The retention of recalled United States Navy nurse reservists

Catherine Wilson Cox; Michael V. Relf; Rusan Chen; George A. Zangaro

doi:10.1016/j.outlook.2010.03.001

The retention of recalled United States Navy nurse reservists

Catherine Wilson Cox, Michael V. Relf, Rusan Chen, George A. Zangaro

Research output: Contribution to journal › Article › peer-review

3 Scopus citations

Abstract

The purpose of this study was to identify factors that contribute to the retention of United States Navy Nurse Corps reservists called to duty in 2003. Data were collected by questionnaires based on Price and Mueller's causal model of voluntary turnover and were analyzed via descriptive statistics, multiple regression analysis, exploratory factor analysis, and structural equation modeling. The data indicate that the model fits the data well, with job satisfaction having the strongest influence on one's intent to stay in the Reserve. The data analyses did not support the concern that a negative experience with a recall could make a reservist resign his/her commission. The results may prove useful to any nation that relies on a volunteer reserve force to augment its day-to-day nursing capabilities.

Original language	English (US)
Pages (from-to)	214-220
Number of pages	7
Journal	Nursing outlook
Volume	58
Issue number	4
DOIs	https://doi.org/10.1016/j.outlook.2010.03.001
State	Published - Jul 2010
Externally published	Yes

ASJC Scopus subject areas

General Nursing

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10.1016/j.outlook.2010.03.001

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title = "The retention of recalled United States Navy nurse reservists",

abstract = "The purpose of this study was to identify factors that contribute to the retention of United States Navy Nurse Corps reservists called to duty in 2003. Data were collected by questionnaires based on Price and Mueller's causal model of voluntary turnover and were analyzed via descriptive statistics, multiple regression analysis, exploratory factor analysis, and structural equation modeling. The data indicate that the model fits the data well, with job satisfaction having the strongest influence on one's intent to stay in the Reserve. The data analyses did not support the concern that a negative experience with a recall could make a reservist resign his/her commission. The results may prove useful to any nation that relies on a volunteer reserve force to augment its day-to-day nursing capabilities.",

author = "Cox, {Catherine Wilson} and Relf, {Michael V.} and Rusan Chen and Zangaro, {George A.}",

note = "Funding Information: This study was supported by a grant from the TriService Nursing Research Program (TSNRP) #N04-013. The views expressed in this article are those of the author and do not necessarily reflect the official policy or position of the Department of the Navy, TSNRP, Department of Defense, nor the US Government. ",

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AU - Relf, Michael V.

AU - Chen, Rusan

AU - Zangaro, George A.

N1 - Funding Information: This study was supported by a grant from the TriService Nursing Research Program (TSNRP) #N04-013. The views expressed in this article are those of the author and do not necessarily reflect the official policy or position of the Department of the Navy, TSNRP, Department of Defense, nor the US Government.

PY - 2010/7

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N2 - The purpose of this study was to identify factors that contribute to the retention of United States Navy Nurse Corps reservists called to duty in 2003. Data were collected by questionnaires based on Price and Mueller's causal model of voluntary turnover and were analyzed via descriptive statistics, multiple regression analysis, exploratory factor analysis, and structural equation modeling. The data indicate that the model fits the data well, with job satisfaction having the strongest influence on one's intent to stay in the Reserve. The data analyses did not support the concern that a negative experience with a recall could make a reservist resign his/her commission. The results may prove useful to any nation that relies on a volunteer reserve force to augment its day-to-day nursing capabilities.

AB - The purpose of this study was to identify factors that contribute to the retention of United States Navy Nurse Corps reservists called to duty in 2003. Data were collected by questionnaires based on Price and Mueller's causal model of voluntary turnover and were analyzed via descriptive statistics, multiple regression analysis, exploratory factor analysis, and structural equation modeling. The data indicate that the model fits the data well, with job satisfaction having the strongest influence on one's intent to stay in the Reserve. The data analyses did not support the concern that a negative experience with a recall could make a reservist resign his/her commission. The results may prove useful to any nation that relies on a volunteer reserve force to augment its day-to-day nursing capabilities.

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The retention of recalled United States Navy nurse reservists

Abstract

ASJC Scopus subject areas

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