The purpose of this study was to identify factors that contributed to the turnover among nursing personnel of a selected hospital in a large metropolitan city. It was felt that such a study would assist in the reduction of turnover among the nursing personnel.

Other similar studies revealed that reasons for turnover among hospital nursing personnel were due to low salaries, hours of work, work loads, communications, improper placement, poor supervision, and a lack of promotional opportunities. It was also found that the younger age group had a larger turnover rate than the older age group, that hospitals with schools of nursing, hospitals with 300 or more beds, and hospitals associated with a church were those with a higher rate of turnover. Findings also showed that the greatest number of employees terminated during their first six months at the hospital or before one year was completed.

The method of research used in this study was the descriptive-survey approach. Data were gathered from records of nursing service personnel during a two year and three month period of time extending from January 1, 1959 through March 31, 1961. Information was supplemented with interviews during the last three months of the study.

It was found that the turnover rate for the two years, 1959 and 1960, was almost 50 percent. In 1959 and 1960 graduate nurses had a mean of 5.16 and 7.25, respectively, in relation to turnover. Nurse aides had a mean just slightly higher than graduate nurses for the same two years. Licensed Vocational Nurses and orderlies each had a mean of less than 2.0 for the two years.

The greatest number of resignations for all personnel was during the summer months, June through October. The most common reason for termination was that individuals wanted to move. The second most common reason given was that they wanted other work, and those who gave no reason comprised the third largest number of resignations during 1959 and 1960. Other contributing reasons for the turnover were temporary workers who departed, marriage, salary was too low, and unsatisfactory work conditions.

The majority of resignations fell within the first six months of employment. Resignations were considerably higher among the younger age group.

During the last three months of the study, during which time interviews were conducted, there were insufficient interviews to be of real significance to the study. However, all individuals who were interviewed expressed feelings or gave added information relating to their reasons for termination. During the same three months, numbers of resignations were compared to departments and hours of work schedules. It was found that 35 nursing personnel resigned during this period and that pediatric and orthopedic units had more resignations than the other units of the hospital. One-third of those who resigned were working on a rotation schedule, and almost one-third were working the morning schedule.

It was concluded that age is a factor in predicting the amount of turnover as the younger age group had the largest number of resignations. The high rate of turnover is a factor to be considered in a lowered quality of nursing service, as brought out in other studies. It can be expected that this hospital may have a fairly high rate of turnover when considering that it is church-owned, is connected with a school of nursing, and has 300 beds. It was also concluded that the majority of resignations fall within the first six months of employment.

LLU Discipline





Graduate Studies

First Advisor

Mary Colby

Second Advisor

Bessie Wat

Third Advisor

D. O. Calkins

Degree Name

Master of Science (MS)

Degree Level


Year Degree Awarded


Date (Title Page)




Library of Congress/MESH Subject Headings

Nursing Staff, Hospital; Personnel Management



Page Count

ix; 105

Digital Format


Digital Publisher

Loma Linda University Libraries

Usage Rights

This title appears here courtesy of the author, who has granted Loma Linda University a limited, non-exclusive right to make this publication available to the public. The author retains all other copyrights.


Loma Linda University Electronic Theses and Dissertations

Collection Website



Loma Linda University. Del E. Webb Memorial Library. University Archives