Date Created

5-2026

Document Type

Dissertation

Degree Name

Doctor of Philosophy

Department

College of Natural and Health Sciences, Nursing, Nursing Student Work

First Advisor

Records, Kathryn A.

First Committee Member

Copeland, Darcy

Second Committee Member

Parker, Carlo

Third Committee Member

Anderson, Jacqueline R.

Abstract

Newly graduated nurses (NNGs) have been essential to sustaining the nursing workforce, yet up to 35.0% have left their initial positions within 2 years of licensure, contributing to persistent workforce instability (Kovner et al., 2016; Shatto & Lutz, 2017; Yu & Kang, 2016). Although factors influencing early turnover have been widely studied (Blegen et al., 2017; Fox & Abrahamsen, 2009; Kovner et al., 2016; Shatto & Lutz, 2017; Skillman & Toms, 2022; Wei et al., 2018; Yarbrough et al., 2017), less has been known about the determinants of NNGs’ intent to remain in the nursing profession. Guided by Herzberg’s Two-Factor Theory, this explanatory cross-sectional study examined associations among demographic characteristics, hygiene factors, motivational factors, job satisfaction, and NNGs’ intent to remain in nursing.

A national sample of 59 NNGs in their first 2 years of practice completed four validated instruments: the Casey-Fink New Graduate Experience Survey (Casey et al., 2004), the Job Satisfaction Survey (Sluyter & Mukherjee, 1986), the Brief Nursing Stress Scale (Sanso et al., 2021), and the Intent to Stay Scale (Melnyk et al., 2021). Because the variables were non-normally distributed, Spearman’s rho correlations were used to assess associations among the study variables.

Demographic characteristics included age, race/ethnicity, educational preparation, gender identity, and workplace setting. These characteristics showed minimal associations with intent to remain in nursing. Hygiene factors were more strongly related to intent to stay in a current job or organization than to intent to stay in the profession, supporting their role in reducing dissatisfaction rather than fostering long-term commitment. In contrast, intrinsic motivational factors, including professional growth, recognition, meaningful work, and role development, demonstrated the strongest associations with intent to remain in nursing, aligning with Herzberg’s assertion that motivational factors drive sustained occupational commitment.

These findings suggested that improving workplace conditions may reduce early job turnover, but they were insufficient to address professional attrition among NNGs. Retention strategies that cultivate intrinsic motivation, professional identity formation, and meaningful engagement in practice may be more effective at promoting long-term workforce stability. This study contributed to the nursing retention literature by empirically distinguishing job-level from profession-level intent to stay and by reinforcing the relevance of Herzberg’s Two-Factor Theory for understanding early-career nurse retention.

Abstract Format

html

Language

English

Extent

185 pages

Rights Statement

Copyright is held by the author.

Digital Origin

Born digital

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