Date Available


Year of Publication


Degree Name

Doctor of Nursing Practice

Committee Chair

Dr. Karen Butler

Clinical Mentor

Dr. Karen Stefaniak

Committee Member

Dr. Marc Woods



Background: Nurse executives want to build and retain teams capable of delivering high quality care. However, registered nurse (RN) turnover continues to jeopardize this goal. RN satisfaction has been associated with reduced turnover in the nursing field. Adequate staffing levels are linked to better patient outcomes, and employee recognition is a key factor in RN retention.

Purpose: The purpose of this study was to evaluate the effectiveness of utilizing an existing recognition tool for RNs at an inpatient state psychiatric hospital in the southeastern United States to determine level of job satisfaction, level of job loyalty, level of engagement, and resilience. Specifically, this study sought to determine if increased usage of recognition had a positive effect on employee satisfaction, loyalty, engagement and resiliency.

Methodology: A quasi-experimental pre and post-test design was used. Participant perceptions related to employee satisfaction and recognition were obtained prior to and after implementation of the intervention. Eligible RNs were sent a voluntary anonymous survey through Qualtrics to measure employee perception of satisfaction, loyalty, engagement and resilience. Additional data were collected through monitored usage of the STAR recognition program to determine if there was increased usage during study period.

Results: A total of 23 respondents completed the pre-survey and 27 completed the post survey, of the 98 eligible participants. In the domain of job satisfaction, scores did increase after the intervention, although this increase was not statistically significant. Scores in job loyalty, resilience, and perceived amounts of recognition decreased. Levels of engagement remained the same prior to and after the intervention. The study did show a significant increase in the awareness of a potential link between recognition from peers and leadership and resilience.

Discussion: Levels of job satisfaction, loyalty, engagement and resilience were high before the educational intervention was viewed, which might have impacted the level of change in perceptions in the post survey.

Conclusion: The sample size of this survey was limited, which impacted potential findings. However, this study does indicate that, although levels of satisfaction, job loyalty, engagement and resilience were already high, further interventions and education regarding recognition has the potential to improve RNs’ perception and knowledge of those domains. Further research with a larger sample size is recommended to build upon the results of this study.