Retention: The key to the 21st century for health care institutions

Corcoran, Nora M.; Meyer, Lesley A.; Magliaro, Bonnie L.

doi:10.1097/00006216-199001440-00007

Cited by 2 publications

(1 citation statement)

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“…Although a number of investigators have studied nurse retention in acute care settings (Brief, 1976;Cavanagh, 1990;Corcoran, Meyer, & Magliaro, 1990;Jolma & Weller, 1989;, much less attention has been directed at the difficulties of retaining nurses in long-term facilities (Phillips, 1987). There is very little research available, however, to guide these efforts.…”

Section: Introductionmentioning

confidence: 99%

Factors Influencing Intentions of Nursing Personnel to Leave Employment in Long-Term Care Settings

Coward

Hogan

et al. 1996

J Appl Gerontol

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This study examines factors associated with the intentions of nurses to leave their present employment in a long-term care (LTC) setting. The study examines differences in the personal characteristics, job-specific characteristics, job satisfaction, and perceived job mobility of two groups of nurses currently employed in LTC facilities; those who report that they intend to stay at the nursing home where they are employed (n = 147) and those who intend to leave (n = 45). Nearly half of the factors that were examined (9 of 20) were statistically significantly associated with nurses' self-reports of their intention to leave. Of the significant associations, seven were job-specific characteristics or dimensions of job satisfaction. The implications of these findings are that a significant majority of the factors that influence a nurse's intention to leave may be within the realm of control of nurse executives and nursing home administrators. Results are discussed within the context of three general areas where there may be opportunities for managers to take actions that will improve retention.

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Section: Introductionmentioning

confidence: 99%

Factors Influencing Intentions of Nursing Personnel to Leave Employment in Long-Term Care Settings

Coward

Hogan

et al. 1996

J Appl Gerontol

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Job Satisfaction Among Hospital Nurses: Facility Size and Location Comparisons

Coward

Horne

Duncan

et al. 1992

The Journal of Rural Health

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Despite recent declines in turnover and vacancy rates, maintaining a stable nursing staff continues to be critical to the effective operation of American hospitals. Job satisfaction is a pivotal element in nurse retention, and organizational theory suggests that some of the factors that influence job satisfaction vary by facility size. This is a study of job satisfaction among a sample of 731 nurses providing direct patient care in 22 hospitals. The sample includes approximately equal numbers of nurses employed in very small rural hospitals (1-49 beds), medium sized facilities located in small towns (50-99 beds), and larger metropolitan institutions (> 100 beds). Differences by hospital size were observed in overall job satisfaction and in five sub-dimensions of that concept (i.e., professional status, task requirements, pay, organizational policies, and autonomy). With the exception of pay, the results indicated that nurses employed in the very small rural hospitals were more satisfied with their jobs. Differences by hospital size were also observed in the personal characteristics of the nurses, several specific aspects of their job, and in their perceptions of job mobility. A set of four hierarchically nested ordinary least squares regression models indicated that job-specific characteristics were the most powerful predictors of job satisfaction.

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Retention: The key to the 21st century for health care institutions

Cited by 2 publications

References 0 publications

Factors Influencing Intentions of Nursing Personnel to Leave Employment in Long-Term Care Settings

Factors Influencing Intentions of Nursing Personnel to Leave Employment in Long-Term Care Settings

Job Satisfaction Among Hospital Nurses: Facility Size and Location Comparisons

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