The Retention of Registered Nurses at the Department of Veterans Affairs

The Retention of Registered Nurses at the Department of Veterans Affairs

Bibliographic Details
Main Author: Cominsky, Cynthia
Language:English
Published: University of Cincinnati / OhioLINK 2016
Subjects:
Psychology
nurses
retention
promotion
career paths
Online Access:http://rave.ohiolink.edu/etdc/view?acc_num=ucin1479815554733328
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spelling ndltd-OhioLink-oai-etd.ohiolink.edu-ucin14798155547333282021-08-03T06:38:56Z The Retention of Registered Nurses at the Department of Veterans Affairs Cominsky, Cynthia Psychology nurses retention promotion career paths 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). 2016 English text University of Cincinnati / OhioLINK http://rave.ohiolink.edu/etdc/view?acc_num=ucin1479815554733328 http://rave.ohiolink.edu/etdc/view?acc_num=ucin1479815554733328 unrestricted This thesis or dissertation is protected by copyright: all rights reserved. It may not be copied or redistributed beyond the terms of applicable copyright laws.
collection NDLTD
language English
sources NDLTD
topic Psychology
nurses
retention
promotion
career paths
spellingShingle Psychology
nurses
retention
promotion
career paths
Cominsky, Cynthia
The Retention of Registered Nurses at the Department of Veterans Affairs
author Cominsky, Cynthia
author_facet Cominsky, Cynthia
author_sort Cominsky, Cynthia
title The Retention of Registered Nurses at the Department of Veterans Affairs
title_short The Retention of Registered Nurses at the Department of Veterans Affairs
title_full The Retention of Registered Nurses at the Department of Veterans Affairs
title_fullStr The Retention of Registered Nurses at the Department of Veterans Affairs
title_full_unstemmed The Retention of Registered Nurses at the Department of Veterans Affairs
title_sort retention of registered nurses at the department of veterans affairs
publisher University of Cincinnati / OhioLINK
publishDate 2016
url http://rave.ohiolink.edu/etdc/view?acc_num=ucin1479815554733328
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