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Policy, Politics, & Nursing Practice
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Factors Associated With Hospital Retention of RNs in the New York City Metropolitan Area

An Analysis of the 1996, 2000, and 2004 National Sample Survey of Registered Nurses

Peri Rosenfeld, PhD

Visiting Nurse Service of New York

Richard E. Adams, PhD

Kent State University, Ohio

The nursing shortage is well documented, and government estimates indicate that shortfalls will worsen in the future. As the largest employer of registered nurses (RNs), hospitals are the most seriously affected by shortages, as they compete with other employment settings for limited nursing resources. Recruitment remains the primary avenue for ensuring staffing levels, but retention is increasingly important as applicant pools shrink because of demographic and employment trends. Effective retention strategies must address the factors that contribute to exodus of RNs from hospitals, as well as isolating the factors that enable RNs to remain in hospital employment. This secondary analysis of the 1996, 2000, and 2004 National Sample Survey of Registered Nurses examines the demographic, employment, and educational factors associated with working in hospitals, having full-time status, and holding patient care positions. The findings suggest that hospitals must address nonwork issues to retain nursing personnel. Relevant policy issues are examined and strategies for effective retention are offered.

Key Words: nursing/health care workforce issues • aging populations • labor issues/collective bargaining

This version was published on August 1, 2008

Policy, Politics, & Nursing Practice, Vol. 9, No. 3, 158-172 (2008)
DOI: 10.1177/1527154408318254
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