Selected predictors of registered nurses' intent to stay

Abstract

This paper reports initial findings from a longitudinal study of autonomy, willingness to risk, exit/voice (E/V) and managerial environment (ME) as predictors of registered nurses' intent to stay (ITS) that is being conducted at eight Midwestern hospitals in the USA. In this two-stage study, initial findings are based on responses from 524 staff nurses. Due to the nature of the ITS variable, two logistic regression analyses were computed to test the predictive relationships of the independent variables. In the first, subjects with neutral ITS scores were grouped with subjects who had no intent to stay. Both ME and E/V were predictive of ITS. In the second analysis, the subjects with neutral ITS scores were grouped with subjects who intended to stay. In this case, only ME was predictive. While the per cent variance accounted for by these variables is not as high as some other variables reported in previous research, these variables are amenable to managerial interventions.

Trust in management and its relation to job satisfaction and intentions to remain for northern British Columbia nurses.

“…This finding is contrary to those of Friss (1982), Schaefer, (1989, Diaz (1989) Fisher, Hinson, & Deets (1994, and Shay & Stallings (1993) who all noted a correlation between turnover and education levels. This does not negate the importance of continuing education but it may indicate that nurses want continu ing education to keep their skills sharp and to learn new techniques; the acquisition of a degree beyond the diploma level may not matter to them provided they have educa tional opportunities given to them.…”

“…Friss (1982), While & Blackman (1998) and Leveck & Jones (1996) state that age and experience are fac tors in retention; the older a nurse is and the longer she has been at an institution, the less likely she is to leave. Shay & Stallings (1993), Fisher, Hinson & Deets (1994, Diaz (1989), Schaefer (1989), andFriss (1982) also note that there is a correlation between turnover and level of skill, education opportunities and type of occupation.…”

“…Orsolits (1984) found that 27% of respondents to an exit survey stated family relationships (chil dren and husband's work) as their main reason for leaving. Fisher, Hinson & Deets (1994) and Cavanagh (1990) examined a number of retention factors at not-for-profit hospitals in the US and found that kinship responsibilities played a significant role in intentions to remain (in the case of Cavanagh (1990), kinship responsibilities were the most important predictor of turnover). Examples of kinship responsibilities include:…”

“…This does not negate the importance of continuing education but it may indicate that nurses want continu ing education to keep their skills sharp and to learn new techniques; the acquisition of a degree beyond the diploma level may not matter to them provided they have educa tional opportunities given to them. Fisher, Hinson, & Deets (1994) discuss the idea of kinship responsibilities and these responsibilities can often play a large role in a nurse remaining at the hospital. In a resource dependent area like northern BC, people are often transient as they move to follow employment opportunities.…”

The influence of job and community satisfaction on retention of public health nurses in rural British Columbia.

“…T h e se studies exam ined the effect that leadership styles had on job satisfaction (M cNeese-Smith, 1997; Morrison, Jo n es, & Fuller, 1997) and the effect of leadership styles on the n u rse s' intent to stay (Fisher, Hinson, & D eets, 1994). All three identified that participatory and considerate supervision en h an ced job satisfaction.…”