Retention Rates and the Associated Risk Factors of Turnover among Newly Hired Nurses at South Korean Hospitals: A Retrospective Cohort Study

This retrospective cohort study analyzed the turnover rate and the risk factors of turnover among newly hired nurses at tertiary and secondary hospitals in South Korea. Using National Health Insurance Service data, this study created a cohort of 21,050 newly hired nurses across 304 hospitals in 2018...

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Bibliographic Details
Published inInternational journal of environmental research and public health Vol. 18; no. 19; p. 10013
Main Authors Kim, Yunmi, Kim, Hyun-Young
Format Journal Article
LanguageEnglish
Published Basel MDPI AG 23.09.2021
MDPI
Subjects
Chi-square test
Cohort analysis
Coronaviruses
COVID-19
Employment
Hospitals
Medical personnel
Nurses
Patient safety
Rank tests
Risk analysis
Risk factors
Statistical tests
Turnover rate
South Korea
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Summary:This retrospective cohort study analyzed the turnover rate and the risk factors of turnover among newly hired nurses at tertiary and secondary hospitals in South Korea. Using National Health Insurance Service data, this study created a cohort of 21,050 newly hired nurses across 304 hospitals in 2018, with a follow-up period of 18 months. Retention and turnover risk factors were analyzed at 6-month intervals. Differences in retention period according to hospitals’ organizational characteristics and nurses’ individual characteristics were analyzed using the chi-squared test. The likelihood of staying at work was analyzed using Kaplan–Meier survival curves with the log-rank test, and the hazard ratios of turnover at each retention period were analyzed using multilevel Cox proportional hazards analysis. The turnover rate of newly hired nurses within 1 year of employment was 26.4%, with 20.1% resigning within 6 months, and 6.3% resigning between 7 and 12 months. For all retention periods, turnover risk was associated with a higher bed-to-nurse ratio and older age. Higher standardized monthly income was associated with lower turnover between 13 and 18 months. Hospitals should develop nurse-retention strategies that consider risk factors for turnover. To reduce turnover, adequate nursing personnel should be maintained and fair compensation should be offered.
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ISSN:1660-4601
1661-7827
1660-4601
DOI:10.3390/ijerph181910013