. Author manuscript; available in PMC: 2013 Jun 1.

Published in final edited form as: Res Nurs Health. 2012 Feb 29;35(3):265–276. doi: 10.1002/nur.21467

Table 3.

Random Intercept Models for Job Satisfaction and Intent to Stay Based on the Effects of Nurses Nested in Units and Hospitals, Among Nurses in the Age < 33 and Age > 49 Cohorts

	Fixed effects coefficients

	Job satisfaction model for age < 33^a (n = 399)	Job satisfaction model for age > 49^a (n = 331)	Intent to stay model for age < 33^a (n = 399)	Intent to stay model for age > 49^a (n = 331)
Control variables
Age	−.01	−.01	.04 ^*	.01
Male	−.00	−.12	.34	.01
Hispanic	.04	.03	.13	−.35
American Indian	.21	−.51	.64	−.78
African American	.06	.22	.46	−.16
Asian	−.51		−.23
Race-other	.17	−.13	.17	−.05
Diploma	−.05	.07	−.16	.15
Associate	−.02	.00	.08	−.13
Graduate	−.06	.02	.99	.33
Diversity variables
Age diversity	−.01	.01	.03	.02
Gender diversity	.01	−.23	−.38	.28
Race/ethnicity diversity	.05	.39 ^**	−.22	.57
Education diversity	−.02	.04	−.94 ^*	−.41
Perceived value diversity	−.26 ^**	−.30 ^**	−.90 ^**	−.92 ^**
Intercept	5.00 ^**	4.72 ^**	5.09 ^**	5.5 ^**

The likelihood-ratio test comparing this model to ordinary linear regression was significant (p < .001) indicating that between-unit and between-hospital variability were significant.

p < .05.

^**

p < .01.