This is the second article in a 2-part series focusing on nurse turnover and its costs. Part 1 (December 2004) described nurse turnover costs within the context of human capital theory, and using human resource accounting methods, presented the updated Nursing Turnover Cost Calculation Methodology. Part 2 presents an application of this method in an acute care setting and the estimated costs of nurse turnover that were derived. Administrators and researchers can use these methods and cost information to build a business case for nurse retention.
Associate Professor and Health Care Systems Coordinator, School of Nursing, and Investigator, Southeast Regional Health Workforce Center, Cecil G. Sheps Center, The University of North Carolina at Chapel Hill.
Corresponding author: University of North Carolina at Chapel Hill, CB 7460, Chapel Hill, NC 27599 (email@example.com).