A CAUSAL MODEL OF VOLUNTARY TURNOVER AMONG NURSING PERSONNEL IN LONG-TERM PSYCHIATRIC SETTINGS

Causal modeling was used to explore the processes by which individual characteristics, job satisfaction, and intention to quit explain turno ver among nursing personnel in 29 Department of Veterans Affairs (VA) long-term psychiatric settings. The sample consisted of 1,106 register ed nurses (RNs), licensed practical nurses (LPNs), and nurses' aides. We conceptualized turnover as a multistage process linking social and experiential orientations, attitudes toward the job, the decision to q uit, and the behavior of actually quitting. Intention to quit was the strongest direct predictor of turnover. Professional growth opportunit ies and workload were important indirect predictors of turnover. Dissa tisfaction with work hazards and relationships with coworkers were bot h indirect and direct predictors of turnover. Attitudes towards the jo b varied by nursing group. LPNs and aides were less satisfied than RNs with autonomy and work hazards. RNs were more dissatisfied with workl oad. We conclude that strategies to promote retention need to address aspects of jobs tailored to specific nursing groups, (C) 1998 John Wil ey & Sons, Inc.