Strategies Nurse Managers Use to Reduce Voluntary Turnover of New Registered Nurses

Strategies Nurse Managers Use to Reduce Voluntary Turnover of New Registered Nurses by Ayanfemi Martins Ayanwale MBA/MS, University of Maryland, 2013 BS, Southern Illinois University, 2011 Doctoral Study Submitted in Partial Fulfillment of the Requirements for the Degree of Doctor of Business Administration Walden University April 2019 Abstract Employee voluntary turnover is a management problem that impacts the strategic sustainability goals of health care organizations. Thirty-three percent of newly qualified graduate registered nurses (RNs) in the United States leave their profession within the first year of employment. As a result, health care organizations pay over $85,000 per nurse and up to $6.4 million annually to replace RNs in hospitals with more than 600Employee voluntary turnover is a management problem that impacts the strategic sustainability goals of health care organizations. Thirty-three percent of newly qualified graduate registered nurses (RNs) in the United States leave their profession within the first year of employment. As a result, health care organizations pay over $85,000 per nurse and up to $6.4 million annually to replace RNs in hospitals with more than 600 beds. The purpose of this single case study was to explore strategies nurse managers used to reduce voluntary turnover of RNs. The study population comprised 5 nurse managers from a hospital in Texas, United States. The conceptual framework included Herzberg’s 2-factor theory and Maslow’s hierarchy of needs. The data collection process included semistructured, face-to-face interviews and review of organizational documents. The data analysis process included thematic and matrix coding queries and keyword clustering. Yin’s 5-step process of data analysis was used to identify 3 themes: job satisfaction, leadership support, and training and development. The implications of this study for social change include improvements in the quality of patient care and increased employment opportunities in health care organizations. An increase in economic growth may result in the stabilization of health care organizations’ competitive compensation and opportunities to reinvest in the communities’ educational programs, health, and wellness. Strategies Nurse Managers Use to Reduce Voluntary Turnover of New Registered Nurses by Ayanfemi Martins Ayanwale MBA/MS, University of Maryland, 2013 BS, Southern Illinois University, 2011 Doctoral Study Submitted in Partial Fulfillment of the Requirements for the Degree of Doctor of Business Administration Walden University April 2019 Dedication Over the course of completing the DBA degree and study, my family and I encountered a life-altering event. There was no way I would have been able to achieve this task without the people mentioned below who have stood beside me during the ups and down of life-changing events. I dedicate this doctoral study, first and foremost to God, and my family—my wife Cecilia and my four children, Damilola, Sylvester, Bolanle, and Abiola. Thank you for your patience with me. The five of you have always supported me in everything I have tried to accomplish, this venture being no different. Damilola, Sylvester, Bolanle, I hope that I have provided an example of the persistence and dedication needed to accomplish your goals. Also, to my mother Segilade, father Albert, and sister Margaret & Tundu. All of you guided me in the right direction and set me on the path in life that I am currently on; I cannot thank you enough for your love. Next, are the Aderohunmu’s, Ojo’s, and others who have contributed immensely to my progress, you are one of a kind! Thank you for your unconditional love and support. Blood is not the only way to develop a bond, all of you have proven that. I appreciate the brotherhood we have formed over the years. Your trust and friendship have become a staple in my life. Thank you all for your motivating support for me during this journey. Acknowledgments First and foremost, I thank God for everything. I thank my Committee Chair, Dr. Gregory Washington, for his in-depth engagement in my intellectual journey and his painstaking guidance throughout this doctoral study. My second committee member, Dr. Brenda Jack, and my university research reviewer, Dr. Douglas, Keevers, who provided me with feedback and direction that were without parallel in my academic experience and helped me to become better scholar. Thank you. A special thank you goes to the entire Walden community. I appreciate these teams—library, writing center, advising team, student support team, and the research team—for their availability, consistency, and speed of service. I would like to thank my former classmate Dr. Tamika E. Haynes with the Scholars Professional Editing Group, whose extensive expertise and knowledge in DBA rubric helped me to understand the complicated aspect of the study format. I am very grateful to my wife, parents, and children for their unwavering understanding and thoughtfulness throughout the duration of my doctoral study, which kept me from them for seemingly endless amounts of time. I also acknowledge and thank my extended family members and friends for their patience and understanding while I undertook this study. I would especially like to acknowledge the nurse managers who I was privileged to interview as study participants, whose insights and input was invaluable for my study. You and the nurses who you lead are the true lifeblood of your organization.