Evaluating the drivers of satisfaction and retention of an advanced practice workforce

Turnover and retention are critical health care performance metrics. Provider turnover is costly and limits patient access. Organizations must evaluate the growing advanced practice registered nurse (APRN) and physician associate (PA) workforce to understand the specific factors driving their job satisfaction and attrition.

This study describes APRN and PA workforce characteristics at a large academic medical center and examines their relationship with organizational outcomes of intended and historical turnover and job satisfaction.

This exploratory, cross-sectional survey evaluated job satisfaction and anticipated turnover. Validated instruments used were the Misener Job Satisfaction Survey and Anticipated Turnover Scale. Analysis included pairwise correlations, backward regression to identify demographic predictors, and a one-way analysis of variance (ANOVA) to assess the relationship between intent to leave and satisfaction.

Higher job satisfaction correlated with lower anticipated turnover, with intrapractice partnership and collegiality showing the strongest link. Increased age and outpatient settings significantly predicted higher satisfaction. Notably, PAs reported higher satisfaction than APRNs. Participants intending to leave scored lower in overall satisfaction and the subscales of autonomy, interaction, professional growth, and time.

Job satisfaction and anticipated turnover share an inverse relationship among APRNs and PAs. Age, outpatient settings, and PA licensure are key predictors of higher satisfaction.

These findings highlight workforce characteristics unique to APRNs and PAs. Results emphasize using job satisfaction as a turnover metric, suggesting that organizational programming should prioritize interprofessional relationships, autonomy, and professional growth.