The nursing practice environment, staff retention, and quality of care
Article first published online: 7 DEC 1998
Copyright © 1996 John Wiley & Sons, Inc.
Research in Nursing & Health
Volume 19, Issue 4, pages 331–343, August 1996
How to Cite
Leveck, M. L. and Jones, C. B. (1996), The nursing practice environment, staff retention, and quality of care. Res. Nurs. Health, 19: 331–343. doi: 10.1002/(SICI)1098-240X(199608)19:4<331::AID-NUR7>3.0.CO;2-J
- Issue published online: 7 DEC 1998
- Article first published online: 7 DEC 1998
- Manuscript Accepted: 1 MAR 1996
- Manuscript Received: 29 AUG 1995
- National Center for Nursing Research. Grant Number: K07 NR00008
The effects of key factors in the nursing practice environment—management style, group cohesion, job stress, organizational job satisfaction, and professional job satisfaction—on staff nurse retention and process aspects of quality of care were examined. Hinshaw and Atwood's (1985) anticipated turnover model was modified and expanded to include relevant antecedent and outcome variables. The four-stage theoretical model was tested using data from 50 nursing units at four acute care hospitals in the southeast. The model explained 49% of the variance in staff nurse retention and 39% of the variance in process aspects of quality of nursing care. Study findings warrant careful consideration in light of recent practice environment changes: experience on the unit and professional job satisfaction were predictors of staff nurse retention; job stress and clinical service were predictors of quality of care. The variable contributing the most to indirect, and in turn, total model effects, was that of management style. These results substantiate the belief that aspects of the practice environment affect staff nurse retention, and most importantly, the quality of care delivered on hospital nursing units. © 1996 John Wiley & Sons, Inc.