Hospital Nurses' Job Security and Turnover Intention and Factors Contributing to Their Turnover Intention: A Cross-Sectional Study (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.
Journal of Professional Nursing, 2002
This study investigated the relationships among turnover intentions, professional commitment, and job satisfaction of registered nurses. A structured, selfadministered questionnaire, including the Professional Commitment Scale, job satisfaction, turnover intentions, and demographic data, was distributed to 2,550 registered nurses. A total of 2,197 subjects completed the questionnaires with an 86.2 per cent response rate. All of the subjects were women. The mean age was 28.56 years. Seventy-two per cent of respondents had graduated with an associate's degree and 59 per cent were unmarried. There was a positive correlation between job satisfaction and professional commitment, intention to leave the organization, and between intention to leave the profession. The negative correlation was significant between professional commitment and turnover intentions, and between job satisfaction and turnover intentions. The discriminant analysis showed that 38.4 per cent of job satisfaction was correctly classified in predicting intention to leave the organization, and 30.5 per cent in predicting the intention to leave the profession. Thirty per cent of professional commitment was correctly classified in predicting intention to leave the organization, and 39.7 per cent in predicting the intention to leave the profession. The study suggests that there were different moderators that affect different turnover intentions of staff nurses. (Index words: Turnover intention; Job satisfaction; Professional commitment; Hospital nurses)
Proceedings of the 4th International Symposium on Health Research (ISHR 2019), 2020
One of the health workers needed to provide health services is a nurse. "X" Hospital is a private hospital in Bali which has a nurses turnover rate exceeding the standard limit in the last 5 years, reaching 20.61% per year thereby reducing the quality of nursing services and overall quality of the hospital. This research is a cross sectional study that aims to determine nurse turnover intentions and explore the relationship between the five dimensions of job satisfaction and nurse turnover intentions. Data were analyzed by univariate, bivariate and multivariate methods. The results of this study were 55.79% of nurses had turnover intentions and 57% of nurses agreed that they would look for another job next year if the conditions at the hospital were increasingly not to their liking. Turnover intentions are related to salary satisfaction (AOR: 2.00, 95% CI: 1.25-3.18) and promotion satisfaction (AOR: 2.03; 95% CI: 1.40-2.94). The conclusion of this study is that most nurses have the intention to move, so hospital management needs to re-evaluate the salary and incentive system. Promotion needs to be given fairly and equitably, as well as creating training and education programs to improve the career path of nurses.
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
Turnover Intentions among Nurses in Private Hospitals: Antecedents and Mediators.pdf
Private hospitals in India are preferred by people inspite of their higher cost, a reason for its preference is quality of care. Quality care is delivered by health-workers among whom nurses form a major group. Organizational turnover is high among nurses, to frame a proper retention policy their turnover intentions need to be understood. Studies in several countries indicate there are several antecedents and mediators of turnover intentions. India is culturally different from those countries, hence keeping in view the cultural variation the present study was made to analyze the influence of different factors on turnover intentions of nurses. The study found organizational support, nursing role stress, and core self-evaluation play a significant role in predicting turnover intentions and affective commitment mediates their relationship. The study also found that turnover intentions of nurses from Kerala (India) differ from those of other Indian states. This study shall help healthcare administrators to devise appropriate retention policy for nurses. Limitations of this research, academic and managerial implications are also discussed.
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...
Nurses’ turnover intention a comparative study between Iran and Poland.
2020
Background: Turnover rates among nurses are much higher than in other professions. This poses a challenge for health managers in all countries. The purpose of this study was to investigate the factors affecting nurses' turnover and the differences in this area between Iran and Poland. Material and Methods: In this descriptive cross-sectional study, the population consisted of nurses working in state-owned hospitals in Poland (N = 165) and in Iran (N = 200). Data were collected using the Turnover Intention Scale, the Job Satisfaction Scale, the Work-Family Conflict Scale and the Workplace Support Scale. Use was made of the AMOS 24 and SPSS 22 software for data analysis. Results: The results showed that the predicted factors of nurses' turnover intention in Poland and Iran were different. Workplace support and job satisfaction can reduce turnover intention among Polish nurses while the work-family conflict influences nurses' turnover intention in Iran. Conclusions: Providing a flexible work plan in Iranian hospitals and enhancing teamwork and improving the spirit of cooperation in Polish hospitals could reduce nurses' turnover intention in these 2 countries. Med Pr. 2020;71(4):413-20
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.
International Journal of Nursing Practice, 2013
Aim: The purpose of this paper is to examine the impact of demographic variables, organizational commitment levels, perception of health, and quality of work on turnover intentions. Methods: A self-reported cross-sectional survey design was used to collect data from Jordanian registered nurses who were working between June 2011 and November 2011. Results: the findings showed strong effects of the quality of work, perception of health, and normative organizational commitments on turnover intentions. Conclusion: This study sheds the light on the important work outcomes in healthcare organizations. Increasing nursing quality of work and normative organizational commitment are good strategies for reducing turnover intentions.