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AIM This paper is a report of a literature review to (1) demonstrate the predictability of organizational commitment as a variable, (2) compare organizational commitment and job satisfaction as predictor variables and (3) determine the usefulness of organizational commitment in nursing turnover research. BACKGROUND Organizational commitment is not(More)
AIM This paper is a report of a study comparing an innovative nonlinear model and a traditional linear model for accuracy in prediction of nursing turnover. BACKGROUND An international, sustained nursing shortage creates a need to target accurately the staff population at risk for turnover. Existing linear methodology is cumbersome with the number of(More)
Creating a culture of retention is one antidote to high costs of nurse turnover. However, nurse turnover behavior has proven to be largely uncertain and unpredictable. A new approach to analyzing nurse turnover attitudes and behavior is discussed. A cusp catastrophe nonlinear model of nurse turnover is presented as having usefulness for the prediction of(More)
There has been a slow, steady exodus of nurses from the acute care setting. However, magnet hospital status is closely correlated with increased retention of nursing staff. The author outlines an assessment plan for nursing staff to determine if magnet status application efforts may be successful for an organization.
A side-effect of the national debate about employer-provided benefits has been to focus attention on the cost of hiring and retaining employees. This has led to renewed interest in the issue of when a worker is an employee vs. an independent contractor. The IRS must make determinations regarding worker status. This determination process which has evolved(More)
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