentioning

confidence: 99%

“…In the United States, the overall rate of RN turnover in critical care is high at 18.2% (NSI Nursing Solutions Inc., ). Likewise, the cost of turnover among RNs in these units is estimated to be $44,380 to $63,400 per individual, at an overall cost of $1.4 to $2.1 billion for nurses leaving their first job within three years (Kovner et al, ; Yarbrough, Martin, Alfred, & McNeill, ). Much of this turnover is considered to be preventable (Africa, ; Kovner et al, ).…”

Section: Introductionmentioning

confidence: 99%

Development and evaluation of a prospective staffing model to improve retention

2020

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Aims To improve predictability and accuracy of hiring using historical staffing data, quality improvement and workforce engagement. Background Twenty‐three per cent of newly licensed nurses leave their first job within one year, costing employers $52,100 per nurse replacement. Tools for anticipatory hiring strategies are not available in the literature. Methods We used retrospective, secondary data analysis to develop a Prospective Staffing Model and conduct a five‐year longitudinal evaluation of the implementation of the model in a convenience sample at a quaternary academic Cardiothoracic Intensive Care Unit. We used a team‐based, quality improvement approach to restructure recruitment and hiring strategies, standardize new graduate nurse orientation and implement AACN Healthy Work Environment standards. Results Over the five‐year prospective evaluation period (2014–2018), 388 nurses were hired and included in the evaluation cohort. Retention increased (n = 286 days) and turnover decreased (17.6%) between 2014 and 2018. Improvements in workforce stability were sustained at five years. Conclusions Use of a Prospective Staffing Model is associated with improved nurse retention and decreased turnover, and may improve workforce stability. Implications for Nursing Management Results suggest that an innovative tool can mitigate the deleterious effects of turnover, adding to current knowledge and providing a method for anticipatory assessment of local turnover.

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“…An estimated 80% of the newly licensed registered nurses (RNs) in the United States work in an acute care hospital setting (Kovner et al., ), a phenomenon also found in other countries (Henderson & Eaton, ). All newly licensed RNs are expected to competently provide efficient patient care immediately after graduation and passing their national licensure examination (Marion et al., ).…”

Section: Introductionmentioning

confidence: 99%

Effect of mentoring on professional values in model C clinical nurse leader graduates

et al. 2018

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Estimating and preventing hospital internal turnover of newly licensed nurses: A panel survey

Cited by 58 publications

References 59 publications

The paradox of falling job satisfaction with rising job stickiness in the German nursing workforce between 1990 and 2013

The paradox of falling job satisfaction with rising job stickiness in the German nursing workforce between 1990 and 2013

Development and evaluation of a prospective staffing model to improve retention

Effect of mentoring on professional values in model C clinical nurse leader graduates

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