Turnover among hospital nurses has traditionally been explained in terms of personal attributes of the nurse and extrinsic rewards such as pay and fringe benefits. However, turnover and its determinants may be viewed in the context of a structural model, operating primarily at the level of the hospital patient care unit. Four sets of organizational variables were analyzed to assess their independent and combined effects on nursing turnover rates in hospitals.
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Jeffrey A. Alexander (1988) studied this question.
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