Uncovering components of burnout and intention to leave in newly hired shift working nurses (NINR F31)
Amount
Not specified
Deadline✓ Verified
Aug 8, 2029
Funder
National Institute of Nursing Research
Eligible
open to all
About This Grant
Project Summary/Abstract Nurse turnover in hospitals is associated with detriments to patients' outcomes (i.e., less nursing time spent on patient care, lower patient satisfaction with nursing care, and higher rate of medical errors) and nurses' well- being (i.e., decreased workgroup cohesion, lower job satisfaction and mental health, and higher job demands among nurses) resulting in a yearly loss of ~$4.8 million per hospital. Furthermore, roughly 30% of nurses leave their position within one year of starting a new job, accounting for over one third of all nurse turnovers. Shift work, defined as work outside of normal day hours of 0700 to 1800, is associated with high turnover rates among nurses. Although the detrimental impact of nurse turnover is well understood, turnover and intention to leave remain high among nurses making the identification of specific modifiable health behaviors that contribute to intention to leave, especially during the first year of nursing practice, imperat
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