Does Magnet Hospital Designation Improve Nurse Retention Rates?
Nearly one in three new nurses leave job in 2 years
Costs hospital $42,000 to $64,000 to replace a nurse
Few research studies that examine long-term
retention rates for Magnet hospitals
The Magnet Recognition Program recognizes
healthcare organizations that provide nursing
excellence
Ensure that nursing increased nursing retention rates
have to do with Magnet designation rather than the
stress of unit
Transactional Model of Stress and Coping (TMSC):
examining how Magnet hospital designation
improves nursing retention rates can lead to further
studies, examining the relationship of Magnet
designation and nurses stress coping strategies.
The Meaningful Retention Strategy Inventory (MRSI):
The MRSI consists of 59 items reflecting 8 factors that
contribute to job satisfaction, autonomy,
communication, administration, recognition, working
conditions, professional practice, scheduling/staffing,
and pay/benefits
Procedures
Every nurse will be asked to complete an
electronic copy of MRSI
Collect data of responses
Data will be collected at the start of the study, 2
years, and 5 years
Incentives
Obtain actual retention rates for each hospital
through the National Database of Nursing Quality
indicators
The purpose of this study is to test if Magnet hospital
designation improves retention rates and satisfaction scores
for nurses when compared to non-Magnet hospitals over a
period of five years.
Total of 150 nurses Independent variables
25 nurses per hospital; 3 Magnet Magnet hospital designation versus
Hospitals & 3 non-Magnet non-Magnet hospital designation
Hospitals Type of unit worked: ER, Med/Surg,
All nurses who participate in the ICU
study will have a Bachelors of Dependent variables
Science Degree in Nursing Nursing satisfaction scores
Nurses working outside of evaluated by the MRSI; reliable
hospitals such as nursing homes predictor of nurse retention
and private clinics will be Nurse retention rate
excluded from this study
Convenience sampling
Descriptive Statistics
demographics includes employer, day/night shift, hours per shift, level of
education, years of experience, unit, sex, and age
Different levels of demographics will be analyzed in order to examine different
variables that may have an influence on nursing retention rates.
Data will be analyzed using ANOVA
Greater incentive for non-Magnet hospitals to
transition to Magnet status with positive results
Researchers: Matthew Huang, Yesenia Keller, Chanese Lee, Molly Nolan Assess the current effectiveness of the Magnet
hospital designation
Faculty Advisor: Ana-Maria Gallo PhD, CNS, RNC
Lead to the formation of improved new nurse
April 10, 2017 training programs and ongoing education
programs for experienced nurses.