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Voluntary Nurse Turnover measures the number of voluntary uncontrolled separations for Registered Nurses and Advanced Practice Nurses divided by the number of unit full time employees. Studying nurse turnover examines the measurement of turnover and issues/causes related to turnover. In an article by Nei, Snyder, and Litwiller (2015) researchers focused on promoting retention of nurses and examined the relationships between predictors of turnover (personal characteristics, role states, job characteristics, group/leader relationships, attitudinal reactions,etc) and turnover cognitions and intentions in order to determine the strongest predictions of voluntary turnover. With the need for nurses steadily growing it is important that research be conducted to figure out why turnover occurs, to study what other factors lead up to turnover, and to determine what if anything can be done to prevent and/or correct nurse turnover. Nursing can be an emotionally, physically and mentally draining job and those are just the internal factors that can have bearing on turnover. When studying the profession, it’s also important to note the external factors such as management style and support, patient load, teamwork/cohesiveness among coworkers and many other factors that could lead to a nurse making the decision to quit. In the study by Nei, Snyder, and Litwiller, findings showed that supportive and communicative leadership, network centrality, and organizational commitment are the strongest predictors of voluntary turnover. Other variables that should be taken into consideration are, job strain, role tension, work-family conflict, job control, job complexity, rewards/recognition and team cohesion. The above findings help in pinpointing problem areas and allow for implementation of certain interventions in order to reduce turnover and promote nurse retention.

Nei, D. , Snyder, L. A. & Litwiller, B. J. (2015). Promoting retention of nurses. Health Care Management Review, 40(3), 237–253. doi: 10.1097/HMR.0000000000000025.

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