DETERMINANTS OF NURSING TURNOVER (TURNOVER, JOB SATISFACTION).
Contributors: Adelphi University. Institute Of Advanced Psychological Studies.
Published: 1994
Number of pages: 238
Subjects: Psychology, Industrial.; Health Sciences, Nursing.
Description: Employee withdrawal behavior, particularly turnover, has proven to have a dramatic impact on the work situation. High turnover can impede productivity, increase costs due to recruiting and training new employees, and disrupt the moral of current employees who have to pick up the slack until a new employee is hired. In the case of nurses, turnover threatens the continuity and quality of patient care. High nursing turnover may be a contributing factor to the spiraling costs of health care.

Early turnover research established correlational relationships between personal variables, job satisfaction, organizational commitment, intentions to quit, alternative job opportunities and turnover. More sophisticated research developed multivariate models that conceptualized turnover as a dynamic process occurring over time.

This study was an empirical test of the Porter and Steers (1981) causal model of turnover. A repeated measures, longitudinal design was utilized to test the notion that the dissatisfied nurse of today will start thinking of leaving tomorrow and thus be able to predict their subsequent resignation. Questionnaires measuring Individual and Professional Characteristics and Employment Attitudes were distributed to registered nurses from Montifiore Medical Center and the New York State Nurses Association. They were asked to complete the questionnaire three times at six month intervals.

While a low response rate, particularly from nurses who resigned, precluded any multiple regression or path analyses or the data, analysis of the data revealed a sample of nurses who were generally satisfied with their job, had a reasonable sense of organizational commitment and by and large had little intent to quit. Not surprisingly, participants highest priority was to be a good mother, closely followed by being a good wife. The small sample size was attributed to a low response rate from prospective participants, a low turnover rate for nurses and the effects of self selection for study participants. Methodological concerns including instruments and subject selection were also addressed. While turnover is no longer the problem it once was for nurses, it still remains an important organizational issue.
Notes: Source: Dissertation Abstracts International, Volume: 55-09, Section: B, page: 4155.

Thesis (PH.D.)--ADELPHI UNIVERSITY, THE INSTITUTE OF ADVANCED PSYCHOLOGICAL STUDIES, 1994.

School code: 0830.