The costs of nurse turnover: part 1: an economic perspective.
Nurse turnover is costly for healthcare organizations. Administrators and nurse executives need a reliable estimate of nurse turnover costs and the origins of those costs if they are to develop effective measures of reducing nurse turnover and its costs. However, determining how to best capture and quantify nurse turnover costs can be challenging. Part 1 of this series conceptualizes nurse turnover via human capital theory and presents an update of a previously developed method for determining the costs of nurse turnover, the Nursing Turnover Cost Calculation Method. Part 2 (January 2005) presents a recent application of the methodology in an acute care hospital.
Jones
Cheryl Bland
CB
School of Nursing, Southeast Regional Health Workforce Center, The University of North Carolina at Chapel Hill, 27599-7460, USA. cheryl_jones@unc.edu
D000066:Accounting; D003365:Costs and Cost Analysis; D004509:Education, Nursing, Continuing / Q000191:economics; D017598:Efficiency, Organizational; D006801:Humans; D007318:Inservice Training / Q000191:economics; D017059:Models, Econometric; D009718:Nurse Administrators; D015401:Nursing Administration Research; D009740:Nursing Staff / Q000191:economics* / Q000193:education / Q000600:supply & distribution*; D010560:Personnel Selection / Q000191:economics; D010561:Personnel Staffing and Scheduling / Q000191:economics; D010563:Personnel Turnover / Q000191:economics*; D012456:Salaries and Fringe Benefits / Q000191:economics