Method: The tool consisted of 53 items derived from the literature which was given to both groups. Respondents used a four point Likert scale to indicate the importance of items in seven thematic groups including work aspects, structural aspects, professional effectiveness, team support, salary and prestige, employer care and legal concerns.

Sample: A total of 432 hospitals ranging from 10 to 900 beds throughout Australia responded in the study. The second group of respondents comprised 154 nurses no longer employed in nursing.

Using SPSS 10 Initially all data were examined to determine the distribution of the scores and descriptive statistics were completed. A principal component factor analysis with a varimax rotation was completed using data from nurses who had left the profession. The items reflecting the managers’ perspective of the importance of retaining registered nurses in the workforce were placed in the same factor structures as the previous study. Means and relative importance placed on each factor was compared. Finally a exploratory principal component factor analysis with a varimax rotation was completed on the managers’ perceptions of interventions important to retaining nurses in the workforce.

Conclusion: Employers put more value on retention items for new graduates than did those who were employed in positions outside of nursing. In addition different factors were important.

Implications: Providing appropriate incentives to retain staff is complex and must be considered from several perspectives.

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Back to 15th International Nursing Research Congress
Sigma Theta Tau International
July 22-24, 2004