Professional values, job satisfaction, career development, and intent to stay. (September 2017)

• Record Type: Journal Article
• Authors: Yarbrough, Susan; Martin, Pam; Alfred, Danita; McNeill, Charleen
• Is Part Of: Nursing ethics. Volume 24:Number 6(2017)
• Page Start: 675
• Page End: 685
• Publication Date: 2017-09
• Subjects: Professional values -- retention -- career development -- job satisfaction -- early-career nurses -- mid-career nurses; Nursing ethics -- Periodicals; 174.2907305
• DOI: 10.1177/0969733015623098
• Languages: English
• ISSNs: 0969-7330

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. Research design: A descriptive correlational study of personal and professional factors on job satisfaction and retention was conducted. Participants and research context: A convenience sample of nurses from a mid-sized hospital in a metropolitan area in the Southwestern United States was recruited via in-house email. Sixty-seven nurses met the eligibility criteria and completed survey documents. Ethical considerations: Institutional Review Board approval was obtained from both the university and hospital system. Findings: Findings indicated a strong correlation between professional values and career development and that both job satisfaction and career development correlated positively with retention. Discussion: Newly hired mid-career nurses scored higher on job satisfaction and planned to remain in their jobs. This is important because their expertise and leadership are necessary to sustain the profession into the future. Conclusion: Nurse managers should be aware that when nurses perceive value conflicts, retention might be adversely affected. The practice environment stimulates nurses to consider whether to remain on the job or look for other opportunities.