Studying retention and turnover of chief nursing officers
During the past few years, significant attention has been given to the increasing shortage of staff nurses. Although there are studies on recruitment and retention of staff nurses, there has been little focus on the relationship among the work environment, retention, and turnover of the Chief Nursing Officer (CNO). Anecdotal evidence suggests a recent growing increase in CNO dissatisfaction and turnover that may directly impact middle nurse management, frontline nurses, and the overall functioning of the hospital units. The cost of CNO turnover equates to lost relationships throughout an organization's hierarchy and of the absence of a much-needed nurse leader at the management table. This grant supports a study that will explore CNO career intentions, the history and reasons for CNO turnover, and its impact on the workplace and the individual. A sample of CNOs will be invited to participate in a qualitative interview. Additionally, mid-level nurse managers will also be surveyed to provide insight on how they believe the CNO turnover affected them, their staff nurses, and their institution. This project will be considered successful if insight is gained on trends in CNO turnover and impact on staff and results are published in a major health care journal and presented at appropriate health care venues.
Amount Awarded $46,200.00
Awarded on: 12/1/2004
Time frame: 12/1/2004 - 6/30/2006
Grant Number: 52201