Retaining army nurses: A longitudinal model

Abstract

Abstract A longitudinal sample of active duty Army nurses working in a broad range of nursing specialties and settings was analyzed for retention behavior. A turnover model of actual retention behavior, estimated using logistic regression, included external market, personal/demographic, and work‐related variables as explanatory factors. Satisfaction with work and military life, satisfaction with location/assignment stability, race–ethnic group, and family status had significant effects on the retention of Army junior nurse‐officers.