First Advisor

Alma Jackson


Rueckert-Hartman College for Health Professions

Degree Name

Doctor of Nursing Practice


Loretto Heights School of Nursing

Document Type

Thesis - Open Access

Number of Pages

72 pages


As new generations of fresh faced nursing graduates enter the workforce, they are faced with many difficult challenges. Any number of issues can influence nurses’ intent to leave especially when coupled with a difficult department such as Float Pool. This project investigated a residency program within Float Pool with the goal of decreasing staff turnover while also decreasing costs associated with high turnover, increasing employee morale, and promoting efficiency with available resources. Using foundational theories such as Social Exchange, Nursing Intellectual Capital, and Dual Satisfaction, this project investigated turnover rates and changes in nurses perceived satisfaction using the Revised Nursing Work Index. A quasi-experimental pre-post design was used and turnover rates for Float Pool and the hospital were established prior to and after completion of five cohort groups each consisting of approximately 20 participants each. Surveys were disseminated prior to implementation and at set intervals after completion of the residency program. Data was analyzed using IBM SPSS software. Preliminary data analyses indicated a slight increase in Float Pool turnover, and a decrease in overall hospital turnover. These results indicated more staff leaving Float Pool, yet remaining within the facility. Recommendations arising from this project may include using Float Pool as the hiring unit for the hospital to help nurses find their niche earlier in their career. Further research is needed to determine if hiring newer graduates into Float Pool yields higher turnover rates than hiring more experienced nurses.

Date of Award

Spring 2017

Location (Creation)

Denver, Colorado

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