Date of Conferral
Doctor of Healthcare Administration, DHA
Registered Nurse (RN) turnover is costly for hospitals and healthcare facilities. The problem that healthcare administrators face today is their inability to retain nurses for long periods of time and the detrimental effects that come from the lack of retention. The purpose of this quantitative secondary data analysis is to explore the relationship between the retention of RNs and the geographic regions in which they work. The theoretical framework for this study was Barney's concept of viewing people as resources. Deidentified secondary data of RNs was utilized from the Healthforce Center at the University of California San Francisco to probe differences in retention rates between full-time and part-time RNs and the differences in retention rates between new graduate and specialty RNs in California geographic regions. The data was analyzed through descriptive and inferential statistical techniques to perform a t test of independent means. As a result, it was determined that there was no significance in geographic regions in California influencing the retention rates of full and part-time RNs neither was there a significant finding that geographic regions in California influence the retention rates of new graduate RNs or specialty nurses. It was concluded that the retention of RNs is determined by how well they are maintained and managed. A recommendation would be to investigate retention strategies that create longevity among RNs. This study can contribute to positive social change by having a cohesiveness that builds trust and creates a better work environment and positive outcomes for healthcare facilities which will reduce overall cost.