Date of Conferral

9-4-2025

Degree

Ph.D.

School

Health Services

Advisor

Suzanne Richins

Abstract

Health care leaders are challenged with ongoing nursing shortages. The purpose of this quantitative, correlational study was to examine the impact of communication and job satisfaction on registered nurses’ turnover intentions. The conceptual framework integrated Maslow’s Hierarchy of Needs, Herzberg and Mausner’s Motivation-Hygiene Theory, and Social Exchange Theory. Two research questions guided the study: the relationship between communication variables and intent to leave a healthcare organization, and the relationship between job satisfaction and intent to leave. A randomized sample of 156 registered nurses in California, aged 23 to 65 and identified through the California Nurses Database, was recruited via SurveyMonkey. Data were collected from 156 randomly recruited registered nurses. Participant responses were cleaned for completeness resulting in N=117 participants. Linear multiple regression analysis was performed with SPSS software. Results showed that individual communication variables were not significantly correlated with turnover intention (p > .05). However, their combined effect showed a significant negative correlation (p < .001) with modest explanatory power (R² = .220), revealing an association between higher communication ratings and lower turnover intention. Job satisfaction had a significant negative correlation with turnover intention (p < .001) with modest explanatory power (R² = .154), indicating a stronger individual influence on nurse retention. Implications for positive social change include informing healthcare leaders about the need to combine strategies to reduce turnover through improved communication and job satisfaction initiatives.

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