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they look into support, culture and value congruence. For an example, in Dotson’s research, the future research recommendation will be focused on role of value congruence in the healthcare environment (Dotson, 2017).
ReferencesRoulin, N., Mayor, E., & Bangerter, A. (2014). How to satisfy and retain personnel despite job-market shortage: Multilevel predictors of nurses’ job satisfaction and intent to leave. Swiss Journal Of Psychology, 73(1), 13-24. doi:10.1024/1421-0185/a000123Parker, F. M., Lazenby, R. B., & Brown, J. L. (2014). The Relationship of Moral Distress, Ethical Environment and Nurse Job Satisfaction. Online Journal Of Health Ethics, 10(1), 48. doi:10.18785/ojhe.1001.02Adams, S. L. (2016). Influences of Turnover, Retention, and Job Embeddedness in Nursing Workforce Literature. Online Journal Of Rural Nursing & Health Care, 16(2), 168. doi:10.14574/ojrnhc.v16i2.405Dotson, M. J., Dave, D. S., Cazier, J. A., & McLeod, M. D. (2013). Nurse retention in rural United States: A cluster analytic approach. International Journal Of Healthcare Management, 6(3), 184-191. doi:10.1179/2047971913Y.0000000037DATA BITS. Does Shift Length Affect Patient Outcomes and Nurse Satisfaction?. (2013). Kentucky Nurse, 61(4), 3.RWJF. (2014). Nearly One in Five New Nurses Leaves First Job Within a Year, According to Survey of Newly-Licensed Registered Nurses. Retrieved from -and-news/2014/09/nearly-one-in-five-new-nurses-leave-first-job-within-a-year--acc.html