RN Perception of Resources, Communication, and Leadership during COVID-19 and the Impact on RN Satisfaction and Turnover in a Multi-hospital System

Abstract While RN retention has been a perennial challenge, COVID-19 has exacerbated the problem. The project’s purpose was to study RNs’ perception of communication, resources, and leadership during COVID-19, and the impact on RN turnover in a multi-hospital system. 3280 RNs’ engagement survey responses and turnover percentages from pre-COVID-19 (November 2019) were compared to engagement survey responses and turnover percentages 12 months later (November 2020). 90% (n = 2963) were female and 43% (n = 1396) were between the ages of 25 and 39 years. The majority of RN respondents were employed 1-9 years (59%, n = 1934). Comparing the survey results from 2019 to 2020, RNs’ perception of adequate resources declined (t (3279) = -5.09, d = -.089, p t (3279) = -6.34, d = -.111, p t (3279) = 3.89, d = -.068, p t (3279) = -5.65, d = -.099, p t (3279) = -7.04, d = -.123, p \u3c .001). RN turnover increased 5.5% in 2020 from 2019. Although the hypotheses were statistically significant, the effect size represented by Cohen’s d reflected RNs’ responses in the survey from 2019 to 2020 was less than 0.1. The continued work by nursing leaders offered a protective effect on the overall RN turnover rate. Despite multiple external forces, nursing leaders can mitigate the negative effects with focus on resources, communication, and leadership. Nursing leaders can be encouraged by these results because their actions during a crisis period have an impact