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      What Does Nurse Turnover Rate Mean and What Is the Rate?

      Author(s): , , ,
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      Journal: Policy, Politics, & Nursing Practice
      Publisher: SAGE Publications

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          Abstract

          Registered nurse turnover is an important indicator of the nurse job market. Despite its wide use as a measure for health-care system analysis, there is a lack of consistency in the definition of turnover. Some definitions include any nurse leaving an organization; others may include involuntary and voluntary leaving. These inconsistent definitions also result in various turnover rates. The RN Work Project is a 10-year panel study of new nurses. Data were collected from the new nurses, rather than from a specific organization. About 17.5% of new nurses leave their first job within 1 year of starting their jobs. Consistent and accurate measurement of turnover is an important step in addressing organizational work environments and policies about the nursing workforce.

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          A Causal Model of Turnover for Nurses.

          C W Mueller, J L Price (1981)
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            Reflections on the determinants of voluntary turnover

            James Price (2001)
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              Predictors of actual turnover in a national sample of newly licensed registered nurses employed in hospitals.

              Carol S Brewer, Christine Kovner, William Greene … (2012)
              This paper is a report of a study of factors that affect turnover of newly licensed registered nurses in United States hospitals. There is a large body of research related to nursing retention; however, there is little information specific to newly licensed registered nurse turnover. Incidence rates of turnover among new nurses are unknown because most turnover data are not from nationally representative samples of nurses. This study used a longitudinal panel design to obtain data from 1653 registered nurses who were recently licensed by examination for the first time. We mailed surveys to a nationally representative sample of hospital registered nurses 1 year apart. The analytic sample consisted of 1653 nurses who responded to both survey mailings in January of 2006 and 2007. Full-time employment and more sprains and strains (including back injuries) result in more turnover. Higher intent to stay and hours of voluntary overtime and more than one job for pay reduces turnover. When we omitted intent to stay from the probit model, less job satisfaction and organizational commitment led to more turnover, confirming their importance to turnover. Magnet Recognition Award(®) hospitals and several other work attributes had no effect on turnover.   Turnover problems are complex, which means that there is no one solution to decreasing turnover. Multiple points of intervention exist. One specific approach that may improve turnover rates is hospital policies that reduce strains and sprains. © 2011 The Authors. Journal of Advanced Nursing © 2011 Blackwell Publishing Ltd.
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                Author and article information

                Journal
                Title: Policy, Politics, & Nursing Practice
                Abbreviated Title: Policy, Politics, & Nursing Practice
                Publisher: SAGE Publications
                ISSN (Print): 1527-1544
                ISSN (Electronic): 1552-7468
                Publication date Created: February 2015
                Publication date (Print): August 25 2014
                Volume: 15
                Issue: 3-4
                Pages: 64-71
                Article
                DOI: 10.1177/1527154414547953
                PubMed ID: 25156041
                SO-VID: a9d7e334-ef1a-4e7a-a30d-fe1c29c03b79
                Copyright © © 2014
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                http://journals.sagepub.com/page/policies/text-and-data-mining-license

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