What Nurses Want: The Nurse Incentives Project

K. Lynn Wieck, PhD, RN, FAAN; Jean Dols, PhD, RN; Sally Northam, PhD, RN

Nurs Econ. 2009;27(3):169-177, 201.

Introduction

Although nurse job satisfaction has been linked to retention, a gap remains in identifying specific factors which can be managed or changed to improve satisfaction and reduce turnover. Knowing that nurse satisfaction is related to physician interactions, policies, or autonomy provides very broad areas of interest with few specific actions that can lead to immediate improvement. Policies are by definition generally applicable to all without making any distinction for generational preferences or needs. Benefits are one of the few variables which can be adjusted for each generation or even each person. A generational analysis of staff nurses in relation to their happiness with their financial and non-financial benefits is presented. Benefits as incentives or disincentives are related to job satisfaction, perceived stress, and intent to stay on their current jobs. The purpose of the Nurse Incentives Project was to determine satisfaction with current employment incentives and potential managerial actions which might decrease or delay turnover by registered nurses.

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