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Public Policy and Administration


Gregory Campbell


This study addressed turnover of millennial generation behavioral health nurses (MGBHNs). Because retention strategies mitigate the consequences of turnover, the purpose of this quantitative, correlational study was to examine job satisfaction (JS) and anticipated turnover (AT) intention among MGBHNs employed in U.S. public hospitals. Research questions were focused on determining what, if any, correlation exists between AT and JS. The theoretical frameworks were Herzberg’s theory and person in environment theory. A multiple linear regression and 5 Spearman’s rho correlation analyses were used to analyze data from a convenience sample of 65 MGBHNs to understand the relationship between the independent variables (level of JS with pay, work itself, promotion, coworkers, and supervision) and the dependent variable (AT). Findings indicated that individually each JS score was statistically significantly negatively correlated with AT. The correlations with AT were pay: rs = - 0.548, p < 0.001; work itself: rs = - 0.497, p < 0.001; promotion: rs = - 0.347, p = 0.005; coworkers: rs = -0.286, p = 0.021; and supervision: rs = - 0.531, p < 0.001. When all five JS measures were included in a multiple linear regression analysis, the model explained 40% of the total variance in AT as measured by R2 = 0.40, f2 = 0.67, p < 0.001. Inspection of the regression coefficients revealed only satisfaction with the work itself was statistically significant, B = -0.083, p = 0.010. Implications for positive social change include informing behavioral healthcare leaders of the importance of incorporating nursing policies to improve any aspect of JS, especially satisfaction with the work itself, as effective retention strategies.