Predictors of actual turnover in a national sample of newly licensed registered nurses employed in hospitals

Brewer, Carol S.; Kovner, Christine; Greene, William H.; Tukov-Shuser, Magdalene; Djukic, Maja

doi:10.1111/j.1365-2648.2011.05753.x

Cited by 246 publications

(284 citation statements)

References 79 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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“…Previous research by Matsuura, et al (2010) showed that 4.6% of Japanese beginner nurses had resigned from their job within 15 months of practice. Moreover, according to Brewer et al (2012) mentioned that 15% of newlylicensed registered nurses in the USA had changed employers during the 1-year follow-up. In Egypt , at Assuit University Hospital, a study carried out by Abo El-Maged, El-Houfey and Yousef, (2014) revealed that nurses' intention to leave works was higher at ICUs.…”

Section: Introductionmentioning

confidence: 99%

Nursing Profession as Perceived by Staff Nurses and Its Relation to Their Career Commitment at Different Hospitals

Elewa¹,

Abed²

2017

IJND

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Background: Hospitals face increasing pressure to control costs, reduce staff and redesign clinical settings. With these escalating pressures, it is important for hospitals and nursing administrators to understand the concept of nursing profession and career commitment. Aim: The present study aimed to assess nursing profession as perceived by staff nurses and its relation to their career commitment at different hospitals. Setting: This study was conducted at university, health insurance, and private hospitals, Egypt. Research Design: A descriptive correlation design was utilized to achieve the objective of the present study. Sample: All nurses who agreed to participate in the study at time of data collection were included. Tool: The following tools were used I: Nursing profession questionnaire II: Career commitment questionnaire. Results: study revealed that regarding perception of profession, practice domain had the highest mean percent score (268.5%). While the least mean score as perceived by nurses was public image (200%). There was positive correlation between total nurses perception of profession and their total perception of career commitment (r = 0.26, p = 0.00). Conclusion: There was positive significant correlation between total nurses' perception toward profession and total commitment to nursing career. Furthermore, research declared that there was no statistical significant difference between nurses' perception toward profession, commitment to nursing career and hospital by sectors. Recommendations: It's recommended that public awareness program should be started through portraying a positive image of nursing career through mass media to enhance and improve the nursing status in the country and increased support for transition to practice in the workplace to enhance nurses' career commitment.

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“…The effect and stress caused by disease relapse and common sudden death of patients adds more burdens on the nurses working in such areas and influences their intent to leave [34,35]. Interestingly, it was found that all areas of specialties have an influence on nurses' rate of turnover [12,22]. In another study, with nurses who did not have a choice in place of work, their intent to leave was higher than those who have chosen their working unit [36].…”

Section: Discussionmentioning

confidence: 93%

“…However, these strategies have failed to alleviate the shortage of nurses. This necessitates the focus on retention strategies to keep nurses in their places [11][12][13].…”

Section: Introductionmentioning

confidence: 99%

Nurses Intent to Leave and Job Satisfaction in Hematology/Oncology Areas: Implications for Policy and Practice

Dagamseh¹,

Haddad²

2016

J Nurs Care

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Purpose/objective: To determine how satisfied the nurses are in the Hematology/Oncology areas, to find what extent the expatriate nurses intend to leave their jobs, and to find the relationship between job satisfaction and turnover intention in Hematology/Oncology units. The focus of this study was on measuring the effect of the demographic characteristics of the participants on their intent to leave and to link those characteristics to their job satisfaction.Design: Quantitative descriptive cross sectional research.Method: Study instruments included questions related to demographic characteristics, intent to leave, and the McCloskey Mueller Satisfaction Scale. Data were extracted and analyzed using Statistical Package for Social Scientists (20.V). Univariate descriptive statistics were conducted on the sample's demographic characteristics including gender, age, marital status, nationality and educational level. Bivariate associations between intent to leave and demographic characteristics were tested using Pearson Chi-square. Differences in satisfaction scores between nurses with and without intent to leave were tested using t-test and ANOVA f-test.Results: A total of 223 (68.6% response rate) expatriate nurses employed in the Hematology/Oncology units were surveyed.104 (46.6%) of the participants reported intent to leave within the next 1-3 years. Leavers were less satisfied in all satisfaction subscales than the stayers. Significant Differences were found between marital status and nationalities on one side and intention to leave on the other side (P value=0.027, 0.014, respectively). Predictors of intent to leave were dissatisfaction with different job aspects. Implications for nursing:Findings can be utilized by nursing managers and policy makers to enhance job satisfaction and use it as predictor for intent to leave. Conclusion:Study results predict relationships between job satisfaction and intent to leave the employment within Hematology/Oncology areas or the organization.

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Predictors of actual turnover in a national sample of newly licensed registered nurses employed in hospitals

Abstract: 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.

Cited by 246 publications

References 79 publications

Novice nurse practitioner workforce transition and turnover intention in primary care

Novice nurse practitioner workforce transition and turnover intention in primary care

Nursing Profession as Perceived by Staff Nurses and Its Relation to Their Career Commitment at Different Hospitals

Nurses Intent to Leave and Job Satisfaction in Hematology/Oncology Areas: Implications for Policy and Practice

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