Determining Nursing Retention Strategy in a Large Public Teaching Hospital
In 1988, the Los Angeles County University of Southern California Medical Center (LAC USC) surveyed 1,102 RNs (75% of its total RN population) to determine factors critical to nursing retention. The Nursing Retention Survey required participants to rank 46 retention factors related to compensation b...
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| Veröffentlicht in: | QRB - Quality Review Bulletin 1990-10, Vol.16 (10), p.373-377 |
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| container_title | QRB - Quality Review Bulletin |
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| creator | Chan, Linda S. O’Connor, Fotine D. McAdam, Kathy Wasson, Leila |
| description | In 1988, the Los Angeles County University of Southern California Medical Center (LAC USC) surveyed 1,102 RNs (75% of its total RN population) to determine factors critical to nursing retention. The Nursing Retention Survey required participants to rank 46 retention factors related to compensation benefits, work environment, amount and type of work, work relationships, availability of support services, management practices, and opportunities for professional growth. This article reports survey responses for the ten most significant and ten least significant retention factors. Survey findings, which guided LAC USC in designing nursing retention strategies, show that RNs who stated that they would leave their jobs were consistently less satisfied with all the top-ranking important elements than those who would stay. |
| doi_str_mv | 10.1016/S0097-5990(16)30393-1 |
| format | Article |
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The Nursing Retention Survey required participants to rank 46 retention factors related to compensation benefits, work environment, amount and type of work, work relationships, availability of support services, management practices, and opportunities for professional growth. This article reports survey responses for the ten most significant and ten least significant retention factors. 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| ispartof | QRB - Quality Review Bulletin, 1990-10, Vol.16 (10), p.373-377 |
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| language | eng |
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| source | MEDLINE; Alma/SFX Local Collection |
| subjects | Attitude of Health Personnel Hospital Bed Capacity, 500 and over Hospitals, County - manpower Hospitals, Teaching - manpower Job Satisfaction Los Angeles Nursing Staff, Hospital - supply & distribution Personnel Administration, Hospital - methods Personnel Turnover Surveys and Questionnaires |
| title | Determining Nursing Retention Strategy in a Large Public Teaching Hospital |
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