Date of Conferral

2022

Degree

Doctor of Healthcare Administration (D.H.A.)

School

Health Services

Advisor

Miriam Ross

Abstract

Nursing is currently the largest job category in U.S. health care requiring proper recruitment and retention of nurses. As the current generation of nurses ages out of the workforce due to retirement, new nurses will need to cover the gaps in the workforce. The purpose of this quantitative correlational study was to examine the relationship between voluntary turnover, involuntary turnover, and career change among nurses who were born between 1980 and 1995 (Millennials) and those born between 1965 and 1979 (Generation X). The theoretical framework was Mannheim’s theory of generations. Secondary data were collected from exit interviews with 811 respondents from 2016 to 2019 in the Southeast United States. The data were analyzed using chi-square and logistical regression analyses. The results indicated statistical significance in voluntary nursing turnover when comparing the Millennial generation and Generation X. The entire data set showed a correlation of turnover and age with each result being statistically significant (p < 0.05). For Generation X nurses, there was a 3.4% increase in turnover for every year of age increase; for the Millennial generation, there was a 7.6% increase in turnover for every year of age increase. No statistically significant relationship was found between generations when comparing turnover associated with career change. Results may be used by health care administrators to understand the unique needs of generational cohorts, and may offer insights into reducing nursing burnout and increasing nursing retention.

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