Nurse practitioner job preference: A discrete choice experiment

• Authors: Yin Li, Emory University; John R Howell, Brigham Young University; Jeannie Cimiotti, Emory University
• Journal Title: International Journal of Nursing Studies
• Volume: Volume 138
• Publisher: Elsevier Inc | 2023-02-01, Pages 104407-104407
• Type of Work: Article | Final Publisher PDF
• Publisher DOI: http://doi.org/10.1016/j.ijnurstu.2022.104407
• Subjects: Health Sciences, Nursing
• Keywords: Discrete choice experiment; Job preference; Nurse practitioner; Recruitment; Retention

Abstract

Background: Nurse practitioners play a critical role in improving the access to care and in meeting the needs for health care. However, prior to the COVID-19 pandemic, the average turnover rate of nurse practitioners was 10 % with associated total direct cost that ranged from $85,832 to $114,919 for each episode of turnover in the United States. Little is known about the job preference of nurse practitioners and the cost savings to an organization that provides jobs with characteristics attractive to nurse practitioners. Objective: The aim of this study was to identify the preferred job characteristics that are associated with nurse practitioners' job choices; and to determine the extent to which nurse practitioners would need to be compensated for practicing without these characteristics. Design: A two-stage design using a mixed method approach. Setting(s): The state of Georgia in the United States. Participants: 2757 nurse practitioners who were actively licensed were invited to participate. Of the 412 participants, 372 actively employed in Georgia were included in the analysis. Methods: A 2-stage discrete choice experiment was designed. Stage-1 was a qualitative design using a focus group to identify nurse practitioners' preferred job characteristics. Stage-2 was a quantitative design using survey distribution and analysis. A mixed logit model was used for ranking nurse practitioners' preferred job characteristics and the extent to which they would need to be compensated. Results: On average nurse practitioners were 47.4 years of age; the majority were female (90 %), white (75.3 %), and educated at the master's level (88.7 %). Participants did not value teams that were not very cohesive (β = − 1.50); administration that was not very responsive and supportive (β = − 1.04); being supervised by a physician (β = − 0.58); not having their own panel of patients (β = − 0.42); and not billing under their own National Provider Identifier (β = − 0.18). Participants would need an increase in annual income of USD$21,780 for practicing in a not very cohesive team; USD$15,280 for practicing with a not very responsive administration; and USD$21,450 for being supervised by a physician. Conclusions: A cohesive, responsive, and supportive working environment and being able to practice independently are important characteristics for nurse practitioners when choosing a job. Healthcare managers should provide a workplace culture that reflects these preferred job characteristics to attract and retain nurse practitioners. Policymakers should consider reforming the scope of practice legislation to promote the independent practice of nurse practitioners.