Professional development, target-specific satisfaction, and older nurse retention

Purpose – Drawing from attitude-behavioral intentions correspondence and target similarity, the aim of this paper is to examine the role of target-specific satisfaction facets in the relationship between factors related to professional development and older nurses' intention to remain with their organization. Design/methodology/approach – In this longitudinal panel study, 422 hospital-employed registered nurses aged 45 to 64 completed a questionnaire (T1) and a second questionnaire (T2) a year later. Structural equation modeling was used to test the hypothesized model. Findings – Availability of training and development practices targeted to older nurses at T1 was linked to intention to remain with the organization at T2 through T1 satisfaction with professional development opportunities and T2 satisfaction with the organization as a whole. Job challenge at T1 was related to intention to remain through T1 satisfaction with the job itself and T2 satisfaction with the organization. Research limitations/implications – The occupation-specific sample may limit the generalizability of the findings. Practical implications – Organizations need to ensure that older nurses have the opportunity to upgrade their current job skills, to acquire new skills, to be adequately trained on the use of new technology, and to support professional development through release time, tuition reimbursement, and education leaves. Attention also needs to be directed towards job design and ensuring older nurses' jobs fully utilize their skills and expertise. Originality/value – The findings demonstrate that target-specific facets of satisfaction are an important underlying mechanism linking professional development factors and older nurses' intention to remain. Organizational satisfaction, an under-researched construct, played an especially prominent role in this process.