Date of Conferral
2023
Degree
Doctor of Business Administration (D.B.A.)
School
Management
Advisor
Jorge Gaytan
Abstract
Nurse turnover is a significant problem that hospital managers and administrators face in delivering high-quality patient care while ensuring organizational profitability. In the United States, the average cost of replacing a nurse ranges from $40,000 to $100,000. Hospital managers are significantly challenged to reduce nurse turnover and keep costs down. Grounded in the Herzberg’s two-factor theory, the purpose of this qualitative multiple-case study was to explore the strategies hospital managers use to reduce nurse turnover. The participants included five hospital managers at five medical centers in Arizona with successful experience in reducing nurse turnover. Data were collected from semistructured interviews and company documents. Thematic analysis of the data resulted in three themes: effective leadership reduced nurse turnover, job satisfaction reduced nurse turnover, and employee engagement reduced nurse turnover. A key recommendation is for nurse managers to implement effective leadership strategies in their organizations that focus on mitigating obstacles that promote nurse turnover, while enhancing job satisfaction and employee engagement. The implications for positive social change include the potential to improve retention of highly skilled nursing staff, leading to improved patient outcomes.
Recommended Citation
Atughonu, Trueman Chukwuemeka, "Strategies That Reduce Nurse Turnover" (2023). Walden Dissertations and Doctoral Studies. 14645.
https://scholarworks.waldenu.edu/dissertations/14645
