DNP Scholarly Projects

Abstract

Abstract

While RN retention has been a perennial challenge, COVID-19 has exacerbated the problem. The project’s purpose was to study RNs’ perception of communication, resources, and leadership during COVID-19, and the impact on RN turnover in a multi-hospital system. 3280 RNs’ engagement survey responses and turnover percentages from pre-COVID-19 (November 2019) were compared to engagement survey responses and turnover percentages 12 months later (November 2020). 90% (n = 2963) were female and 43% (n = 1396) were between the ages of 25 and 39 years. The majority of RN respondents were employed 1-9 years (59%, n = 1934). Comparing the survey results from 2019 to 2020, RNs’ perception of adequate resources declined (t (3279) = -5.09, d = -.089, p t (3279) = -6.34, d = -.111, p t (3279) = 3.89, d = -.068, p t (3279) = -5.65, d = -.099, p t (3279) = -7.04, d = -.123, p < .001). RN turnover increased 5.5% in 2020 from 2019. Although the hypotheses were statistically significant, the effect size represented by Cohen’s d reflected RNs’ responses in the survey from 2019 to 2020 was less than 0.1. The continued work by nursing leaders offered a protective effect on the overall RN turnover rate. Despite multiple external forces, nursing leaders can mitigate the negative effects with focus on resources, communication, and leadership. Nursing leaders can be encouraged by these results because their actions during a crisis period have an impact.

Date

Spring 4-22-2021

First Advisor

Dr. Linda Wofford

Second Advisor

Dr. David Phillippi

Third Advisor

Dr. Cathy Taylor

Scholarly Project Team Member

Dr. Bryan Sisk

Department

Nursing, School of

College

Health Sciences & Nursing, Gordon E. Inman College of

Document Type

Scholarly Project

Degree

Doctorate of Nursing Practice (DNP)

Degree Level

<-- Please Select One -->

Degree Grantor

Belmont University

Keywords

Practice environment; RN perception; RN satisfaction; RN turnover; Nursing Communication; Nursing Leadership

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