Nurse Turnover as a Function of Employment, Experience and Unit

Prior, Michele M.; Cottington, Eric; Kolski, Barbara J.; Shogan, Jacqueline O

doi:10.1097/00006247-199007000-00018

Cited by 3 publications

(1 citation statement)

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“…Alexander et al (1998) reported age as the most influential personal factor that influences nurses' intent to stay; older nurses stay longer than younger ones. High turnover rate found to be high in the first year of employment (Prior et al, 1990), which is associated with frequent absence from the job (Borda and Norman, 1997). Kinship responsibility was also correlated with intent to stay (Borda and Norman, 1997).…”

Section: Nurses' Intent To Staymentioning

confidence: 92%

Predictors of hospitals' organizational climates and nurses' intent to stay in Jordanian hospitals

Mrayyan

2008

Journal of Research in Nursing

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This paper aimed at studying variables of hospitals' organizational climates and nurses' intent to stay and determine predictors of the two concepts. A survey using a convenience sampling technique was used to collect data. A total of 362 nurses from three types of hospitals were recruited. Farly's Nursing Practice Environment Scale (NPES) was used to assess the organizational climates at Jordanian hospitals (Farly and Nyberg, 1990). McCain's Behavioral Commitment Scale (McCloskey, 1990) was used to measure nurses' intent to stay. Stepwise regression analyses were used to indicate predictors of hospitals' organizational climates and nurses' intent to stay.Quality of care and professionalism were major variables influenced hospitals' organizational climates. Nurses reported that they plan to keep their jobs for at least two or three years. Nurses' intent to stay, time commitment, types of hospitals and average daily census were predictors of hospitals' organizational climates. Predictors of nurses' intent to stay were hospitals' organizational climates, decision-making style, age and organizational structures.Managerial interventions that would create supportive work environments are needed to encourage nurses to stay longer at their jobs. These interventions include, but are not limited to, using participative management and supportive leadership, decreasing workload and employing nurses who work on a full-time basis.

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Section: Nurses' Intent To Staymentioning

confidence: 92%

Predictors of hospitals' organizational climates and nurses' intent to stay in Jordanian hospitals

Mrayyan

2008

Journal of Research in Nursing

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Reasons Registered Nurses Leave or Change Employment Status

Strachota

Normandin

O’Brien

et al. 2003

JONA: The Journal of Nursing Administration

196

142

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High turnover of nurses compromises patient care and adds to the cost of healthcare. To determine why nurses changed positions or left a midwestern health system, the authors surveyed registered nurses who voluntarily terminated or changed their employment status to as-needed (PRN) within a 9-month period. They discuss the most frequent reasons given for these changes and suggest solutions for retention.

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Curriculum Issues Related to Nurse Turnover

Gorrell¹,

Langenbach²

1994

J Nurs Educ

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The problem of turnover rates among registered nurses has implications for nursing curriculum and for continuing education programs. After a brief presentation of turnover issues, curriculum implications will be discussed under three broad areas: (a) content about turnover included in nursing management textbooks; (b) nursing curriculum issues that influence the survivability of graduates of schools of nursing and thereby affect turnover rates; and (c) continuing education needs of registered nurses. This paper is not a summary of solutions for turnover. The problem of turnover is complex and poorly understood. The curricular issues provide challenges to traditional nursing education that would increase the likelihood of the development of "hardy" nurse graduates who have survival skills for the practice environment.

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Nurse Turnover as a Function of Employment, Experience and Unit

Cited by 3 publications

References 0 publications

Predictors of hospitals' organizational climates and nurses' intent to stay in Jordanian hospitals

Predictors of hospitals' organizational climates and nurses' intent to stay in Jordanian hospitals

Reasons Registered Nurses Leave or Change Employment Status

Curriculum Issues Related to Nurse Turnover

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