Stress in the workplace is a growing issue for the nursing profession, and is identified as a leading cause of job dissatisfaction and turnover. Of particular concern to Navy Nurse Corps authorities is turnover of junior Nurse Corps officers. In this study, a quantitative correlational methodology was employed in order to discover the relationship between perceived workplace stress and intent to leave active duty of Navy nurses in the military ranks of lieutenant junior grade, lieutenant, and lieutenant commander currently assigned to 28 medical treatment facilities (MTF) organized under the Bureau of Medicine and Surgery. Participants consisted of 465 nurses recruited from a target population of 1,677 Navy nurses, for a 28% response rate. The researcher collected data through the application of a web-based survey forwarded via email by the Deputy Director, Navy Nurse Corps, through the regional and MTF senior nurse executives to the junior officers. The researcher found statistically significant correlations between perceived workplace stress and intent to leave active duty of the total sample, rs (454) = .30, p = .00, as well as for nurses who cared for wounded warriors, rs (241) = .38, p = .00, in wartime critical nursing specializations, rs (218) = .34, p = .00, and who deployed one or more times, rs (260) = .34, p = .00, all moderate effect size correlations. Furthermore, the application of logistic regression analysis significantly predicted intent to leave active duty, χ 2 = 56.58, df = 10, N = 379, p = .00. As indicated by rs for the above correlations, only 9% to 14% of the variance in intent to leave active duty was predicted by perceived workplace stress and the moderating variables. The results of this study have provided information on issues of policy and practice in the Navy Nurse Corps with regard to areas of perceived workplace stress and suggested continued exploration of this important topic in future research. The desired outcome from further investigation of this topic is an improved knowledge of the nursing workplace environment and factors of work related stress which influence retention decisions in junior officer ranks.
|Commitee:||Bouvin, David, Johnson, Shirley|
|School Location:||United States -- Arizona|
|Source:||DAI-A 74/09(E), Dissertation Abstracts International|
|Subjects:||Business administration, Nursing, Military studies|
|Keywords:||Compassion fatigue, Healthy work environment, Military nursing, Navy nurses, Retention, Workplace stress|
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