Nurse Retention: What Predicts Nurse Turnover?

Written by LeAnn Thieman, CSP, September 15th, 2015

The health care field is expected to be the fastest growing job field until 2020 so there is an urgent need to improve nurse retention and decrease nurse turnover.

nurse retention A recent study examined the relationships between predictors of turnover (i.e., personal characteristics, roles, job characteristics, group/leader relations, organizational/environmental perceptions, attitudinal reactions) and turnover intentions, as well as actual turnover among nurses.

Meta-analysis was used to determine best estimates of the effect of predictors on turnover based on 106 primary studies of employed nurses. Findings determined that supportive and communicative leadership, network centrality, and organizational commitment are the strongest predictors of voluntary turnover. Additional variables that relate to nurse turnover intentions include job strain, role tension, work–family conflict, job control, job complexity, rewards/recognition, and team cohesion.

These findings suggested that some factors, such as salary, are relatively less important in prediction of turnover. Further suggestions were for administrators to direct resources toward altering certain job characteristics and work conditions in the effort to reduce voluntary turnover among nurses.

To learn how to improve nurse retention and decrease nurse turnover, visit SelfCare for HealthCare.

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