Content area
Abstract
Turnover in healthcare has for a long time been a major issue of concern in America. According to Castle and Anderson (2018), as of March 2017, healthcare was ranked third of the top three industries with high turnover rates. The national rate of turnover for new acute care licensed nurses leaving the job within 24 months of hire is 43% (Castle & Anderson, 2018). This makes nurse turnover a critical issue in today’s increasingly complex acute care nurse work environment. The purpose of this quantitative cross-sectional study is to determine whether a significant association exists between job satisfaction and intent to quit among new acute care nurses employed in two acute care hospitals in Delaware. New registered nurses for this study are graduates from an accredited professional nursing program in the United States, granted a license by the State of Delaware to practice as a registered nurse, and presently working as staff nurses in an acute healthcare organization with fewer than 2 years of work experience. Using a cross-sectional research approach and Chi-Square statistics, the study demonstrated the significance of opportunities for promotion, direct supervision, and pay in improving job satisfaction and retention among new acute care nurses. The results obtained from this study is to help increase the awareness of the job satisfaction issues and prompt acute care hospital administrators to develop an effective plan of action to attract and retain new acute care nurses in the workplace and reduce financial expenditures.
