Relationship Between Nursing Leadership and Nurse Turnover

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Submitted By fredjames
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Relationship between Nursing Leadership and Nurse Turnover
Fred James
August 21, 2011

Relationship between Nursing Leadership and Nurse Turnover
Nursing leadership sets the social climate of an institution. The relationship between nursing leadership and nursing retention will be discussed utilizing a relevant article. The findings will be illuminated upon and ideas will be brought forth to the governance body to support strong nurse leadership. There is a direct correlation between effective nursing leadership and nursing retention (Force, 2005). In addition, Force (2005, p. 336) concludes that the “Two key issues that are affecting healthcare organizations are nursing retention and recruitment." Therefore, nurse managers are an essential part of recruiting and retaining staff. At a time when the economy is bad and nursing cost the hospitals a great deal of time, effort and money it is important to try to retain nurses. In the operating room, it takes about six months to a year to train a nurse, whether it is a new graduate nurse or a nurse from the floors. According to Grohar-Murray and Langan (2011) “One of the most serious of the issues facing healthcare delivery is in nursing shortage. There are some signs this problem is abating, but currently the United States is experiencing a critical nursing shortage that is expected to intensify it is estimated the current shortage of registered nurses will be 340,000 by the year 2020” (p. 10). The cost of training a newly hire nurse or training a nurse on another unit runs into the thousands of dollars, not to mention that while the nurse is in training the unit for all intents and purpose is down one nurse. It costs approximately $42,000 to replace a medical/surgical nurse and about $64,000 for an intensive care unit nurse (Force, 2005). There are different kinds of nursing leaders…...

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