Retention of registered nurses (RNs) and health care assistants continue to be a challenge in acute care settings. This descriptive, comparative study examined differences of job embeddedness (JE) scores between RNs and health care assistants (HCAs) in acute care facilities. Generational differences for JE scores were also compared. A convenience sample of RNs and HCAs from medical and surgical units at two Texas hospitals completed the surveys. RNs valued community sacrifices significantly higher than HCAs. Total JE scores between baby boomers and millennials were significantly different, while organizational links scores among all three generations showed statistical significantly differences. Organizational fit, organizational sacrifice, and level of education added statistical significance to the prediction of job satisfaction.
Locus of control is associated with self-efficacy and job embeddedness which empowers individuals to feel confident in their decisions and engage in organizational activities. This topical review provides evidence for a proposed conceptual model to increase retention of nurses by linking locus of control, self-efficacy and job embeddedness. This approach may facilitate the process of hiring individuals who have an internal drive to be successful. Efforts to train those with an external locus of control to become more internally oriented may be possible and promote retention. Implications of including these concepts in nursing education may improve nursing leader awareness of how self-efficacy and job embeddedness, in association with locus of control, may improve nursing retention.
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