Predictors of Nursing Turnover: Organizational versus Professional Level

Abstract

Turnover is defined as a process whereby the nurse either leaves his/her position to transfer to another organization (organizational turnover) or leave the profession altogether (professional turnover). Adopting a Price’s turnover model and relying on nursing turnover literature this study examined the difference between predictors of turnover among registered nurses (RN) on the organizational versus professional level by using individual, health-related, social work environment, work organizations factors, and controlling for geographic location (e.g. urban or rural) and previous place of work. A secondary data analysis of the nationally representative sample of RNs (National Sample Survey of Registered Nurses, 2008) was performed, using a binary logistic regression. Analysis of the data from 8,796 RNs has shown that RNs that reported disability, illness, experienced high physical demands or burnout were more likely to leave the profession. Whereas RNs that reported high levels of stress, were unsatisfied with the organization’s leadership, their opportunity to advance their career and compensation levels, were more likely to leave the organization. RNs who were moderately satisfied with their most recent job were less likely to leave the profession than nurses who were extremely dissatisfied with their most recent job. Future retention strategies should address organization’s leadership and consider development of comprehensive career development framework for RNs in order to keep appropriate levels of RNs in the workforce.