TABLE 3.

Economic (costs) impacts of nurse turnover in acute hospitals

Authors (year)	Costs per turnover	Ratio of turnover costs to salary	Total Turnover cost	Percentage for turnover cost of category
Jones (2005)	$62,100–67,100	1.2–1.3	$5.9–6.4 million	‐ Prehire, 80–86% (vacancy = 72–78% of total costs) ‐ Post‐hire, 14–20% (orientation/training = 8–9% of total costs)
Jones (2008)	$82,000–88,000	N/A	$7.9–8.5 million	‐ Prehire, 82–87% (vacancy = 70–78% of total costs) ‐ Post‐hire, 13–18% (orientation/training = 7–8% of total costs)*
Kim (2016)	8,111,163 in KRW	0.25	N/A	‐ Prehire, 9% (vacancy = 5% of total costs) ‐ Post‐hire, 91% (productivity of new hire = 88% of total costs)*
North and Hughes (2006)	N/A	N/A	57,893 in NZ$.	‐ Direct, 80% (temporary replacement costs = 70% of total cost) ‐ Indirect, 20% (orientation/training = 18% of total costs)
North et al. (2013)	23,800 in NZ$	N/A	N/A	‐ Direct, 87% (temporary cover costs = 83% of total costs) ‐ Indirect, 13% (preceptor costs = 6% of total costs)*
O'Brien‐Pallas et al. (2006)	$21,514	N/A	N/A	‐ Direct, 29% (temporary replacement = 20% of the total costs) ‐ Indirect, 71% (productivity of new hire = 45% of the total costs)*
Roche et al. (2014)	$49,225 per FTE in Australian dollars	N/A	N/A	‐ Direct, 49% (temporary replacement = 44% of the total costs) ‐ Indirect, 51% (termination = 25% of the total costs)
Ruiz et al. (2016)	R$2,759.69	3	R$314,605.62	‐ Prehire, 32% (vacancies = 30% of the total costs) ‐ Post‐hire, 68% (decreased productivity of newly hired professional = 64% of the total costs)
Waldman et al. (2004)	$23,487 (Pareto LC) –31,486 (linear LC)	N/A	$6,130,107‐$8,217,846	‐ To hire, 5–7% ‐ To train, 50–67% ‐ CoRP, 26%‐45%*

Note: CoRP, cost of reduced productivity; FTE, full‐time equivalent; KRW, South Korean Won; LC, learning curves; N/A, not applicable; NZ$, New Zealand dollars; R$, Brazilian currency.

^*Calculated by the author based on the cost of each category reported in the article.