Factors influencing satisfaction and anticipated turnover for nurses in an academic medical center.
OBJECTIVE
The purpose of this study was to examine the relationships between work satisfaction, stress, age, cohesion, work schedule, and anticipated turnover in an academic medical center.


BACKGROUND
Nurse turnover is a costly problem that will continue as healthcare faces the impending nursing shortage, a new generation of nurses enter the workforce, and incentives provided to nurses to work for institutions increase. A variety of factors influence the retention of nurses in adult care settings, including work satisfaction, group cohesion, job stress, and work schedule. In general, previous research has documented positive relationships between work satisfaction, group cohesion, strong leadership, and retention rates and a negative relationship between stress, work schedule, and retention. In addition, age and experience in nursing are related to job satisfaction.


METHODS
This study used a cross-sectional survey design in which nurses from 12 units in a 908-bed university hospital in the Southeast completed questionnaires on one occasion. The following factors were measured using self-report questionnaires: nurse perception of job stress, work satisfaction, group cohesion, and anticipated turnover.


RESULTS
The more job stress, the lower group cohesion, the lower work satisfaction, and the higher the anticipated turnover. The higher the work satisfaction, the higher group cohesion and the lower anticipated turnover. The more stable the work schedule, the less work-related stress, the lower anticipated turnover, the higher group cohesion, and the higher work satisfaction. Job Stress, work satisfaction, group cohesion, and weekend overtime were all predictors of anticipated turnover. There are differences in the factors predicting anticipated turnover for different age groups.


CONCLUSIONS
As healthcare institutions face a nursing shortage and a new generation of nurses enter the workforce, consideration of the factors that influence turnover is essential to creating a working environment that retains the nurse.
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School of Nursing, University of Alabama at Birmingham, Birmingham, Alabama, USA. Kat-Kar@msn.com
Broome
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Broome
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West
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Nash
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D000046:Academic Medical Centers; D000328:Adult; D002055:Burnout, Professional / Q000209:etiology / Q000523:psychology; D003430:Cross-Sectional Studies; D006801:Humans; D007400:Interprofessional Relations; D007588:Job Satisfaction; D008875:Middle Aged; D015401:Nursing Administration Research; D009741:Nursing Staff, Hospital / Q000523:psychology* / Q000600:supply & distribution*; D015279:Organizational Culture; D010561:Personnel Staffing and Scheduling / Q000592:standards; D010563:Personnel Turnover / Q000706:statistics & numerical data*; D011237:Predictive Value of Tests; D015144:Southeastern United States; D011795:Surveys and Questionnaires; D000078329:Workforce; D016526:Workload