A statewide analysis of RNsʹ intention to leave their position

The magnitude of the projected nursing shortage supports retention of Registered Nurses (RNs) as an essential healthcare workforce strategy. Purpose: This paper reports an analysis of RN workforce data in one rural state, Vermont; identifies patterns within this workforce; and details predictors of intention to leave current position for reasons of career advancement, life situations, or job dissatisfaction. Method: A secondary analysis of RN relicensure surveys was done, (n= 4418; response RATE = 85%). Findings: Differences in intention to leave vary by educational attainment, hours worked per week, gender, practice role, and practice activity. Conclusion: Tackling nurse dissatisfaction in order to improve retention will require increased attention to compensation, education, and career development and flexibility, with resulting implications for state and federal policy formation.