Document Type
Poster
Original Publication Date
2026
Journal/Book/Conference Title
International Council of Nurses NP/APN Conference
Date of Submission
July 2026
Abstract
Problem
The turnover of advanced practice registered nurses (APRNs) is costly for institutions and creates gaps in care for organizations. The aims of this study are to describe the characteristics of the APRN and PA workforce in a large, integrated academic medical center and examine relationships between APRN and PA workforce characteristics and organizational outcomes.
Background
APRNs encompass a diverse group of licensed clinicians and are integral to healthcare delivery. As APRNs roles expand to support healthcare needs, turnover is costly and adversely affects patient care. The APRN role remains constrained in many healthcare institutions, contributing to burnout and job dissatisfaction. Drivers of job dissatisfaction include practice constraints, utilization, lack of leadership, physician relationships, professional opportunities, visibility, and compensation (Abraham, et al. 2021; Hartsell & Noecker, 2020, Poghosyan, et al. 2022).
Methods
A descriptive cross-sectional survey design was used to examine relationships between variables, job satisfaction and anticipated turnover. Survey tools included a demographic assessment, the Misener Job Satisfaction Survey (MJSS) and Anticipated Turnover Scale (ATS). The sample included employed APPs were recruited from a single institution via email, and the survey was administered electronically via research electronic data capture (REDCap). The project was approved by the institutional IRB.
Outcomes
Two hundred and twenty-nine surveys were completed. Reported findings include descriptive statistics on demographic characteristics and instrument totals. Correlation analyses were conducted via multivariate correlation analyzing MJSS to ATS. When mean MJSS scores are correlated to ATS, there is an inverse relationship (p < 0.0001); suggesting higher MJSS scores are related to lower scores of the ATS. Additionally, a backward, stepwise regression was performed using the MJSS and ATS scores in relationship to participant age, years of experience as an APP, recent job change and practice setting. Outpatient practice setting showed higher rates of job satisfaction in comparison to hybrid or inpatient settings (p < 0.05). The MJSS increases 0.5 points as age increases by one year (p< 0.05).
Conclusion
This study highlights the strong relationship between job satisfaction and anticipated turnover amongst APRN and PA clinicians at a large, academic medical center. Furthermore, predictive characteristics for lower rates of job satisfaction include practice setting and age of the APP. Findings from this study better describe the advanced practice workforce characteristics, drivers of job satisfaction and its relationship to anticipated turnover.
Rights
© The Author(s)
Is Part Of
VCU School of Nursing Publications