{"title":"Drivers of hospital nurse practitioner turnover: A national sample survey analysis","authors":"Esita Patel PhD, RN , Lindsay T. Munn PhD, RN , Britney Broyhill DNP, ACNP-BC , Erin P. Fraher PhD, MPP","doi":"10.1016/j.outlook.2024.102180","DOIUrl":null,"url":null,"abstract":"<div><h3>Background</h3><p>Hospital nurse practitioner (NP) turnover is costly and complex.</p></div><div><h3>Purpose</h3><p>Provide a pre-COVID-19 pandemic baseline of hospital NP turnover.</p></div><div><h3>Methods</h3><p>A secondary analysis of NSSRN18 data on 6,558 (67,863 weighted) NPs employed in hospitals on 12/31/2017. We describe rates of turnover, intention to leave, and reasons for leaving or staying. Using multivariate logistic regression, we examine the association between individual and organizational characteristics and turnover. Survey weights and jackknife standard errors were applied to analyses.</p></div><div><h3>Discussion</h3><p>Approximately 10% of NPs left their job the following year, and 53% of NPs that remained considered leaving at some point. The top reasons cited for leaving or staying were largely organizational factors. Regression analysis revealed not practicing to one’s fullest scope, lower income, lack team-based care, and non-white race were associated with an increased likelihood to leave.</p></div><div><h3>Conclusion</h3><p>We find several modifiable factors associated with hospital NP turnover that can be used to tailor recruitment and retention strategies.</p></div>","PeriodicalId":54705,"journal":{"name":"Nursing Outlook","volume":null,"pages":null},"PeriodicalIF":4.1000,"publicationDate":"2024-05-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":"0","resultStr":null,"platform":"Semanticscholar","paperid":null,"PeriodicalName":"Nursing Outlook","FirstCategoryId":"3","ListUrlMain":"https://www.sciencedirect.com/science/article/pii/S0029655424000733","RegionNum":2,"RegionCategory":"医学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":null,"EPubDate":"","PubModel":"","JCR":"Q1","JCRName":"NURSING","Score":null,"Total":0}
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Abstract
Background
Hospital nurse practitioner (NP) turnover is costly and complex.
Purpose
Provide a pre-COVID-19 pandemic baseline of hospital NP turnover.
Methods
A secondary analysis of NSSRN18 data on 6,558 (67,863 weighted) NPs employed in hospitals on 12/31/2017. We describe rates of turnover, intention to leave, and reasons for leaving or staying. Using multivariate logistic regression, we examine the association between individual and organizational characteristics and turnover. Survey weights and jackknife standard errors were applied to analyses.
Discussion
Approximately 10% of NPs left their job the following year, and 53% of NPs that remained considered leaving at some point. The top reasons cited for leaving or staying were largely organizational factors. Regression analysis revealed not practicing to one’s fullest scope, lower income, lack team-based care, and non-white race were associated with an increased likelihood to leave.
Conclusion
We find several modifiable factors associated with hospital NP turnover that can be used to tailor recruitment and retention strategies.
期刊介绍：
Nursing Outlook, a bimonthly journal, provides innovative ideas for nursing leaders through peer-reviewed articles and timely reports. Each issue examines current issues and trends in nursing practice, education, and research, offering progressive solutions to the challenges facing the profession. Nursing Outlook is the official journal of the American Academy of Nursing and the Council for the Advancement of Nursing Science and supports their mission to serve the public and the nursing profession by advancing health policy and practice through the generation, synthesis, and dissemination of nursing knowledge. The journal is included in MEDLINE, CINAHL and the Journal Citation Reports published by Clarivate Analytics.
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