Job Satisfaction and Retention: Outcomes Since Implementation of Three Scheduling Options
Date of Award
Master of Science in Nursing (MSN)
Sue W. Young
Elaine R. Dimino
Call Number for Print
Special Collections LD4331.N8N49
The purpose of this descriptive study was to determine if flexible scheduling options influenced retention and job satisfaction of 109 full time registered staff nurses within a selected hospital setting. The Anticipated Turnover Model, developed by Hinshaw and Atwood (1984) provided the theoretical framework for the study. Perceived job satisfaction was measured by the Nursing Job Satisfaction Scale (Hinshaw & Atwood, 1984). The Anticipated Turnover Scale (Hinshaw & Atwood, 1984) measured the possibility of voluntary termination by sample respondents. The respondents were divided into three groups according to three schedule options: Group 1, 12 hour, weekend only (Baylor); Group 2, 12 hour shifts; and Group 3, 8 hour shifts. Turnover rates for the hospital used in this study were compared before and after implementation of the three scheduling options. Results indicated a statistically significant decrease in actual turnover rates after the implementation of three scheduling options. While there were no significant differences between nurses working one of three scheduling options on perceived job satisfaction or anticipated turnover, overall job satisfaction and decreased anticipated turnover for all respondents of the study were documented.
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Newnam, Katherine M..
"Job Satisfaction and Retention: Outcomes Since Implementation of Three Scheduling Options"
(1990). Master of Science in Nursing (MSN), Thesis, Nursing, Old Dominion University, DOI: 10.25777/hscm-8j22