Nurses’ turnover intention a comparative study between Iran and Poland (original) (raw)
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Related factors of actual turnover among nurses: a cross-sectional study
International Journal of Public Health Science (IJPHS), 2023
Turnover exacerbates the global nursing shortage; the loss of skilled and expert nurses has a negative impact on patient outcomes. The study examined the influence of job satisfaction, work environment, leadership styles, organizational commitment and work-family support on actual turnover among nurses working in the hospital of Indonesia. A cross-sectional survey was carried out in Jakarta, Indonesia. The sample in this study was nurses who leave the jobs from hospital during period of time October 2019 to October 2020. A total of 170 nurses responded to the survey. Nurses reported poor leadership style (2.84±0.82), organization commitment (2.99±0.76), as well as dissatisfaction with organization (2.76±0.80) and leadership support (2.89±0.89). Job satisfaction (p=0.007), work environment (p=0.032), leadership style (p=0.001), organizational commitment (p=0.010), and workfamily support (p=0.026) remained statistically significant affected turnover. The findings of this study emphasize the critical role of satisfaction, organizational commitment, work-family support, and leadership style in determining nurse intention to stay and provide employers with a road map for reducing turnover. Future studies may need to understand more deeper regarding the actual turnover experience and its associated factors using longitudinal or qualitative studies.
A SYSTEMATIC REVIEW: FACTORS AFFECTING TURNOVER INTENTION OF NURSE IN HOSPITAL
8th International Nursing Conference “Education, Practice And Research Development In Nursing”, 2017
Introduction: Nurse are the largest health care providers in hospitals, which amounts to 40% - 60% of all available health workers. Nurses’ turnover intention rate is among the high rates. Methods: This study was used systematic review method of 15 scientific articles from national and international journals with limitations of publication time in 2010-2016. Total research subjects were 27.674 (range 20-23076) which aims to see the factors affecting turnover intention of nurses. Data was analyzed by using univariate analysis. Most research uses literature from thesis, books, and articles from national and international journals. Instruments used in this 13 of the 15 studies have tested the validity and reliability. Results: Factors affecting turnover intention mentioned in this study wereworkrelated stress factors, satisfaction, and other factors. Factors work related stress factor were organizational policy, work, interpersonal relations, and environmental factors. Factors according to the satisfaction factor werework satisfaction and flexibility of work schedules satisfaction. Other factors were personal, spirituality, and burnout factors. Conclusion: It can be concluded that factors affecting turnover intention of nurse most commonly researched were work related stress on the organizational policy factors. Keywords: turnover intention, nurse, hospital
Background: Job security is a critical factor behind quality care delivery. However, it is still unclear whether job security is related to turnover intention among Iranian nurses. Objectives: This study aimed to determine job security and turnover intention and also factors behind turnover intention among hospital nurses who worked in Tehran, Iran. Methods: This cross-sectional study was conducted from April to November 2015 in three public and three private tertiary hospitals in Tehran, Iran. A quota sample of hospital nurses was recruited and a researcher-made questionnaire was used for data collection. The data were analyzed through the Chi-square and the independent-sample t-tests, the one-way analysis of variance, Pearson correlation analysis, and multivariate logistic regression analysis. Results: The mean score of job security was 3.10 ± 0.38 (from a possible range of 1-5). Around 22.6% of nurses reported low job security. Job security among nurses in private hospitals was significantly greater than those in public hospitals (P = 0.001). Moreover, 32.7% of nurses reported that they will leave their profession if they find another job opportunity. Factors behind nurses' turnover intention were work experience (odds ratio [OR] = 1.30; confidence interval [CI]: 1.117-2.742), organizational justice (OR = 0.516; CI: 0.522-0.785), job prospect and stability (OR = 0.533; CI: 0.299-0.948), relationships with managers and colleagues (OR = 0.401; CI: 0.409-0.927), and work environment (OR = 0.414; CI: 0.227-0.856). Conclusions: Hospital managers need to develop and adopt effective policies to promote nurses' job security and reduce their turnover intention through improving their job satisfaction and working conditions, providing fair compensations, enhancing supportive nursing management, promoting job prospect and stability, and facilitating competence-based career advancement.
2019
Aim: The purpose of this study is to examine, identify and describe the factors that influence turnover intenion of nurses in Croatia. Methods: A qualitative descriptive phenomenological study was conducted in June 2018. The participants were 20 registered and full-time working nurses who were employed in different cities of the Republic of Croatia and in different health care institutions and in different areas of work. Data obtained from interviews were analyzed and interpreted using a content analysis approach. Results: Within data analaysis, four main themes were extracted as follows: Job satisfaction, Work motivation, Psychological factors - individual and Structural factors – working enviroment. Conclusion: Recognizing nursing challenges in healthcare system and the factors which influence the intention of nurses to leave can help to development of a clear strategy and retention measures according to factors that influence their turnover intention. Keywords: job satisfaction, ...
Factors Associated with Turnover Intention Among Newly Graduated Nurses
2019
faces many challenges to retain experienced and newly graduated nurses (NGNs), similar to Western and Asian countries. The turnover rate of Saudi nurses has reached 50% (Abu Zinadah, 2006) and about 38% out of 172,483 nurses are Saudi (MOH, 2017). Turnover needs to be urgently addressed to secure the future supply of nurses for Saudi Arabia. Despite government efforts to address the workforce shortage, turnover has increased. Research shows that job stress, work environment satisfaction, preceptorship experience, and role conflict and ambiguity are key factors that contribute to turnover intention. It is important for policymakers and nurse leaders to understand the factors (personal and systems) that lead nurses to leave the workforce. The purpose of this study is to examine the association between nursing characteristics, job stress, role conflict and ambiguity, preceptorship experience, work environment satisfaction, and turnover intention among Saudi NGNs. The study featured an exploratory correlational design to survey a convenience sample of n=238 Saudi NGNs during the summer of 2018. Participants have the Saudi nationality, graduated within the past five years, with less than three years of work experience, and work in one of the hospitals in Jeddah or Makkah, Saudi Arabia affiliated with the Ministry of Health. All instruments were translated into Arabic and appropriately tested prior to conducting the study. iii Results of the study indicated that role conflict and ambiguity are strong predictors of turnover intention. Work environment satisfaction was a common predictor of turnover intention. The findings align with similar studies in other countries. Job stress and positive preceptorship experience were indirectly correlated with turnover intention. Future studies will focus on addressing role conflict and ambiguity, enhancing work environment satisfaction for NGNs, and determine optimal preceptor relationships. Research focused on other parts of Saudi Arabia as well as non-Saudi born nurses will provide further understanding of the factors associated with turnover intention among Saudi NGNs.
Journal of Nursing Management, 2020
Nurse turnover is an ongoing and pressing problem for health care systems globally (Brook et al., 2019; Halter et al., 2017). In recent years, this problem has become more acute due to the global shortage of health workers-a major challenge for health care systems worldwide (Van der Heed & Aiken, 2013). Today, we are witnessing the severe implications of this situation, in the face of the global crisis of the COVID-19 pandemic. The global trend of nurses' turnover is apparent in Israel as well. A national study carried out in 2008-2009 among 3,000 Israeli nurses chosen from the Ministry of Health Nursing Administration database revealed a hospital nurse turnover rate of 23% (Toren et al., 2012).
Journal of Management and Sustainability, 2015
Background: Turnover intention has the possibility to have destructive effects on the life of nurses, healthcare organizations and societies in general. It is considered as one of the major problems that many organizations face, because higher costs and losses could happen because of turnover intention. All over the world, nurses shortage in increase. Organizational factors such as leadership, advancement opportunities, and pay level are among the most connected to the nurses turnover intention. Purpose: The purpose of the study is to explore the relationship between organizational factors (leadership, advancement opportunities, and pay level) and turnover intention. Design: Six hundred nurses working at public hospitals in Jordan, selected randomly, using survey method. Findings: This study revealed that there is a significant relationship between leadership and pay level on turnover intention of nurses and insignificant relationship between advancement opportunities and turnover intention among nurses. Conclusions: This study showed that organizational factors (leadership quality, pay level, and career advancement) are related to turnover intention. As such this study contributes to shedding a light on the activities of human resource management such as work conditions, stress management, and development of anti-turnover policies. This study therefore contributes to turnover intention literature in the context of the Middle East, particularly the healthcare industry is largely dependent on its nurses in enhancing healthcare services for individuals and in developing the industry.
A Conceptual Model of Nurses’ Turnover Intention
International Journal of Environmental Research and Public Health
The World Health Organisation predicts a lack of 15 million health professionals by 2030. The lack of licenced professionals is a problem that keeps emerging and is carefully studied on a global level. Strategic objectives aimed at stimulating employment, improving working conditions, and keeping the nurses on board greatly depends on identifying factors that contribute to their turnover. The aim of this study was to present a conceptual model based on predictors of nurses’ turnover intention. Methods: A quantitative, non-experimental research design was used. A total of 308 registered nurses (RNs) took part in the study. The Multidimensional Work Motivation Scale (MWMS) and Practice Environment Scale of the Nursing Work Index (PES-NWI) were used. Results: The conceptual model, based on the binary regression models, relies on two direct significant predictors and four indirect significant predictors of turnover intention. The direct predictors are job satisfaction (OR = 0.23) and ab...
Open Journal of Psychiatry
Background: Nurses leaving the profession are of concern to the government. This turnover can take the form of leakage and waste of both human and financial resources for governments that spend money on training nurses. Little is known about the intention to stay or determinants of job satisfaction among nurses in the Makkah region of Saudi Arabia. Aims: The study explores the determinants of intention to stay, job satisfaction, organizational commitment and self-efficacy among nurses. Methods: A cross-sectional study was designed, with a total of 175 nurses in the period between March 2017-July 2017. Results: No statistically significant differences were identified in intention to stay, job satisfaction, organizational commitment and self-efficacy between the psychiatric and the general nurses. A significant correlation was found between nationality, education and income, and intention to stay, job satisfaction, organization commitment and self-efficacy (p < 0.05). Conclusions: The study added various determinants of nurse turnover to the existing body of knowledge, relating to the factors concerning intention to stay, job satisfaction, organizational commitment and self-efficacy amongst general and psychiatric nurses.
Factors Affecting Nurses' Turnover in Alhassa Governmental Hospitals
OJN, 2021
Nurse turnover can negatively impact delivering patient care in the health facilities which will affect the patient's health and reduce the quality of care. The MOH faces a serious challenge or high nursing staff turnover and the intention to leave the workforce. Aim: To explore one of the significant human recourse problems in the MOH and affecting the healthcare system, which is, factors affecting nurses' turnover in governmental hospitals using Alhassa governmental hospitals as a case study. Method: A quantitative research method used to explore the factors affecting nurses' turnover in the governmental hospitals in Alhassa. Result: According to the study finding, management style was a factor more likely to indicate nurses' turnover. It defines the impact of management style and works environment on nurses' and clients' systems. Individual factors were the second influence on their turnover. The balance between nurses' work and their family need was the first issue that had affected their work. Organization factors are also an influence on the nurses' turnover in Alhassa region. Conclusion: Nurses' turnover is a significant issue in a human resource in MOH. This study first applied in Alhassa region that highlighted the factors that affect nurses' turnover. Nurses' turnover is a continuous problem that occurs in the health facilities related to management method causes, personal causes or organizational causes. Management style was the most influences on nurses' turnover in this study changing or modifying management style that can intent nurses to continue their work in the hospital in Alhassa region.