Date of Conferral



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


Health Services


Suzanne Richins


The purpose of this quantitative study was to evaluate the association between newly licensed registered nurses (NLRN) generational cohorts and NLRN who plan to leave or have left their first nursing position. The research problem focused on the generational cohorts of NLRN and retention. The research questions addressed different generations of NLRN, their intent to stay in their first job, and whether poor orientation was a factor for those who already left their first nursing position. The theoretical foundation was Strauss–Howe’s generational theory explaining how each generation views the world based on what they experienced in their lifetime. Data retrieved form the New Nursing Cohort Survey, 2016 were analyzed using chi-square test of independence and multinomial logistic regression. The sample size included 1,171 nurses who were licensed between August 1, 2014 and July 31, 2015. Analysis determined that there is statistical evidence at the 𝛼 = .05 that there is an association between generation cohort and NLRN intent to leave. Analysis determined that there is no statistical evidence at the 𝛼 = .05 of an association between generational cohort of NLRN who left first nursing position due to poor orientation. Organizations struggling with poor NLRN retention may be able to predict intent to leave based on age group. Developing orientation programs based on generational preferences regarding technology, delivery of learning materials, and type of hands on instruction from which each age group would benefit the most, may contribute to increased retention of NLRN. This study contributes to positive social change by ensuring that competent nurses are in supply to provide effective, safe care, thereby improving the health and well-being of the community served.