Problem: As the nursing profession enters another era of shortage, it is critical for nursing administrators to aggressively implement management interventions that retain current staff nurses. Although a considerable number of accounts declare the benefits of family responsive workplace policies (FRWP) for hospital nurses, systematic research to support the popular belief is lacking. Purpose: The purposes of this study were: a) to describe the FRWP currently experienced by hospital staff nurses, and b) to investigate the relationships among the FRWP, job satisfaction, and intent to stay. Conceptual Framework: The adapted FRWP model, including flexibility in time and place, reduced work hours and social support was used to guide the study (Glass & Riley, 1998). Design/Methodology: This was a descriptive correlational study. Data were collected using a Web-based structured questionnaire from a convenience sample of 247 hospital nurses who were accessible via the Internet. Results: Social support from supervisors (r=.43, .34, p<.001), social support from coworkers (r=.41, .35, p<.001), flexible scheduling (r=.37, .26, p<.001), and sick leave to care for a family member (r=.18, .14, p<.05) were all positively correlated with both outcome variables of job satisfaction and intent to stay, respectively. Additional analyses using hierarchical regression will examine the influence of selected moderating variables on the relationship of FRWP to job satisfaction and intent to stay. Implications: Findings indicated that nurses, who perceived their organization as being responsive to their family needs, were more satisfied and desired to stay in their current job. Nursing administrators and organizations should take steps to help nurses in managing their work and family demands, thus enhancing the retention of current experienced staff nurses.
Session #1223 - Graduate Student Poster Session
The 29th Annual MNRS Research Conference (April 1-4, 2005)