Nurse turnover: A literature review

Hayes, Laureen; O’Brien‐Pallas, Linda; Duffield, Christine; Shamian, Judith; Buchan, James; Hughes, Frances; Laschinger, Heather K. Spence; North, Nicola; Stone, Patricia W.

doi:10.1016/j.ijnurstu.2005.02.007

Cited by 698 publications

(843 citation statements)

References 100 publications

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“…The notion of "sense of meaning," which leads to greater professional, occupational, or organizational commitment has been identified as an important factor in nurse retention (Brewer, Kovner, Greene, Tukov-Shuser, & Djukic, 2012;Hayes et al, 2006;Jourdain & Chenevert, 2010;Wang, Tao, Ellenbecker, & Liu, 2012). Those who find meaning in their work and have a sense of motivation in the work environment have been shown to have high levels of psychological empowerment, which has been linked to successful practice and increased retention in the NP role (Stewart, McNulty, Griffin, & Fitzpatrick, 2010).…”

Section: Prior Work Experiencementioning

confidence: 99%

Novice nurse practitioner workforce transition and turnover intention in primary care

Faraz

2017

Journal of the American Association of Nurse Practitioners

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Purpose Little is known about the workforce transition and turnover intention of novice nurse practitioners (NPs) in primary care (PC). This research aimed to describe the individual characteristics, role acquisition and job satisfaction of novice NPs, and identify factors associated with their successful transition and turnover intention in the first year of PC practice. Data sources A descriptive, cross‐sectional study was conducted via online survey administered to a national sample of 177 NPs who graduated from an accredited NP program and were practicing in a PC setting for 3–12 months. Conclusions This study demonstrated that greater professional autonomy in the workplace is a critical factor in turnover intention in novice NPs in the PC setting. Implications for practice Further research is needed regarding the novice NP workforce transition to provide adequate professional autonomy and support during this critical period.

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Section: Prior Work Experiencementioning

confidence: 99%

Novice nurse practitioner workforce transition and turnover intention in primary care

Faraz

2017

Journal of the American Association of Nurse Practitioners

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“…The scores for the nine questions were summed to give a total score ranging from 0 to 27, with higher scores indicating more severe depressive symptoms. Based on the total score, patients were categorized as having minimal depression (score 0-4), mild depression (score 5-9), moderate depression (score [10][11][12][13][14], moderately severe depression (score [15][16][17][18][19] or severe depression (score 20-27).…”

Section: Resultsmentioning

confidence: 99%

“…(8). Given these symptoms of burnout, it is inevitable that the consequences will be manifested through negative work attitudes, low levels of performance (9,10), low productivity, absenteeism and job turnover (11,12), and these results have been found in all types of organizations.…”

Section: Introductionmentioning

confidence: 99%

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Burnout, Depression and Proactive Coping in Underground Coal Miners in Serbia - Pilot Project

Manić¹,

Janjić

Dejanovic

et al. 2017

Serbian Journal of Experimental and Clinical Research

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“…However, previous research examining turnover and intention to leave is somewhat unclear because of a lack of clarity in both the conceptualization and measurement of turnover. As others have noted, definitions of turnover have been varied and include voluntary and involuntary turnover, the leaving of a particular position, leaving an organization or leaving the profession (Coomber & Barriball, 2007;Hayes et al, 2006;O"Brien-Pallas et al, 2006). Measurement has also been inconsistent with some researchers measuring intention to stay while others measure intention to leave or measure turnover as the number of vacant positions (Tai, Bame & Robinson, 1998).…”

Section: Discussion Of Findings Related To the Research Questions Resmentioning

confidence: 99%

Prince Edward Island: Building Capacity – The Implementation of a Critical Care/Emergency Program

Cotton

2012

cjnl

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The difficulties new nurses experience when first entering acute care work environments have been recognized since Kramer"s seminal work in the 1970s. Despite the implementation of interventions designed to help ease the transition, the literature continues to report that new graduates undergo stress when beginning their careers as nurses. The purpose of this study was to examine the effects of perceived demands, control, social support and self-efficacy on the job stress, job satisfaction and intention to leave of new nurses.The conceptual framework used in the study was Karasek"s (1979) Job DemandsControl-Support (JDC-S) model. This model posits that job demands increase employee stress, but that increasing control can alleviate the negative effects of high demands. Social support and self-efficacy were included in this study as potential moderators of the relationships between demands and control and the outcome variables. This was an exploratory study that utilized a cross-sectional survey was used to gather data. Surveys were mailed to the homes of new nurses working in acute care hospitals across Ontario, Canada.Data were received from 232 new nurses, a response rate of 23.8%. Nurses in the sample had an average of 18.2 months of experience. Data were analyzed using separate hierarchical iii regression models for each dependent variable. The results showed that the main effects of job demands, social support and self-efficacy provided partial support for the JDC-S model when examining job stress, job satisfaction and intention to leave the job. Only self-efficacy was significantly related to intention to leave the profession. There was no evidence of moderating effects of social support or self-efficacy. An understanding of factors in the work environment that influence new nurses may assist in supporting them during the transition. By exploring the effects of demands, control, social support and self-efficacy on new graduates" job stress, job satisfaction and intention to leave, this study may provide direction to nursing leaders who are working new nurses in acute care.iv ACKNOWLEDGEMENTS

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Nurse turnover: A literature review

Cited by 698 publications

References 100 publications

Novice nurse practitioner workforce transition and turnover intention in primary care

Novice nurse practitioner workforce transition and turnover intention in primary care

Burnout, Depression and Proactive Coping in Underground Coal Miners in Serbia - Pilot Project

Prince Edward Island: Building Capacity – The Implementation of a Critical Care/Emergency Program

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