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The Retention of Registered Nurses at the Department of Veterans Affairs

Cominsky, Cynthia
http://rave.ohiolink.edu/etdc/view?acc_num=ucin1479815554733328

Abstract Details

2016, PhD, University of Cincinnati, Arts and Sciences: Psychology.
The global nursing shortage and registered nurse retention are primary concerns for healthcare providers. Research has examined the factors that influence nurse attrition, including characteristics of the work environment, the job, and the employee, as well as the influence of job satisfaction, the availability of alternative employment, and career advancement opportunities (Hayes et al., 2012). Other research looks at nursing paths (occupational retention) and the influence of job mobility. With some exceptions, the literature treats turnover decisions as static, point-in-time occurrences marking the end of an employment relationship without considering that turnover decisions may unfold throughout the employment experience due to specific (positive or negative) events or growing levels of dissatisfaction (Mitchell & Lee, 2001). In addition, relatively little research has been done on employees who “boomerang,” leaving the organization only to return at a later date (Shipp, Furst-Holloway, Rosen, & Harris, 2014). The purpose of this study is to test several hypotheses derived from the unfolding model of turnover. One of these concerns the possibility that the timing of turnover decisions (i.e., the time to turnover) might reflect the pattern of intra-organizational career moves (or lack thereof) that nurses experience during their organizational tenure. The model is extended to examine how career paths unfold and, specifically, how promotions, demotions, lateral moves, and employment gaps may reveal patterns in employee behavior. Throughout the study, special attention is paid to whether career paths and outcomes differ based on gender, veteran status, and age. The findings will be informative to the field. The findings will also be of practical importance to the United States Department of Veteran Affairs (VA) since previous work has highlighted the impact of gender and veteran status on retention of VA employees other than nurses (Howe et al., 2015).
Stacie Furst-Holloway, Ph.D. (Committee Chair)
Kelley Carameli, Dr.P.H. (Committee Member)
Erinn Green, Ph.D. (Committee Member)
Steven Howe, Ph.D. (Committee Member)
Daniel Langmeyer, Ph.D. (Committee Member)
114 p.
Psychology
nurses; retention; promotion; career paths

Recommended Citations

Citations

  • Cominsky, C. (2016). The Retention of Registered Nurses at the Department of Veterans Affairs [Doctoral dissertation, University of Cincinnati]. OhioLINK Electronic Theses and Dissertations Center. http://rave.ohiolink.edu/etdc/view?acc_num=ucin1479815554733328

    APA Style (7th edition)

  • Cominsky, Cynthia. The Retention of Registered Nurses at the Department of Veterans Affairs. 2016. University of Cincinnati, Doctoral dissertation. OhioLINK Electronic Theses and Dissertations Center, http://rave.ohiolink.edu/etdc/view?acc_num=ucin1479815554733328.

    MLA Style (8th edition)

  • Cominsky, Cynthia. "The Retention of Registered Nurses at the Department of Veterans Affairs." Doctoral dissertation, University of Cincinnati, 2016. http://rave.ohiolink.edu/etdc/view?acc_num=ucin1479815554733328

    Chicago Manual of Style (17th edition)

ucin1479815554733328
174
© 2016, all rights reserved.
This open access ETD is published by University of Cincinnati and OhioLINK.