Date of Conferral

6-12-2024

Date of Award

6-12-2024

Degree

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

School

Health Services

Advisor

Eboni Green

Abstract

Nurse turnover rates in long-term care facilities, specifically in California nursing homes, are among the most pressing issues for the quality of patient care and nursing homes’ operational costs. The purpose of this integrative review was to reveal effective ways to improve job satisfaction, decrease turnover intention, and increase retention rates among nursing staff in California nursing homes. This study focused on the critical issue of turnover in healthcare administration, grounded by Herzberg’s motivation–hygiene theory, which stated that job satisfaction was the fundamental problem causing high staff turnover, and it suggested that hygiene and motivation factors may affect employee turnover. A comprehensive literature review strategy was designed to explore empirical studies with the focus on quantitative, qualitative, and mixed-methods research that reveal the causes and consequences of nurse turnover, job satisfaction, and staff retention. The results emphasized the critical part of job satisfaction in countering turnover intention, which points at the significance of establishing a supportive working environment, acknowledging employee successes, and providing opportunities for development and advancement. This research also pinpointed the most important elements responsible for the intention to quit, such as workplace bullying, poor leadership, and absence of professional development. Through the resolution of these critical issues, healthcare managers can build a steadier, more contented, and productive nursing workforce, which in turn, will result in better patient care and operational efficiency. The evaluation of this review has far-reaching consequences for positive social change in health care policy, organizational approaches and further research.

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