On SAGE Insight: Professional values, job satisfaction, career development, and intent to stay of mid-career nurses

From Nursing Ethics

Hospitals are experiencing an estimated 16.5% turnover rate of registered nurses annually in the United States of America. Attrition of all nurses is costly. Most past research has focused on the new graduate nurse with little focus on the mid-career nurse. Attrition of mid-career nurses is a loss for the profession now and into the future. Findings of this paper indicated a strong correlation between professional values and career development and that both job satisfaction and career development correlated positively with retention. The author indicated that all generations are essential to the continuum of the nursing workforce. The mid-career and seasoned nurses bring experience and stability to quality healthcare, while early-career nurses bring new ideas and increased ease with technology. Nurses with more than 10 years at their current job reported less satisfaction than those with less than 2 years at their current job.

Abstract

Background:

Hospitals are experiencing an estimated 16.5% turnover rate of registered nurses costing from $44,380 – $63,400 per nurse—an estimated $4.21 to $6.02 million financial loss annually for hospitals in the United States of America. Attrition of all nurses is costly. Most past research has focused on the new graduate nurse with little focus on the mid-career nurse. Attrition of mid-career nurses is a loss for the profession now and into the future.

Research objective:

The purpose of the study was to explore relationships of professional values orientation, career development, job satisfaction, and intent to stay in recently hired mid-career and early-career nurses in a large hospital system.

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Article details:
Professional values, job satisfaction, career development, and intent to stay
Susan Yarbrough, Pam Martin, Danita Alfred, Charleen McNeill,
Vol 24, Issue 6, 2017
DOI: 10.1177/0969733015623098
From Nursing Ethics

 

 

     
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