High nursing turnover is costly for health care organizations. Many newly licensed registered nurses (NLRN) frequently quit their positions within one year of starting work, which is sooner than experienced RNs. In this article, the authors review the literature to better understand the nurses’ intent to stay; there is a strong relationship between intent to stay in a job and turnover. A survey was conducted of NLRNs to see what made a difference in their intent to stay in a job. In total, 1,933 nurses participated in the survey.
- Intent to stay at work was related to two main factors: job satisfaction and organizational commitment.
- Those nurses who worked more mandatory overtime and who had higher patient loads were less satisfied with their jobs.
- Those who perceived less supervisory support were less likely to stay.
- Those whose spouse’s income was high were more likely to stay.
- Higher numbers of local job opportunities negatively affected nurses’ intent to stay.
Findings from this study may help hospitals decrease turnover rates for newly-trained nurses.
- 1 Newly Licensed RNs' Characteristics, Work Attitudes, and Intentions to Work
- 2 Addressing the Complexities of Survey Research
- 3 A Comparison of Second-Degree Baccalaureate and Traditional-Baccalaureate New Graduate RNs
- 4 Understanding New Registered Nurses' Intent to Stay at Their Jobs
- 5 The Nursing Career Process from Application Through the First 2 Years of Employment
- 6 What Newly Licensed Registered Nurses Have to Say about Their First Experiences
- 7 Moving on, Up, or Out
- 8 Generational Differences Among Newly Licensed Registered Nurses
- 9 New Nurses Views of Quality Improvement Education
- 10 Newly Licensed RNs Describe What They Like Best about Being a Nurse
- 11 Early Career RNs' Perceptions of Quality Care in the Hospital Setting
- 12 Commuting to Work
- 13 State Mandatory Overtime Regulations and Newly Licensed Nurses' Mandatory and Voluntary Overtime and Total Work Hours
- 14 Work Environment Factors Other Than Staffing Associated with Nurses' Ratings of Patient Care Quality
- 15 The Relative Geographic Immobility of New Registered Nurses Calls for New Strategies to Augment that Workforce
- 16 Predictors of Actual Turnover in a National Sample of Newly Licensed Registered Nurses Employed in Hospitals
- 17 Charting the Course for Nurses' Achievement of Higher Education Levels
- 18 Verbal Abuse From Nurse Colleagues and Work Environment of Early Career Registered Nurses
- 19 Early-Career Registered Nurses' Participation in Hospital Quality Improvement Activities
- 20 Positive Work Environments of Early-Career Registered Nurses and the Correlation with Physician Verbal Abuse
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