Turnover Intention in New Graduate Nurses: A Multivariate Analysis

Childrens Hospital Los Angeles, Los Angeles, California, USA.
Journal of Advanced Nursing (Impact Factor: 1.74). 05/2008; 62(1):41-52. DOI: 10.1111/j.1365-2648.2007.04570.x
Source: PubMed


This paper is a report of a study to determine the relationship of new nurse turnover intent with individual characteristics, work environment variables and organizational factors and to compare new nurse turnover with actual turnover in the 18 months of employment following completion of a residency.
Because of their influence on patient safety and health outcomes nurse turnover and turnover intent have received considerable attention worldwide. When nurse staffing is inadequate, especially during nursing shortages, unfavourable clinical outcomes have been documented.
Prospective data collection took place from 1999 to 2006 with 889 new paediatric nurses who completed the same residency. Scores on study instruments were related to likelihood of turnover intent using logistic regression analysis models. Relationships between turnover intent and actual turnover were compared using Kaplan-Meier survivorship.
The final model demonstrated that older respondents were more likely to have turnover intent if they did not get their ward choice. Also higher scores on work environment and organizational characteristics contributed to likelihood that the new nurse would not be in the turnover intent group. These factors distinguish a new nurse with turnover intent from one without 79% of the time. Increased seeking of social support was related to turnover intent and older new graduates were more likely to be in the turnover intent group if they did not get their ward choice.
When new graduate nurses are satisfied with their jobs and pay and feel committed to the organization, the odds against turnover intent decrease.

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    • "Nevertheless, this study underscores the importance of resource allocation at the institutional level to provide continuous supervisory support to promote NGNs' satisfaction. Those NGNs who are transitioning from being a new graduate into the nursing workforce require a substantial amount of instrumental support, particularly during their first rotation in critical-care settings (Beecroft et al. 2008). Hence, it is crucial for nurse managers in critical-care areas to provide tailored support for NGNs allocated to critical-care settings, particularly during their first rotation. "
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    ABSTRACT: To examine the influence of new graduate nurses' (NGNs) personal and situational factors on their satisfaction with the practice environment. Transitional support programmes are widely used to provide professional support for NGNs' transitioning-to-practice. However, little is known about whether personal characteristics and situational factors influence NGNs' satisfaction with the practice environment. This was a cross-sectional survey. NGNs were surveyed approximately 8 weeks after commencement of the support programme. In addition to socio-demographic and situational data, two validated, standardised instruments were administered: the Manchester Clinical Supervision Scale (MCSS-26) and the Practice Environment Scale Australia (PES-AUS). A total of 109 NGNs completed the survey. Three independent and significant predictors of NGNs' satisfaction were: (1) unit satisfaction (standardised beta, β = 0.41); (2) satisfaction with the clinical supervision (β = 0.31); and (3) assigned unit: critical-care areas (β = -0.17), explaining 32.5% of the variance. Conclusion This study demonstrates the importance of clinical supervision and unit level support on satisfaction, and the need for additional support for NGNs assigned to critical-care areas. The findings of this study suggest there are modifiable situational factors that influence NGNs' satisfaction with the practice environment, and allocating NGNs to critical-care areas on their first rotation should be avoided. © 2015 John Wiley & Sons Ltd.
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    • "Schwirian Mean leadership scores for diploma nurses higher across all three time periods as compared to baccalaureate prepared nurses (p G.011); scores for diploma nurses decreased at 6 months then increased higher than baseline; scores for baccalaureate-prepared nurses increased steadily over time; leadership scores for all nurses increased from pre-to postprogram Lack of data to calculate p G .001 Beecroft et al. (2007) LEB Higher leadership scores following residency correlated with lower turnover intent (p G .001) N/A N.R. Beecroft et al. (2001) Schutzenhofer No statistically significant differences in leadership scores between new graduate nurses participating in residency program as compared to registered nurses with more than twice clinical experience; total score on instrument higher at baseline, dipped at 6 months, then increased but not back to baseline Pre to post: .58 (moderate to large effect size) N.R. Blanzola et al. (2004) Researcher-developed Leadership skills improved baseline to 6 months for pilot group, statistical significance not reported; leadership scores higher for pilot group as compared to control group at 6 months as scored by peer evaluation (p = .005) "
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    ABSTRACT: This systematic review evaluated the relationship between new graduate nurses and clinical leadership skill, and between new graduate nurse transition programs and clinical leadership skill. New graduate nurse transition programs have been cited as one strategy to improve clinical leadership skill, but to our knowledge, no one has synthesized the evidence on new graduate nurse transition programs and clinical leadership skill. Results of this review showed that new graduate nurse transition programs that were at least 24 weeks in length had a positive impact on clinical leadership skill. New graduate nurse transition programs using the University HealthSystem Consortium/American Association of Colleges of Nursing Nurse Residency curriculum had the greatest impact, followed by curriculum developed by the Versant New Graduate RN Residency, an important finding for nursing professional development specialists.
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    • "간호사의[24]동기부여와 간호업무 수행에 많은 영향을 미친다[25]. 이에 따라 본 연구는 간호사의 자기효능감, 경력정체, 직무 착근도가 조직몰입을 매개로 이직의도에 미치는 영향을 파악 하기 위하여 구조모형을 구축하고 검증함으로써 병원조직의 인적자원관리 측면에서 간호사의 이직의도를 감소시키기 위 한 방안을 수립하는데 필요한 기초자료를 제공하고자 한다. "
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