Cheryl Bland Jones

Learn More
Organizational knowledge of nurse turnover costs is important, but gathering these data frequently may not always be feasible in today's fast-paced and complex healthcare environment. The author presents a method to inflation adjust baseline nurse turnover costs using the Consumer Price Index. This approach allows nurse executives to gain current knowledge(More)
The effects of key factors in the nursing practice environment--management style, group cohesion, job stress, organizational job satisfaction, and professional job satisfaction--on staff nurse retention and process aspects of quality of care were examined. Hinshaw and Atwood's (1985) anticipated turnover model was modified and expanded to include relevant(More)
AIM To report the findings of a literature review of studies examining nursing staff turnover costs published between 1990 and 2010. BACKGROUND Nurse turnover is a global concern that is both costly for health-care organizations and, in the context of the work environment, affects quality and safety. EVALUATION We reviewed past literature and describe(More)
This study demonstrated that the costs of nursing turnover can be high (over +10,000 per RN turnover), and that the potential for adverse impact on the nursing department, the hospital environment, and the healthcare environment exists. The results of this study are important, particularly in the midst of a national nursing shortage, for several reasons.(More)
AIM Little or no attempt has been made to determine why nurses leave Canada, remain outside of Canada, or under what circumstances might return to Canada. The purpose of this study was to gain an understanding of Canadian-educated registered nurses working in the USA. DATA SOURCES Data for this study include the 1996, 2000 and 2004 USA National Sample(More)
Changes in health care delivery and cyclic fluctuations in the registered nurse (RN) labor market affect health care costs, access, and quality. This study provides insight into one factor central to these issues, the job-change behavior of RNs. The theory of human capital provides the foundation to guide investigation, and econometric modeling is used to(More)
The impact of turnover is a major concern for the chief nurse executive. This study provides nurse administrators with information necessary to more fully understand the impact of turnover and assists them in developing and defending retention strategies. Part 1 addresses the conceptual model used to guide the study; Part 2 (May 1990) will discuss the(More)
OBJECTIVE The purpose of this study was to examine job satisfaction of recent RN graduates working in various specialty areas in outpatient and inpatient settings. The authors also examine job satisfaction for new graduates relative to intent to remain in their current position. BACKGROUND Retaining new nurses is one strategy for addressing the nursing(More)
Objective: In this era of patient safety, quality indicators associated with the nursing profession have evolved from nursing-sensitive to adverse eventsensitive. This paper aims to compare and contrast available quality indicator tools associated with nurse staffing outcomes. Methods: We conducted a systematic review of literature from the past 6 years,(More)
PROBLEM Hospital nurses have one of the highest work-related injury rates in the United States. Yet, approaches to improving employee safety have generally focused on attempts to modify individual behavior through enforced compliance with safety rules and mandatory participation in safety training. We examined a theoretical model that investigated the(More)