Antecedents of Turnover Intention Behavior among Nurses: A Theoretical Review (original) (raw)
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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.
Turnover Intentions among Nurses in Private Hospitals: Antecedents and Mediators
Journal of Strategic Human Resource Management, 2015
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 healthca...
Journal of Business Theory and Practice, 2021
Nurse turnover has become a continuous and increasing challenging problem in the healthcare system worldwide; and this became a priority that needs to be adequately managed. As a matter of fact, nurses are care givers and represent the frontline services that hospitals deliver to their patients, so it is an indispensable necessity to retain this workforce through both job satisfaction and job motivation. Providing the nurse workforce an appropriate treatment will surely lead to retention of talent that is critical to the continuity of the healthcare organizations. This research aims to assess the impact of Human Resource Management (HRM) practices mainly in relation to job satisfaction on nurses’ turnover intention, especially that Lebanon is one of the countries where the healthcare system is suffering from nurses’ shortage. This study uses a descriptive correlational study based on a structured questionnaire administered to 100 nurses within North Lebanon Hospitals. The collected ...
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 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...
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: In modern times, most organizations encounter challenges in administering and retaining their skilled employees, as most of the organizations have rapidly grown and the competition among these organizations becomes high so as to sustain their business. Furthermore, employee's turnover intention is also a subject of constant attention for health sector as it can realize the significance regarding healthcare cost, continuity and quality of care services, stress and burnout of remaining healthcare professionals. This study aims to determine the relationships between salary, training and development, promotion opportunity and nurse's turnover intention in the public healthcare settings of Pakistan. Materials and Methods: This study was cross-sectional in nature and employed quantitative research techniques. A structured questionnaire comprising of 238 charge nurses working in different public hospitals of Punjab, Pakistan were used for the data collection procedure. Smart PLS 3.2 was used to analyze the study hypothesis. Proportionate stratified sampling technique was employed for data collection. Results: The findings of this research demonstrated that use of HRM practices (salary, training and development, promotion opportunity) have a significant impact on nurses leaving intention. The result of this study advances the literature to non-western context, like Pakistan by extending the literature on nurse's turnover intention. Conclusion: The statistical finding of this study concludes that HRM practices (salary, promotion opportunity) can reduce nurses leaving intention, whereas training and development has no significant effect upon their quitting intention in the public healthcare settings of Pakistan. The theoretical and practical contributions of this study along with the limitations and recommendations for further research are also addressed on basis of study findings.
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.
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.