Other Titles
Rapid Presentation Round
Other Titles
Factors Associated with Georgia Nurses Experiencing Low Levels of Burnout [slides]
Abstract
The COVID-19 pandemic had a tremendous impact on the nursing workforce, with reports of workforce shortages estimated at 100,000 RNs nationwide. And Georgia is a state the retention of nurses is an ongoing concern. While there is a robust literature that describes the workforce factors that contribute to nurse burnout and intention to leave and citing high rates of turnovers, little is known about the factors that contribute to nurse retention and intent to stay. The purpose of this study is to explore the characteristics of nurses reporting lower rates of burnout.
Methods: The analysis leverages data from the 2022 National Nursing Workforce Survey, which was distributed by the National Council of State Boards (NCSBN) and the National Forum of State Nursing Workforce Centers. The survey captures burnout related measures and personal and professional characteristics of the nurses in Georgia and nationally. Sampling weights will be applied to increase statistical power. Univariable and multivariable binary logistic regression models will assess the relationship between respondents’ perceptions of stress and/or burnout, intent to leave, and workplace characteristics that could potentially contribute to nurses’ intention to stay in the workforce.
Results: A total of 493 Georgia nurses completed and returned a survey for the 2022 National Nursing Workforce Survey. The data analysis is ongoing and will be completed in December 2024. Initial results suggest that nurse and work environment characteristics are associated with retention.
Conclusion: Our findings will identify factors associated with retention of nurses in Georgia, and nurses in leadership positions may use these findings to develop strategies to optimize retention. Continuing to focus attention on the workforce factors that contribute to nurse retention and intention to stay can potentially support stabilizing an already fragile workforce and enable facilities to retain their most powerful resource – nurses.
Notes
References: Auerbach, D. I., Buerhaus, P. I., Donelan, K., & Staiger, D. O. (2024). Projecting the future registered nurse workforce after the COVID-19 pandemic. JAMA Health Forum, 5(2), e235389. https://doi.org/10.1001/jamahealthforum.2023.5389
Chan, G. (2021). The impact of COVID-19 on the nursing workforce: A national overview. Online Journal of Issues in Nursing, 26(2), https://doi.org/10.3912/ojin.vol26no02man02
Falatah, R. (2021). The impact of the coronavirus disease (COVID-19) pandemic on nurses’ turnover intention: An integrative review. Nursing Reports, 11(4), 787–810. https://doi.org/10.3390/nursrep11040075
Hickling, M. T., & Barnett, S. D. (2022). Psychological impact of COVID-19 on nursing personnel: A regional online survey. Journal of Advanced Nursing, 78(9), 3025–3033. https://doi.org/10.1111/jan.15339
Kovner, C. (2022). COVID-19 and the supply and demand for registered nurses. International Nursing Review, 69(2), 118–120. https://doi.org/10.1111/inr.12759
Martin, B., Kaminski-Ozturk, N., O’Hara, C., & Smiley, R. (2023). Examining the impact of the COVID-19 pandemic on burnout and stress among U.S. nurses. Journal of Nursing Regulation, 14(1), 4–12. https://doi.org/10.1016/S2155-8256(23)00063-7
Razmpour, O. R., Martinez, M. E., Hagopian, C. O. P., & Cimiotti, J. P. (2024). Impact of COVID-19 on the Georgia nursing workforce, 2022. Georgia Nursing Workforce Center. Retrieved 2024 September 12, from https://www.nursing.emory.edu/emory-resources/impact-of-covid-19-on-the-georgia-nursing-workforce-2022
Smiley, R. A., Allgeyer, R. L., Shobo, Y., Lyons, K. C., Letourneau, R., Zhong, E., Kaminski-Ozturk, N., & Alexander, M. (2023). The 2022 National Nursing Workforce Survey. Journal of Nursing Regulation, 14(1), S1–S90. https://doi.org/10.1016/S2155-8256(23)00047-9
Sigma Membership
Non-member
Type
Presentation
Format Type
Text-based Document
Study Design/Type
Other
Research Approach
Other
Keywords:
Workforce, Stress, Coping, Staff Retention, Post-COVID
Recommended Citation
Park, Cherry, "The Retention of Nurses in the Post-COVID-19 Era" (2025). Creating Healthy Work Environments (CHWE). 135.
https://www.sigmarepository.org/chwe/2025/presentations_2025/135
Conference Name
Creating Healthy Work Environments
Conference Host
Sigma Theta Tau International
Conference Location
Phoenix, Arizona, USA
Conference Year
2025
Rights Holder
All rights reserved by the author(s) and/or publisher(s) listed in this item record unless relinquished in whole or part by a rights notation or a Creative Commons License present in this item record.
Review Type
Abstract Review Only: Reviewed by Event Host
Acquisition
Proxy-submission
The Retention of Nurses in the Post-COVID-19 Era
Phoenix, Arizona, USA
The COVID-19 pandemic had a tremendous impact on the nursing workforce, with reports of workforce shortages estimated at 100,000 RNs nationwide. And Georgia is a state the retention of nurses is an ongoing concern. While there is a robust literature that describes the workforce factors that contribute to nurse burnout and intention to leave and citing high rates of turnovers, little is known about the factors that contribute to nurse retention and intent to stay. The purpose of this study is to explore the characteristics of nurses reporting lower rates of burnout.
Methods: The analysis leverages data from the 2022 National Nursing Workforce Survey, which was distributed by the National Council of State Boards (NCSBN) and the National Forum of State Nursing Workforce Centers. The survey captures burnout related measures and personal and professional characteristics of the nurses in Georgia and nationally. Sampling weights will be applied to increase statistical power. Univariable and multivariable binary logistic regression models will assess the relationship between respondents’ perceptions of stress and/or burnout, intent to leave, and workplace characteristics that could potentially contribute to nurses’ intention to stay in the workforce.
Results: A total of 493 Georgia nurses completed and returned a survey for the 2022 National Nursing Workforce Survey. The data analysis is ongoing and will be completed in December 2024. Initial results suggest that nurse and work environment characteristics are associated with retention.
Conclusion: Our findings will identify factors associated with retention of nurses in Georgia, and nurses in leadership positions may use these findings to develop strategies to optimize retention. Continuing to focus attention on the workforce factors that contribute to nurse retention and intention to stay can potentially support stabilizing an already fragile workforce and enable facilities to retain their most powerful resource – nurses.
Description
The COVID-19 pandemic has changed the lives of people worldwide, and it has deeply shaken the stability of the health care workforce. To improve the retention of nurses in and sustainability of the workforce it is imperative to explore the workplace factors associated with intent to stay.