Comparison of Reasons for Nurse Turnover in Magnet® and Non-Magnet Hospitals

Park, Shin Hye; Gass, Stephanie; Boyle, Diane K.

doi:10.1097/nna.0000000000000344

Cited by 43 publications

(45 citation statements)

References 20 publications

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“…Nurses in Magnet hospitals have reported higher levels of job satisfaction (Kelly et al, 2011) and retention (Kramer et al, 2011). Also, they reported lower registered nurse turnover due to work environment-related reasons (Park et al, 2016) and lower intention to leave the hospitals where they worked (Kutney-Lee et al, 2015).…”

Section: Introductionmentioning

confidence: 99%

Magnet hospital attributes in nursing work environment and its relationship to nursing students’ clinical learning environment and satisfaction

Rodríguez-García

Márquez-Hernández

Gámez

et al. 2020

Journal of Advanced Nursing

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Aims: To analyse nursing students' perception of the Magnet hospital attributes of the work environment at the hospitals where they perform their clinical placement and the relationship of this factor to their clinical learning environment and supervision, satisfaction and intention to stay in those hospitals once graduated. Design: This study had a cross-sectional, correlational, design. Methods: Data were collected using self-reported questionnaires from 180 nursing students at a university in southeast Spain between September-October 2018. Nursing work environment and clinical learning environment were measured using the Practice Environment Scale of the Nursing Work Index and Clinical Learning Environment, Supervision and Nurse Teacher scale, respectively. Students' satisfaction with the work environment and with the clinical learning process were measured using a four-point Likert scale developed by the researchers. Percentages, frequencies, mean, standard deviation, χ 2 test, Mann-Whitney U test, Spearman and phi correlation were used to analyse the data. Results: Nursing students' perception of greater Magnet-like features at work environment was associated with better clinical learning environment (Spearman rs = |0.22-0.54|; p < .01) and satisfaction with the work environment (Spearman rs = 0.18; p = .01) and with their learning process (Spearman rs = 0.21; p < .01). Greater intention to stay working in the hospital after graduation was significantly associated with greater satisfaction with the learning process (phi = 0.31; p < .01) and the work environment (phi = 0.23; p = .02). Conclusion: Magnet-like features at the work environment lead to superior clinical learning environment and higher students' satisfaction, two factors that play a decisive role in their decision to stay at hospitals where they performed clinicals after graduation.

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Section: Introductionmentioning

confidence: 99%

Magnet hospital attributes in nursing work environment and its relationship to nursing students’ clinical learning environment and satisfaction

Rodríguez-García

Márquez-Hernández

Gámez

et al. 2020

Journal of Advanced Nursing

View full text Add to dashboard Cite

show abstract

“…A possible reason for the low monthly turnover rates of the unit might be that this study setting has consistently achieved Magnet hospital status since 1994; thus, nurses might perceive higher levels of satisfaction with teamwork and their work environments. A number of previous studies supported this interpretation and indicated that RN turnover rates in Magnet hospitals were significantly lower than non-Magnet hospitals (Kelly, McHugh, & Aiken, 2012;Park, Gass, & Boyle, 2016;Staggs & Dunton, 2012). Therefore, future studies conducted in diverse study settings, including non-Magnet hospitals and community settings, need to be considered to explicitly investigate whether or not RN retention is improved following the IP team intervention.…”

Section: Discussionmentioning

confidence: 92%

RN Job Satisfaction and Retention After an Interprofessional Team Intervention

Baik

Zierler

2018

West J Nurs Res

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Despite continuing interest in interprofessional teamwork to improve nurse outcomes and quality of care, there is little research that focuses on nurse job satisfaction and retention after an interprofessional team intervention. This study explored registered nurse (RN) job satisfaction and retention after a purposeful interprofessional team training and structured interprofessional bedside rounds were implemented. As part of a larger study, in this comparative cross-sectional study, pre- and post-intervention data on RN job satisfaction and turnover rate were collected and analyzed. It was found that RNs had significantly higher job satisfaction after the interprofessional team intervention. The 6-month period turnover rate in the post-intervention period was slightly lower than the 6-month period turnover rate in pre-intervention period; however, the rate was too low to provide statistical evidence. Ongoing coaching and supportive work environments to improve RN outcomes should be considered to enhance quality of care and patient safety in healthcare.

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“…The reason for this finding might be that the team processes after SIBR had only been in place for approximately 3 months; thus, it may have been too early to determine whether their intent to stay or go was related to the intervention. Another possible reason for the finding was that nurses might already have had a high level of satisfaction with their work environments prior to the intervention because this study setting has consistently achieved Magnet status since 1994 (Kelly, McHugh, & Aiken, ; Park, Gass, & Boyle, ).…”

Section: Discussionmentioning

confidence: 99%