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Retention of experienced staff nurses is paramount as the nursing profession enters another shortage era. Because of the shrinking pool of available nurses, it is important to retain staff nurses within the organization or unit (Chapin, 1999; Weisman, 1982). Moreover, turnover in nursing staff is expensive because of the monetary costs associated with recruiting and orienting nurses.
Nurse administrators continue to search ways to increase job satisfaction and retention as an attempt to control the escalating costs. Retention is a process that should be started before a staff nurse is hired and needs to be continued during tenure in the organization (Chapin, 1999). Research demonstrates that leadership behaviors of the nurse manager are important for job satisfaction and retention among nurses (Biegen, 1993; Boyle, Bott, Hansen, Woods, & Taunton, 1999; Bratt, Broome, Kelber, & Lostocco, 2000; Leveck & Jones, 1996; Lucas, 1991; Taunton, Boyle, Woods, Hansen, & Bott, 1997; Volk & Lucas, 1991).
Although some factors that contribute to turnover are not in the control of managers, many interventions can still be altered (Haid et al., 1993). This article provides a brief overview of an evidence-based protocol (EBP) on nurse retention outlining strategies for the provision of management techniques by first-line nurse managers to enhance nurses' job satisfaction and decrease turnover (Tang, 2002). (The full EBP is available from the Research Dissemination Core Office).
PURPOSE
The purpose of the evidencebased administrative guideline is to provide strategies for first-line nurse managers, in various health care settings, to use in enhancing job satisfaction and decreasing turnover of staff nurses. The goal of this protocol is to retain experienced nursing staff to provide better patient care with the accompanying cost benefit. There is no single best way to solve the turnover problem. This protocol focuses on interventions that are non-monetary.
DEFINITION OF KEY TERMS
Job satisfaction is the extent to which individuals like or enjoy their jobs (McCloskey & McCain, 1987). Retention is the ability to retain individuals in their employment once they are hired (Tomey, 2000). Voluntary turnover is initiated by individuals who quit or resign from an agency. In contrast, involuntary turnover is initiated by the organization, such as dismissals and layoffs (Hinshaw Oc Atwood, 1983; Price, 1977). Intent to leave, which often is interchanged with...