The relation between nurses’ quality of work life with intention to leave their job (original) (raw)
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Relationship Analysis of Job Satisfaction, Job-Related Stress and Intention to Leave Among Nurses
internationalconference.com.my
Employment and retention of sufficient and well-committed nursing staff are essential for providing safe and effective health-care. It is appearing that Malaysia is facing nursing shortage and the demand for nurses has increase due to 'ageing populations'. In order to retain both old and new staff to be less likely to leave, measures to improve the work environment should be effective and visible. Therefore, this study tries to correlate between job satisfaction, jobrelated stress and intention to leave among nurses. It is expected that results will demonstrate nurses' job-related stress is positively significant and job satisfaction is negatively significantly related with intention to leave.
Journal of nursing scholarship : an official publication of Sigma Theta Tau International Honor Society of Nursing, 2017
To examine the associations among quality of work life, nurses' intention to leave the profession, and nurses leaving the profession. A prospective study design was used. Participants were 1,283 hospital nurses with a purposive sampling in Taiwan. The self-reported questionnaire consisted of three questionnaires: the Chinese version of the Quality of Nursing Work Life scale, an intention-to-leave profession questionnaire, and a demographic questionnaire. Records of nurses leaving the profession were surveyed 1 year later. Data were analyzed by descriptive statistics and inferential statistics. As many as 720 nurses (56.1%) had tendencies to leave their profession. However, only 31 nurses (2.5%) left their profession 1 year later. Nurses' intention to leave the profession mediated the relationship between the milieu of respect and autonomy, quality of work life, and nurses leaving the profession. The milieu of respect and autonomy describing the quality of work life predicts ...
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.
Factors affecting the quality of work-life of nurses: a correlational study
Journal of Research in Nursing
Background Quality of work-life is an important factor in the recruitment and retention of the nursing workforce and their work productivity. Aims This study aimed to identify factors that affect the quality of work-life of nurses. Methods In this correlational study, 239 nurses employed in a tertiary teaching hospital in Iran completed the study questionnaires, including the quality of work-life questionnaire. The associations between potential independent variables and quality of work-life were examined using multivariate regression analysis. Results Participants were mostly women (80.33%) and within the age range of 30–45 years (71.54%). Working in other hospitals, having a second job and health information-seeking behaviours were significant predictors of quality of work-life, explaining 28.68% of the total variance in quality of work-life of nurses. Conclusions Improving working standards may prevent nurses from working extra hours or in different occupations. This, along with ...
Quality of Work Life Among Nurses: A case study from Ad Dakhiliyah Governorate, Oman
Sultan Qaboos University Medical Journal, 2020
Quality of work life (QWL) is an important indicator of job-related satisfaction among nurses; however, there is little information regarding the QWL of nurses in Oman. Therefore, this study aimed to explore factors affecting QWL among nurses working in governmental health institutions in Ad Dakhiliyah Governorate, Oman. This descriptive cross-sectional study was conducted between September and November 2018 at 29 governmental health institutions in Ad Dakhiliyah Governorate. A total of 374 nurses employed at these institutions were recruited via stratified random sampling. A demographic questionnaire incorporating Brooks' Quality of Nursing Work scale was used to collect data. A total of 345 nurses participated in the study (response rate: 92.2%). The mean age was 33.3 ± 5.1 years and the majority were female (90.7%), married (88.7%), of Omani nationality (70.1%) and had a diploma degree (70.7%). Overall, the nurses demonstrated moderate levels of QWL (mean total score: 179.99 ...
Factors Influencing Nurses` Intention to Leave Their Job in Benghazi Medical Center
2021
Aims: This study was conducted to identify factors that influence nurses' intention to leave their job in Benghazi Medical Center (BMC), Libya. It was focused on the intrinsic and extrinsic factors of Herzberg's theory that could affect the intention to leave the job. Based on the evidence in this field, there is an inverse relationship between job satisfaction and the intention to leave the job. Methods: A descriptive cross-sectional study was carried out. A nonprobability sampling technique was used. In total, 68 questionnaires were distributed and all of them were returned. SPSS was used to analyze the collected data. Results. About 30(44.1%) of nurses had an intention to leave their job. Females were more likely to leave their job than males. Additionally, there were significant relations between (gender and years of experience) and the intention to leave the job. Moreover, workload, recognition, and the monthly payment had a significant relationship with the intention t...
Quality of Work Life Among Nurses
Sultan Qaboos University Medical Journal [SQUMJ]
Objectives: Quality of work life (QWL) is an important indicator of job-related satisfaction among nurses; however, there is little information regarding the QWL of nurses in Oman. Therefore, this study aimed to explore factors affecting QWL among nurses working in governmental health institutions in Ad Dakhiliyah Governorate, Oman. Methods: This descriptive cross-sectional study was conducted between September and November 2018 at 29 governmental health institutions in Ad Dakhiliyah Governorate. A total of 374 nurses employed at these institutions were recruited via stratified random sampling. A demographic questionnaire incorporating Brooks’ Quality of Nursing Work scale was used to collect data. Results: A total of 345 nurses participated in the study (response rate: 92.2%). The mean age was 33.3 ± 5.1 years and the majority were female (90.7%), married (88.7%), of Omani nationality (70.1%) and had a diploma degree (70.7%). Overall, the nurses demonstrated moderate levels of QWL ...
Quality of work life and factors associated with it among nurses in public hospitals, Iran
Journal of the Egyptian Public Health Association
Background There is an acute shortage of nurses worldwide including Iran. Quality of work life is important for nurses as it affects the safety and quality of care provided for patients as well as organizational factors. The aim of this study was to describe the status of quality of work life and to explore its predictors among nurses in Iran. Methods A cross-sectional study was conducted on 2391 nurses in 85 Iranian public hospitals, selected through the convenience sampling. Data were collected using demographic information and the quality of work life questionnaires. Results The mean score for total quality of work life was 2.58, indicating a low level of self-reported quality of work life, with 69.3% of nurses dissatisfied with their work life. The major influencing factors were inadequate and unfair payment, lack of solving staff problems by organization and poor management support, job insecurity, high job stress, unfair promotion policies, and inadequate involvement in the de...
https://www.ijrrjournal.com/IJRR\_Vol.8\_Issue.1\_Jan2021/IJRR-Abstract02.html, 2021
Indonesia is a country with a very high rate of moving to work. A survey by Tower and Watson in 2013 shows that the level of voluntary attrition rate in Indonesia is 20.35%. Comparing to developing countries, however, it is fast in the Asia Pacific which is only 12.39%, and globally it is only 8.24%. The core research aims to determine the Analysis of the Relationship between Job Satisfaction and Job Stress and Turnover Intention of Nurses at Type B Private Hospital in Medan City in 2020. This papers described is a quantitative study with a cross-sectional design. The cross-sectional research design is where all influencing variables (independent variables) and affected variables (dependent variables) are measured and observed at the same time. Statistically, it shows that the value of 0.176 df = 1 with a significance value of 0.05 where X2 counts <X2 table means that Ha is rejected and Ho is accepted, meaning that there is no relationship between job satisfaction and the desire to move jobs (Turnover Intention). the value of 250,000 df = 1 with a significance value of 0.05 where X2 count> X2 table means that Ha is accepted and Ho is rejected, meaning that there is a relationship between job stress and the desire to move jobs (Turnover Intention). It is hoped that the hospital will form a special meeting for nurses as a forum to accommodate nurses' aspirations to increase the sense of involvement of nurse employees which has an impact on decreasing the desire to move jobs.
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.