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Policy, Politics, & Nursing Practice
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What's this?

The Impact of Nurse Turnover on Patient, Nurse, and System Outcomes: A Pilot Study and Focus for a Multicenter International Study

Linda O’Brien-Pallas, PhD, RN

University of Toronto and Canadian Health Services Research Foundation/Canadian Institutes of Health Research (CHSRF/CIHR) National Chair in Nursing Human Resources.

Pat Griffin, PhD, RN

Canadian Association of Schools of Nursing (CASN), Ottawa, Canada

Judith Shamian, PhD, LLD, RN

Victorian Order of Nurses (VON) Canada, based in Ottawa, Canada

James Buchan, PhD, DPM, MA (Hons)

Faculty of Social Sciences and Health Care, Queen Margaret University College, Edinburgh, Scotland

Christine Duffield, PhD, MHP, RN

Centre for Health Services Management, University of Technology, Sydney, Australia

Frances Hughes, PhD, MB, RN, MA

Centre for Mental Health Research, Policy and Service Development, Faculty of Medical and Health Sciences, University of Auckland, New Zealand

Heather K. Spence Laschinger, PhD, RN

School of Nursing, Faculty of Health Sciences, University of Western Ontario, in London, Ontario

Nicola North, PhD, MA (Hons)

School of Nursing, Faculty of Medical & Health Sciences, University of Auckland, New Zealand

Patricia W. Stone, PhD, MPH, RN

Columbia University School of Nursing, New York, New York

Research about the economic impact of nurse turnover has been compromised by a lack of consistent definitions and measurement. This article describes a study that was designed to refine a methodology to examine the costs associated with nurse turnover. Nursing unit managers responded to a survey that contained items relating to budgeted full-time equivalents, new hires, and turnover, as well as direct and indirect costs. The highest mean direct cost was incurred through temporary replacements, whereas the highest indirect cost was decreased initial productivity of the new hire. The study allowed the identification of the availability of data and where further refinement of data definition of variables is needed. The results provided significant evidence to justify increased emphasis on nurse retention strategies and the creation of healthy work environments for nurses.

Key Words: nurse turnover • turnover cost • costing methodology • international research

Policy, Politics, & Nursing Practice, Vol. 7, No. 3, 169-179 (2006)
DOI: 10.1177/1527154406291936
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