Cheryl B. Jones has a doctorate in nursing science with a minor in economics, and a master's in nursing administration. She completed a two-year appointment as Senior Health Services Researcher at the Agency for Healthcare Research and Policy (AHRQ) in the DC area. Her research interests include the nursing workforce, and she is particularly interested in the link between the health care workforce and outcomes of care. She has current work underway to estimate the costs of nursing turnover in hospitals and to model nursing labor market behaviors and employment trends.
Industry Expertise (7)
Areas of Expertise (7)
Executive Nurse Fellowship (professional)
Was named one of 20 Robert Wood Johnson Foundation (RWJF) Executive Nurse Fellows for 2013.
This initiative is a “world-class, three-year leadership development program designed to enhance nurse leaders’ effectiveness in improving the United States health care system” that was started by the RWJF in 1998.
Faculty Member of the Year (professional)
She was named Faculty Member of the Year in 2011 by UNC Hospitals Nursing Division for her role in fostering research relationships between UNC Hospitals and the SON.
University of South Carolina: Ph.D., Nursing
Media Appearances (1)
Cheryl B. Jones Awarded Grant to Study Educational Transitions in Nursing
UNC School of Nursing online
Dr. Cheryl Jones, PhD, RN, FAAN has received a grant from the National Council of State Boards of Nursing to study educational transitions in nurses’ careers.
Jones, who is an associate professor and Chair of the Health Care Environments Division at the UNC School of Nursing, will use the funds to data gathered by the North Carolina Board of Nursing on nursing licensure. The study will shed light on how the nature and timing of educational transitions shape nurses’ career paths.
Study co-investigators include research associate professor John Carlson, MS, from UNC SON and Dr. Erin Fraher, PhD, MPP, from the UNC School of Medicine.
ABSTRACT: To address nurse recruitment and retention issues, hospitals have increased the number of newly graduated nurses in their hiring pools and have simultaneously established orientation programs for those nurses. Structured orientation programs ...
ABSTRACT: Hospital nurses have one of the highest work-related injury rates in the United States. Yet, approaches to improving employee safety have generally focused on attempts to modify individual behavior through enforced compliance with safety rules and mandatory participation in safety training...
ABSTRACT: Anecdotal evidence suggests growing concerns about chief nursing officer (CNO) dissatisfaction, intent to leave, and turnover. However, little evidence documents the magnitude of the problem or whether CNO turnover requires direct action. This article reports the results from the first phase of a three-phase study examining CNO turnover and retention in U.S. hospitals. CNOs were invited to complete an online survey to gather data about their experiences with turnover and to identify CNO retention issues...
ABSTRACT: In this era of patient safety, quality indicators associated with the nursing profession have evolved from nursing-sensitive to adverse event-sensitive. This paper aims to compare and contrast available quality indicator tools associated with nurse staffing outcomes...
ABSTRACT: The effects of key factors in the nursing practice environment—management style, group cohesion, job stress, organizational job satisfaction, and professional job satisfaction—on staff nurse retention and process aspects of quality of care were examined. Hinshaw and Atwood's (1985) anticipated turnover model was modified and expanded to include relevant antecedent and outcome variables...