Missed Nursing Care: The Impact on Intention to Leave and Turnover

Abstract

The purpose of the study was to examine the relationship between missed nursing care, nurse turnover, and intention to leave. A cross-sectional study using the MISSCARE Survey was conducted. The sample comprised 110 patient-care units in 10 acute-care hospitals. Staffing data, turnover rates, and unit-level Case Mix Index were collected from the participating hospitals. Higher percentages of females on the unit were associated with lower turnover rates (ß = -.235, p = .010). Units with higher rates of missed care (ß = .302, p < .0001) and absenteeism (ß = .247, p = .034) had more staff with intention to leave. Units with nursing staff who worked overtime (ß =-.283, p = .001) and who were over 35 years of age (ß = -.270, p = .050) were less likely to have staff with intention to leave. By minimizing missed nursing care, organizations may be able to improve satisfaction and reduce intention to leave (and subsequent turnover).