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Nursing turnover: an integrated model.

S Parasuraman¹

¹Department of Management, College of Business and Administration, Drexel University, Philadelphia, PA 19104.

Research in Nursing & Health

|August 1, 1989

Summary

Staff nurses' intention to leave directly predicts voluntary turnover. Personal, organizational, and job factors indirectly influence turnover by affecting stress, job satisfaction, commitment, and intent to leave.

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Area of Science:

Nursing
Organizational Psychology
Human Resources Management

Background:

Voluntary turnover among staff nurses is a significant issue impacting healthcare.
Understanding the predictors of nurse turnover is crucial for retention strategies.
Existing models often lack integration of personal, job, and organizational factors.

Purpose of the Study:

To test an integrated model of voluntary turnover among staff nurses.
To identify the immediate and indirect determinants of nurse turnover.
To examine the role of job attitudes and behavioral intentions in predicting turnover.

Main Methods:

A quantitative study testing an integrated model.
Inclusion of personal, organizational, and job experience variables.
Assessment of job attitudes (stress, satisfaction, commitment) and intention to leave.

Main Results:

Intention to leave was the most immediate predictor of actual voluntary turnover.
Personal, organizational, and job experience variables indirectly influenced turnover via attitudinal variables.
The relationship between intention to leave and turnover weakened with longer time intervals.

Conclusions:

Nurse turnover is best predicted by intention to leave, influenced by a combination of factors.
Job attitudes such as stress, satisfaction, and commitment are key mediators in the turnover process.
Healthcare organizations should focus on addressing factors influencing nurses' intention to leave to reduce turnover.

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