Motivation and its Influence on Staff Nurses' Intention to Quit (original) (raw)
Related papers
2016
Motivation is a major factor for retaining nurses in any organization. Motivated nurses make an organization more strong and help in running all of its processes smoothly ultimately, meeting the organizational goals within the targeted period of time. The purpose of the study: Is to assess the relationship between motivating work factors and nurses' retention. A descriptive correlational design was used; the study was conducted at Menoufia University hospital and Shebin El-Kom teaching hospital. Convenient samples of 315 nurses were recruited from Menoufia University hospital (159) and Shebin El-Kom Teaching hospital (156). Data was collected using two structured questionnaires adapted by the investigator. The first structured questionnaire was Motivational Level Questionnaire. The second structured questionnaire was Nurses' Retention Questionnaire. Results: The majority of the studied nurses reported that the desired motivating work factors ranked as the top five factors were: recognition and appreciation, salary, rewards, advancement and growth, training and development. The actual provided motivating work factors by the studied settings were arranged as the following: job characteristics, working conditions, feedback, training and development, job responsibility, leadership, goal-setting, job security, rewards, salary, advancement and growth, recognition and appreciation, & performance appraisal. The present study showed that the retention factors were salary and incentives, job contents, work environment at semi-equal percentage (40.73%, 41.1%, and 41.02% respectively), while organizational factors were only 36%. Conclusion: There was a very highly statistical significant positive correlation between total motivating work factors and total retention factors (R= 0.89).Recommendations: The results of this study should be disseminated between key persons (hospital administrators) to reduce the liability of demotivation and increase the retention rate of nurses at hospitals. Recognition and appreciation of the good work done by nurses is a key issue that should be tackled seriously by health managers in hospitals.
Applied Nursing Research, 2009
This study investigated the effects of motivation to work, job satisfaction, and sociodemographic characteristics on nurses' intention to quit. The questionnaire used was designed to focus on 23 job satisfaction items, 4 sociodemographic items, and 4 motivation to work questions. Nine hundred thirty-six completed questionnaires were used for analyses. An ordinal regression model was proposed to explore the impact of the factors on nurses' intention to quit. Two motivation to work and 8 job satisfaction items were proven to be significant predictors of nurses' intention to quit. Clinicians and clinic researchers can be guided by suggestions and insights from this study that organizational, motivation, and sociodemographic factors contribute to nurses' intention to quit.
The Relationship Between Work Motivation, Job Satisfaction, and Turnover Intention in Nurses
Babali Nursing Research
Background: Human resources are the main resource in a hospital. Nurses are the main and most important resource and the tip spearhead in every nursing service activity in the hospital. It is demanding nursing as a profession to improve intellectual abilities, abilities interpersonal, and moral so that in achieving this, the nurse requires strong motivation both from within and outside the nurse. Nurses who have good work motivation can influence the increase nurse job satisfaction so as to reduce nurse turnover intention. This study aims to analyses the relationship of work motivation to job satisfaction and turnover intention of nurses at Klungkung Hospital. Methods: This study uses a correlational research design approach cross sectional. The sample used was 139 implementing nurses with stratified random sampling technique. Results: Correlation test results show motivation to work with Job satisfaction has a strong and positive relationship (r = 0.623 and p = 0.0005), work motiva...
Push and pull factors of nurses’ intention to leave
Journal of Nursing Management
Expand knowledge about the predictive factors of nurses' intention to leave their job, and consequently to turnover Background Nurse turnover is costly and negatively influences quality of care. Understanding the association between intention to leave and modifiable features of hospital organization may inform strategies to reduce turnover. Accepted Article This article is protected by copyright. All rights reserved. Methods A cross-sectional survey of 3667 medical and surgical nurses was conducted in Italy. Measures included intention to leave; work environment; burnout; job satisfaction and missed care using the RN4CAST instruments. Descriptive, logistic regression analysis was used. Results Due to job dissatisfaction, 35.5% of the nurses intended to leave their current job, and of these, 33.1% the nursing profession. Push factors included: understaffing, emotional exhaustion, poor patient safety, performing non-nursing care, being male. Pull factors included: positive perception of quality and safety of care, performing core nursing activities. Conclusion The present study expands knowledge about the predictive factors of nurses' intention to leave their job, and consequently to turnover, which is one of today's major issues contributing to the shortage of nurses. Implications for Nursing Management Nurses' intention to leave their job is the consequence of a poor work environment, characterized by factors such as understaffing and performance of non-nursing activities.
Factors Influencing Nurses’ Intention to Leave and Intention to Stay: An Integrative Review
Home Health Care Management & Practice, 2020
Nursing retention is a critical issue for organization. High nurses’ turnover impact negatively on an organization requirement to meet patient needs and quality care. This integrative review aims to critically review and synthesize published studies to obtain better understanding of the determinants of nurse’s intention to leave or stay in the organization. Thirty-seven studies which met the inclusion criteria from different locations using a variety of instruments and research designs were identified using PRISMA guideline. Many factors including job satisfaction, organizational commitment, quality of work life, work environment, leadership style, bullying at work, family reason, and job security were identified to be associated negatively with nurse’s intention to leave and positively with intention to stay in organization. More qualitative studies are needed to understand in depth, the reasons and factors that underlie and influence turnover, intention to leave or remain in organ...
Factors affecting nurses’ work motivation level at a governmental hospital: A cross-sectional study
Journal of Nursing Education and Practice
Background and aim: Nurses are working in different healthcare organizations; each healthcare organization has different organizational resources. Therefore, factors affecting nurses’ work motivation are varied among nurses in different healthcare organizations. The aim of this study was to identify factors affecting nurses’ work motivation levels at a governmental hospital in Saudi Arabia.Methods: A cross-sectional design was used and recruited registered nurses (n = 280) who worked for at least one year of experience. The survey was distributed among registered nurses working in one governmental hospital in the Kingdom of Saudi Arabia to measure nurses' work motivation level and to identify the affecting factors.Results: This study showed that nurses' work motivation level is affected by several personal and organizational factors. A positive relationship was found between higher order need strength and shared values and nurses' work motivation (intrinsic and extrinsic...
Port Said Scientific Journal of Nursing, 2019
Background: A loss of morale leads to a lack of nurse commitment to the organization, which contributes to nurse turnover. Aim: To determine the relationship between staff morale and intention to leave. Designe: A descriptive correlational design was applied in this study. Setting: The study was conducted in all the units at Damanhour National Medical Institute. Sample: Study sample was 101 professional nurses. Tools: Two tools were used for data collection; staff morale survey and intention to leave scale. Results: The results of the present study showed that above one half of professional nurses (51.4%) had moderate level of staff morale, whereas above one third of them (30.7%) had low level of staff morale and above half of professional nurses (52.5%) had moderate level of intention to leave. Conclusion: The present study concluded that there was significant negative correlation between intention to leave and personal perception of staff morale. While, there was positive significant correlation between intention to leave and negative factors affecting staff morale. Recommendations: Therefore, it is recommended that, healthcare organization administrators should conduct frequent meetings with professional nurses who are dissatisfied from their job; discuss their problems and their needs and try to formulate plans to overcome these problems to enhance their satisfaction level which can consequently raise their morale and commitment level and decrease level of intention to leave.
The relation between nurses’ quality of work life with intention to leave their job
2017
Background & Aim: Nurses’ intention to leave their job is problematic for health system and the quality of work life is one of the important factors affecting this intention. The present study was aimed to show the nurses’ quality of work life and its components, their intention to leave the job, and the relation between nurses’ quality of work life and their intention to leave the job. Methods & Materials: This cross-sectional study was conducted on a sample of 300 nurses in teaching hospitals of Kurdistan University of Medical Sciences which were selected through census method. Walton’s quality of work life (1988) questionnaire and intention to leave questionnaire designed by Rusbelt et al (1980) were used to collect the data. SPSS 16 software, analytical and descriptive statistics, and statistical tests such as ANOVA, Tukey's HSD test, Independent T-Test and Pearson's correlation coefficient were used to analyze the data. Results: The results showed that 61% of nurses had...
Research Square (Research Square), 2020
Introduction A signi cant number of nurses is leaving the health care sector. High rates of turnovers contribute to labor shortages of nursing and adversely affect patient outputs and nursing costs. Objectives To determine the magnitude of nurses' intention to leave a job and its associated factors. Methods A cross-sectional, analytical descriptive study design among 634 nurses working in Tigray Regional State general hospitals from March 2018 to 30 June 2019 was conducted. Clustered random sample nurses completed self-administered three-item Michigan Organizational Assessment Questionnaire during data collection. Descriptive and multiple logistic regression analyses were done using SPSS version 20, 95% con dence interval and p-value < 0.05 was considered. Findings Response rate was 95.9%. Nurses were with a mean of 33.60 ± 9.71, 10.07 ± 9.54, and 2.10 ± 1.455 in years for age, work experience, and service in hospital respectively. About 56.4% were females, 95.4% Orthodox, and 56.7% were Bachelors of Science in Nursing. The magnitude of nurses' intention to leave their jobs was 43.9%. The male nurses were 1.5 times more likely (AOR = 1.565, 95% CI = 1.095-2.237) had the intention to leave. Those nurses working in medical ward were also 2 times more likely (AOR = 1.886, 95% CI = 1.113-3.193) than working in the OutPatient Department of the hospitals had the intention to leave. Conclusions Nurses in hospitals intend to leave their jobs. Gender and working in medical ward are the predictors for their intentions. Health care policymakers are recommended to develop nurses' retention strategies and establish continuing education to socialize male nurses and set economic incentive strategies to encourage male nurses to stay in hospitals ful lling their families' income to earn. Managers are recommended to make regular rotation of nurses within hospitals to minimize a possible burden in medical wards. For the quality nursing care, nursing managers should create a favorable environment in medical wards. Educators are recommended to increase the intake of the nursing students. This study did not show the cause and effect of variables. Therefore, other researchers are recommended to conducting longitudinal studies.
Exploring the Factors Influencing Nurse's Work Motivation
Iris Publishers LLC, 2018
Work motivation is a key to emerge and enhance the nurse’s satisfaction and their work performance. Accordingly, the factors that affect the work motivation among nurses became essential instruments to modify and shape the work behaviors of the nurses and its consequences. Thus, the current study aims to explore and describe the factors that are influencing the nurse’s work motivation in Jeddah, Kingdom of Saudi Arabia (KSA). Cross-sectional, descriptive exploratory design is used with 300 registered nurses who were selected by stratified proportionate random sampling technique from King Abd El Aziz governmental hospital, Jeddah, KSA. The data was collected by Motivation at Work Questionnaire (MWQ), which included five sections; four was developed by Toode et al. in 2015, and one was developed by Warr in 1979. Concerning nurses’ personal factors that affecting work motivation, a greater part of the study subjects has a significantly higher positive perception in work shared values and the recognition of their influence on work. As well, they have a high perception of intrinsic job motivation which considered a strong personal work motivator. The study subjects perceived higher order need strength and determined their work priorities carefully. Additionally, they have a high positive perception of intrinsic job characteristics. Besides, the nurses have a significantly higher level of satisfaction in all items within their job and life with a fair level of happiness. But, they also, have a high self-rated anxiety level which is negatively affected their work motivation. For organizational factors, a few percent’s of the nurses have some needs in their working condition such as a need for flexible working hours, followed by a need for changing shift with someone else. Conclusion: There are personal and organizational factors that are influencing the nurse’s work motivation in Jeddah, which should be met and considered by nursing management. Recommendations: It is very important to recognize the factors that affecting the nurse’s work motivation, to deliver a motivational plan for promoting positive factors and overcoming the negative ones. Work motivation and its factors should be integratedinto nursing curricula. In KSA; work motivation among nurses is a crucial tool to manage nurses’ shortage, retention, migration and work leave. Further Studies: It Should be Concerned Investigation of the relationship between the nurses’ work motivation and their performance. Also, assessment of hospital work incentive system in KSA. Further, development of valid and reliable tools to measure work motivation with its factors among the nurses, and replication of the study using longitudinal design