The magnet model: a source for nurse retention

Registered nurses (RN) are vital members of the health care team. Their clinical knowledge, skills, and engagement are essential to the promotion and health maintenance of society. However, health care organizations struggle to recruit and retain clinical nurses. With a growing population of individuals eligible for health care, it is essential to recognize nurse retention as a priority. Mounting evidence suggests that the attributes embodied within the Magnet model cultivate an optimal work environment leading to improved job satisfaction. Further, job satisfaction has been found to be a significant predictor of an employee’s intent to stay. Therefore, increasing the level of job satisfaction among nurses is one mechanism for retaining nurses. Although job satisfaction is unique to each individual, the factors known to contribute to job satisfaction such as practice environment, relationships with leadership, mentoring, and commitment, parallel with the concepts of the Magnet model, the framework for the Magnet Recognition Program. Current literature indicates that Magnet organizations have significantly lower nurse turnover rate than non-Magnet organizations. The purpose of this paper is to present the longstanding issue of recruitment and retention faced by the profession of nursing and provide evidence of the impact the Magnet model has on health care organizations, emphasizing both the advantages and potential barriers of its implementation. Implications for nursing practice that have been identified throughout the literature as being advantageous will also be discussed with the intent to assist the current leaders in health care in implementing the Magnet model as a source for nurse retention.