Nursing Turnover In Nursing

Nurses are considered as the largest population of professionals in the health care systems. The nursing population currently confronts sever shortages especially of younger and RNs nurses that could threaten the quality of care and patients’ safety, nurses’ job satisfaction, and organizational productivity. According to Flinkman and others’ fact that “Most countries within the Organization for Economic Cooperation and Development (OECD) have reported a nursing shortage, which is predicted to get worse because the current nursing population is aging”. Even nursing education institutions could not fill healthcare organizations demands of graduated nurses because they also suffer from shortages of nursing faculty (Erlen, 2004).

This issue

The economists like March & Simon in 1958, Burton & Parker in 1969, Stoikov & Raimon in 1968, and Pencavel in 1970, explained the turnover from the perspective rational decision-making based on cost/benefit analysis (Stags & Dunton, 2012). Nonetheless, their description of turnover was too narrow. They additionally ignored explanation of the turnover process (Rodger, Griffeth, Peter, & Hom, 2004). While, sociologists focusing on work structure, and psychologists like Lyons in 1968 and Farris in 1971, pointing to employee anticipations and behavioral commitment (Stags & Dunton, 2012). Whereas, nursing turnover researchers have utilized all three views but more emphasize on work environment and psychological aspects (Stags & Dunton, 2012).

Turnover Process Models

Nursing turnover is phenomenon that directly affects nursing practice and patient health status. However, the factors surrounding this phenomenon are complex interrelated. But, the traditional research on nursing turnover essentially has concentrated on job attitudes, specifically negative attitudes as the primary cause for turnover. Lately proposed models are extension or modification of the early models that presented as the backbone of the contemporary turnover theory ( Battistelli, et al., 2012) . There are five turnover theoretical models that have shaped the research on turnover

Those researchers addressed turnover as related to behaviors rather than a separate phenomenon, which failed in explaining turnover adequately. Some described the turnover process while others shown the relationship of turnover with others variables.

These newly models includes others factors beside work attitudes as causes of employee turnover. The causes of nursing shortages and high turnover rate are divided to three categories. First is the work status and work environment including safety and unit size, workplace stress, workplace location, leadership style and other organizational factors (Currie & Carr Hill, 2012). The second factor associated with personal reasons encompassing home and family, age and generation related, value and morals, and career opportunities and professional development. Final factors related to economic