Association Between Electronic Health Record-Based Nursing Workload and Turnover: Retrospective Cohort Study

Clinical Snapshot

Key Findings

• P Value: Not explicitly reported but confidence intervals exclude null

• Effect Size: Higher medication administration burden associated with increased turnover risk (OR 2.20)

• Primary Outcome: Nurse turnover (institutional departure)

• Nnt Or Sensitivity: 19% baseline turnover rate; alert engagement protective (OR 0.48, 95% CI 0.32-0.72)

• Confidence Interval: 95% CI 1.36-3.54 for medication administration; 95% CI 0.32-0.72 for alert engagement

Clinical Application

Highly feasible as uses existing EHR audit log data without additional data collection burden Relevant to Australian hospitals using comprehensive EHR systems; could inform nursing workforce planning and retention strategies aligned with Australian nursing standards Inpatient nursing staff in medical and surgical units with comprehensive EHR systems

Abstract

BACKGROUND: Nurse turnover remains a major challenge for health systems, yet objective, scalable measures of workload that predict turnover are limited. Electronic health record (EHR) audit logs offer a potential data source to quantify nursing work patterns. OBJECTIVE: This study aimed to evaluate the association between EHR-derived measures of nursing workload and turnover among inpatient nurses. METHODS: We analyzed work-related activities of staff nurses from medical and surgical inpatient units at a large academic medical center from January 1, 2022, to December 31, 2022. Data included deidentified demographics (age, sex, years since licensure, and service group), shift characteristics (number of shifts worked, proportion of night shifts, timing, and location), and measures of work activities derived from EHR audit logs. Audit logs were used to develop measures related to nurse workload, including (1) nurse activities (information review, medication administration, alert management, navigation, documentation, and communication), (2) patient load (based on the number of unique patient charts accessed), and (3) cognitive load (based on the number of patient switches). For nurses who left, we excluded the 6 weeks immediately preceding termination (washout period) and measured workload during the preceding 6-week period; for those who remained, a random 6-week working period was selected. Associations between workload measures and turnover were assessed using mixed-effects logistic regression, adjusting for demographics and shift-related characteristics. RESULTS: Among 432 nurses (n=363, 84% female; median age 27, IQR 23-36 years), contributing 6812 shifts and approximately 13 million audit log actions, 84 (19%) left the institution in 2022. A higher proportion of medication administration actions was associated with higher odds of turnover (odds ratio [OR] 2.20, 95% CI 1.36-3.54), whereas greater alert engagement (OR 0.48, 95% CI 0.32-0.72) and more years since licensure (OR 0.57, 95% CI 0.38-0.84) were associated with lower odds of turnover. CONCLUSIONS: EHR-derived workload measures, particularly greater medication administration burden and lower alert engagement, were independently associated with the risk of nurse turnover. Patterns of EHR use may help identify nurses at higher risk of leaving an institution and can potentially inform targeted workforce retention strategies.

References

1. 1.Xia, L., Lew, D., Tessmer, L., Eiden, E., Lou, S., & Kannampallil, T. (2026). Association Between Electronic Health Record-Based Nursing Workload and Turnover: Retrospective Cohort Study. JMIR Nursing, 9(1), e89645. https://doi.org/10.2196/89645