Tanekkia M Taylor-Clark1, Pauline A Swiger, Colleen V Anusiewicz, Lori A Loan, Danielle M Olds, Sara T Breckenridge-Sproat, Dheeraj Raju, Patricia A Patrician. 1. Author Affiliations: US Army Nurse Corps Officer (Dr Taylor-Clark), Associate Professor and Executive DNP Pathway Director (Dr Loan), and Professor and Rachel Z. Booth Endowed Chair (Dr Patrician), School of Nursing, University of Alabama at Birmingham; Deputy Chief (Dr Swiger), Center for Nursing Science and Clinical Inquiry, US Army, Landstuhl, Germany; Postdoctoral Fellow (Dr Anusiewicz), School of Nursing, University of Pennsylvania, Philadelphia; Research Assistant Professor (Dr Olds), School of Nursing, The University of Kansas; Consultant (Dr Breckenridge-Sproat), US Army Retired, Santa Fe, New Mexico; and Statistician (Dr Raju), Vidence, LLC, Boca Raton, Florida.
Abstract
OBJECTIVE: The aim of this study was to describe the relationships between intent to leave, reasons nurses intend to leave, and the nursing work environment in military hospitals. BACKGROUND: Intention to leave is a precursor of nurse turnover. The reasons nurses intend to leave may be influenced by leader interventions and potentially preventable. METHODS: This descriptive, correlational secondary analysis included 724 nurse survey responses from 23 US Army hospitals. Bivariate correlations and predictive modeling techniques were used. RESULTS: Forty-nine percent of nurses indicated they intended to leave, 44% for potentially preventable reasons. Dissatisfaction with management and the nursing work environment were the top potentially preventable reasons to leave. Nurses who intended to leave for potentially preventable reasons scored aspects of the nursing work environment significantly lower than those intending to leave for nonpreventable reasons. CONCLUSIONS: Identifying potentially preventable reasons in conjunction with intent to leave can provide leaders opportunities to intervene and influence turnover intention.
OBJECTIVE: The aim of this study was to describe the relationships between intent to leave, reasons nurses intend to leave, and the nursing work environment in military hospitals. BACKGROUND: Intention to leave is a precursor of nurse turnover. The reasons nurses intend to leave may be influenced by leader interventions and potentially preventable. METHODS: This descriptive, correlational secondary analysis included 724 nurse survey responses from 23 US Army hospitals. Bivariate correlations and predictive modeling techniques were used. RESULTS: Forty-nine percent of nurses indicated they intended to leave, 44% for potentially preventable reasons. Dissatisfaction with management and the nursing work environment were the top potentially preventable reasons to leave. Nurses who intended to leave for potentially preventable reasons scored aspects of the nursing work environment significantly lower than those intending to leave for nonpreventable reasons. CONCLUSIONS: Identifying potentially preventable reasons in conjunction with intent to leave can provide leaders opportunities to intervene and influence turnover intention.
Authors: L H Aiken; S P Clarke; D M Sloane; J A Sochalski; R Busse; H Clarke; P Giovannetti; J Hunt; A M Rafferty; J Shamian Journal: Health Aff (Millwood) Date: 2001 May-Jun Impact factor: 6.301
Authors: Carol S Brewer; Christine T Kovner; William Greene; Magdalene Tukov-Shuser; Maja Djukic Journal: J Adv Nurs Date: 2011-08-16 Impact factor: 3.187