Exploring Determinants of Nurse Retention

• Published in: Nursing administration quarterly Vol. 48; no. 4; pp. 305 - 316
• Main Authors: Rothbart, Kristin, Leddy, Jessica, M Brady Colleen, Kruse, Donna K, Lancaster, Rachelle J
• Format: Journal Article
• Language: English
• Published: Frederick Lippincott Williams & Wilkins Ovid Technologies 01-10-2024
• Subjects: Nurses; Retention; Work environment
• ISSN: 0363-9568; 1550-5103
• DOI: 10.1097/NAQ.0000000000000654

Nurse retention remains a pivotal issue, necessitating urgent strategies aimed at the recruitment and retention of highly qualified nurses. However, there is limited knowledge regarding the influence of nurses’ personal and professional values, along with work environment, on predicting intent to leave an organization. Utilizing a secondary analysis approach, this study employed logistic regression to predict intent to leave among registered nurses (n = 671) using results from the Short Schwartz’s Value Survey, the Nurses Professional Values Scale-3, and the Practice Environment Scale of the Nursing Work Index. Regression analysis indicates that the work environment including “Participation in Hospital Affairs” (B = −.665, odds ratio = .514), “Nurse Manager Ability, Leadership, and Support” (B = −.448, odds ratio = .639), and “Staffing and Resource Adequacy” (B = −.589, odds ratio = .555) are significant predictors of nurses’ intentions to leave. Establishing and maintaining supportive work environments is essential for retention, highlighting the importance of effective leadership.