Promoting retention of nurses

The findings suggest that some factors, such as salary, are relatively less important in prediction of turnover, and supportive and communicative leadership, network centrality, and organizational commitment are the strongest predictors of voluntary turnover.

Abstract

The findings suggest that some factors, such as salary, are relatively less important in prediction of turnover. Administrators concerned about nurse turnover may more effectively direct resources toward altering certain job characteristics and work conditions in the effort to reduce voluntary turnover among nurses.