hospitals, the ever changing environment of the job market in California is forcing many hospitals to consider making changes to the nurses' work environment, benefits and pay in able to decrease nurse attrition and compete during this nursing shortage (Tucker-Allen 2002, p. 9). The researcher focused the study on four common factors that have been identified as associated with decreasing nurse job satisfaction; these are compensation, work environment, work place benefits, and nurse recognition. Many authors in the literature view believe these factors to be directly related to nurse attrition.
Compensation or money is perhaps one of the greatest influences impacting the mobility of nurses (May, Bazzoli, & Gerland 2006, pp. w316-w323). The second factor, working environment, had two commonalities emerge from the research. These were nurse's workload and inadequate staffing. These two nurse dissatisfactions were most frequently described as concerns for the hospital nurses in determining whether or not to stay at a hospital (Reineck & Furino 2005, pp. 25-30). The third factor, work place benefits, also was discovered as an area of dissatisfaction to the nurse. The research identified hospitals with a lower percentage of nurse attrition usually had better incentives and benefits (Tucker-Allen 2002, p. 9). The final factor discussed in the research literature that had an impact on nurse attrition was recognition. Nurses' survey ranked recognition for outstanding performance as the type of behavior that should be recognized first (Curley et al 2003, pp. 26-7). All four factors were frequently revealed during the research and found to be major concerns affecting nurse job satisfaction and retention.
The Need for a Change
Through this review, it was discovered that most health care organizations throughout the country are experiencing the affects of the national nursing shortage and that the shortage is
expected to continue to grow through the next decade (Weinstein, Widenor, & Hecker 2005, pp. 529-33). The major challenge associated with this nursing shortage is for organizations to become more competitive and innovative in the ways they retain experienced nurses in their facilities (Cohen 2006, p. 37). It was learned that the creation of a retention program is not enough. To be successful at retention, the entire organization needs to be behind the programs and improvements necessary to achieve success. Creating a successful workforce and culture takes an organizational approach that is leadership driven (Dalessandro & Gilster 2008, p. B27).
Finally, it was discovered that it is important for healthcare organizations to address problems related to nurse attrition. Improving