Publication Date

Spring 2017

Degree Type

Doctoral Project

Degree Name

Doctor of Nursing Practice (DNP)



First Advisor

Tamara McKinnon

Second Advisor

Fusae Abbott

Third Advisor

Eileen Kahn


Nurse turnover, Anticipated turnover, Retention


Multiple complex variables influence nurse turnover. This meta-analysis examines the strength of the relationships between factors that affect turnover intent among staff registered nurses employed in the acute hospital setting in the United States. The Preferred Reporting Items for Systematic Review and Meta-Analyses (PRISMA) was used to guide the reporting of essential components of this study. Included studies were published in English between 2006-2016, reported study sample sizes, a Cronbach coefficient for the study instruments, conducted quantitative analysis and reported Pearson correlation r values. Two factors affecting turnover intention were found in the four included studies. Statistical analyses show that both organizational commitment and structural empowerment have a negative correlation with anticipated turnover. The strength of the relationship between organizational commitment and anticipated turnover is moderate (-.298). Similarly, there is a moderate (-.346) strength of the relationship between structural empowerment and anticipated turnover. The strict inclusion criteria resulted in a low number of primary studies for meta-analysis, but confirm prior knowledge. This contribution to increasing understanding of turnover intent will allow a focused approach for training and retention strategies which can be referenced when addressing issues related to nurse turnover.


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