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

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.

Effect of Meaningful Recognition on Critical Care Nurses’ Compassion Fatigue

“…2,10,11 Additionally, results of these studies have indicated causes, such as low managerial support and high-risk environments, as possible reasons for the potential burnout. 2,11 The growing body of evidence on nurses' compassion fatigue adds to an alarming trend demonstrating factors that may contribute to the nursing profession's retention problems, with nearly 20% of nurses leaving their positions in their very fi rst year 12 and many recent graduates leaving nursing altogether. 13,14 High turnover rates create various problems for health care organizations, including the expense of continually replacing a skilled workforce and concerns about patient safety, because of disruptions in workfl ow and continuity of patient care.…”

A literature review of research exploring the experiences of overseas nurses in the United Kingdom (2002–2017)

“…In addition, some negative experiences of overseas nurses have increased the levels of stress and burnout for numerous nurses on the frontline, and their turnover rate is higher than ever before. 11 Developing a complete picture of their experiences will be beneficial for policymakers and employers, allowing them to take action in terms of retention. Furthermore, this information will help in the creation of a friendlier and more culturally diverse workforce.…”

Longitudinal study of a compassion fatigue resiliency intervention in nurse residents

“…[37][38][39] Initial evidence suggests that the nurses from the millennial generation are more willing to leave their jobs, and may be more vulnerable to poor work environments, early career burnout, and may leave nursing. [37,39,40] In a 2016 National Healthcare Retention Report, the estimated rate of nurse turnover was 17.2%. [13] The average cost of nurse turnover reported in that study was $37,000 to $58,400 per registered nurse (RN).…”