RT Vol XVI: Generations: Ch 3
From the Book: The Refractive Thinker® Vol XVI: Generations: Strategies for Managing Generations in the Work Force


Summary

Despite the extensive research on employee turnover, human resource (HR) professionals struggle to retain employees. In the United States, the demand for registered nurses rises by 2-3% yearly, and that by the year 2025, there will be a shortage of 500,000 registered nurses (RNs) (Yang et al., 2017). The most known cause for nursing shortage is the attrition from nurses leaving the profession. Healthcare organizations register huge financial loses because of turnover. Healthcare organizations lost an estimated $1.4 to $2.1 billion each year because of RN turnover and the need to replace nurses who quit the profession (Ruiz et al., 2016). The focus of this study was to explore the factors affecting the retention of Millennials healthcare employees in nursing homes. In this chapter of the Refractive Thinker®, the author examined the relationship between job embeddedness and Millennials healthcare employees’ intention to stay with the organization. The author also shared the finding of using a quantitative, nonexperimental, and cross-sectional research design using two instruments to collect the data from 42 Millennials employees with ages between 25 and 35 years old from a rural healthcare facility in the state of Texas. The findings from the data analysis indicated that there was a negative correlation between job embeddedness and work intent, a significant correlation between job embeddedness and intent to use discretionary effort, job embeddedness and intent to stay, fit and intent to stay, sacrifice and intent to use discretionary, sacrifice and intent to perform, sacrifice and intent to stay.
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