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Retaining Army nurses: a longitudinal model

K M Kocher¹, G W Thomas

¹Department of Administrative Sciences, Naval Postgraduate School, Monterey, CA 93943.

Research in Nursing & Health

|February 1, 1994

Summary

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Army nurse retention is influenced by job satisfaction, assignment stability, race, and family status. These factors significantly impact whether junior nurse-officers stay in their roles within the military healthcare system.

Area of Science:

Military Health Services Research
Nursing Workforce Studies
Organizational Psychology

Background:

Understanding factors influencing retention is crucial for maintaining a stable nursing workforce in the military.
Previous research has identified various predictors of turnover, but specific influences within the Army nurse corps require further investigation.

Purpose of the Study:

To analyze retention behavior among active duty Army nurses.
To identify key personal, demographic, and work-related variables affecting the retention of junior nurse-officers.

Main Methods:

Longitudinal analysis of active duty Army nurses across diverse specialties and settings.
Logistic regression modeling to estimate a turnover model incorporating external market, personal/demographic, and work-related factors.

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Main Results:

Job satisfaction and military life satisfaction significantly impacted retention.
Satisfaction with location and assignment stability emerged as critical factors.
Race-ethnic group and family status also demonstrated significant effects on retention outcomes.

Conclusions:

Workplace and life satisfaction, alongside assignment stability, are key drivers of Army nurse retention.
Personal and demographic factors, including race and family status, play a significant role in retention decisions.
These findings can inform targeted strategies to improve the retention of Army nurses.