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Predicting nurses' turnover and internal transfer behavior.

M S Taylor, M A Covaleski

    Nursing Research
    |July 1, 1985
    PubMed
    Summary
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    Nurse career plans and values, not job satisfaction, predict job movement. Expectations about future satisfaction are key drivers for nurses staying, transferring, or leaving their jobs.

    Area of Science:

    • Nursing Workforce Research
    • Organizational Behavior
    • Human Resource Management

    Background:

    • Understanding nurse turnover and internal job transfer is crucial for healthcare workforce stability.
    • Job satisfaction is often cited as a predictor of employee retention, but its role in specific job movement behaviors needs further examination.

    Purpose of the Study:

    • To investigate the predictive power of career plans, work values, and job satisfaction on nurses' subsequent job transfer and turnover.
    • To differentiate the influence of these factors on nurses who stay, transfer internally, or leave their positions.

    Main Methods:

    • Longitudinal study design tracking nurses over a one-year period.
    • Analysis of career plans, work values, and job satisfaction as independent variables.

    Related Experiment Videos

  • Categorization of nurses based on their job movement outcomes: remaining, internal transfer, or turnover.

    • Main Results:

    • Nurses' career plans and work values were significant predictors of their job movement.
    • Job satisfaction did not effectively discriminate between nurses who stayed, transferred, or turned over.
    • Internal transfer behavior was not found to be a direct substitute for turnover behavior.

    Conclusions:

    • Career expectations and deeply held work values are more influential than current job satisfaction in predicting nurse job mobility.
    • Healthcare organizations should focus on understanding and supporting nurses' long-term career aspirations and values to improve retention and manage workforce flow.
    • The findings challenge the assumption that internal transfers serve as a simple alternative to turnover, highlighting the need for nuanced strategies in workforce management.