Nurses' job dissatisfaction and turnover intention: Methodological myths and an alternative approach (original) (raw)
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International Journal of Nursing Studies, 2007
Background: The United Kingdom (UK), alongside other industrialised countries, is experiencing a shortage of nurses partly due to low retention rates. Job satisfaction has been highlighted as a contributing factor to intent to leave and turnover, yet this is a complex area with many elements affecting its measurement. Aim: The aim of this paper is to explore the impact of job satisfaction components on intent to leave and turnover for hospital-based nurses in order to identify the most influential factors. Methods: To achieve this, a systematic search of the literature was undertaken to identify relevant international research. Three databases (i.e. BNI, CINAHL and PsychInfo) were utilised, resulting in nine articles that met the inclusion criteria. Four recurrent themes were identified in the literature: leadership, educational attainment, pay and stress.
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...
Journal of Nursing Scholarship
Globally, acute care nurses have high levels of burnout and report high intention to leave their organization (Elbarazi, Loney, Yousef, & Elias, 2017; Van Bogaert, Timmermans, et al., 2014). Burnout has been associated with lower ratings of nurse-reported quality of patient care (Van Bogaert, Kowalski, Weeks, van Heusden, & Clarke, 2013), increasing absenteeism, and turnover intention (Sasso et al., 2019). Thus, identification of factors influencing nurses' burnout and turnover intention is critical for enhancing the quality of patient care. Burnout among nurses and turnover intention seem to be driven by both individual and work-related factors. Evidence has shown that nurses are more likely to leave their job if they are male or if they hold a higher education degree (Delobelle et al., 2011). However, the evidence regarding the relationship between the level of education and nurse turnover intention is inconsistent. For example, Labrague, McEnoroe-Petitte, et al. (2018) found that nurses with a master's degree reported lower turnover intention than nurses with a
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.
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, ...
Relationships among healthy work environments, nurse retention and nurses' job satisfaction
2013
Retention of nurses in the workplace is a primary focus of health care systems worldwide. When one nurse leaves a position in an acute care hospital, replacement costs range from 40,000−40,000-40,000−82,000 (Twibell et al., 2012). Research has suggested that nurses' job satisfaction and work environments may influence nurse retention. However, research has not yet clarified the relationships among healthy work environments, nurses' job satisfaction, and nurses' job retention in diverse geographic areas. The aim of this study was to explore the relationships among healthy work environments, nurses' job satisfaction, and nurses' job retention. The framework for the correlational study was based on structural contingency theory (Baernholdt & Mark, 2009). The convenience sample consisted of 300 registered nurses who worked in one of 20 hospitals in a midwestern health care system. Instrumentation included the Healthy Work Environment Assessment tool (American Association of Critical Care Nurses, 2010) and an organizational job satisfaction scale (Hinshaw & Atwood, 1984). Nurse retention was calculated from job turnover rates. Results will illuminate factors that may be related to nurse retention and provide guidance for nursing leaders who aim to improve retention, enhance nurses' job satisfaction, and support healthy work environments.
Organizational climate and nurses’ turnover intention: a mixed method study
Revista Brasileira de Enfermagem
Objectives: to describe the organizational climate perceived by nurses of a hospital linked to the Brazilian Hospital Services Company and the reasons for the turnover intention. Methods: mixed, concomitant triangulation type. Qualitative data were analyzed according to the discourse of the collective subject, in addition to quantitative data analysis, descriptive analysis, Pearson correlation, and multiple linear regression. Data collection was carried through a semi-structured interview with 116 nurses. Results: the study presented the speeches in five categories: Leadership and organization support; Reward; Physical comfort; Control/pressure; and Cohesion among colleagues. It showed that, with increased Reward factor, there is a decrease in turnover intention; and, with decreased Physical comfort, there is an increase in turnover intention. Conclusions: there is a dichotomy in the organizational climate perceived by nurses, and personal reasons mainly justify the turnover intenti...
Journal of Advanced Nursing
Aim: To assess turnover intention among experienced nurses and explore the effects of work environment, job characteristics and work engagement on turnover intention. Background: The nursing shortage is an urgent concern in China. A high turnover rate of experienced nurses could have serious effects on the quality of care, costs and the efficiency of hospitals. It is crucial to explore the predictors of turnover intention and develop strategies tailored to experienced nurses. Design: A descriptive, cross-sectional survey design. Methods: A total of 778 experienced nurses from seven hospitals was surveyed on their work engagement, job characteristics, work environment and turnover intention in March-May 2017. Structural equation modelling was used to test a theoretical model and the hypotheses. Results: The results showed that 35.9% of experienced nurses had high-level turnover intention. The final model explained 50% of the variance in experienced nurses' turnover intention and demonstrated that: (1) work environment was positively associated with higher work engagement and lower turnover intention and work engagement partially mediated the relationship between work environment and turnover intention; and (2) job characteristics were positively related to higher work engagement and lower turnover intention and work engagement fully mediated the relationship between job characteristics and turnover intention. Conclusions: The study confirms the intrinsic and extrinsic motivators on work engagement posited by job demands-resources model. Theory-driven strategies to improve work environment, enhance job characteristics and promote wok engagement are needed to address the nursing shortage and high turnover intention among experienced nurses.
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.