Turnover Intentions among Nurses in Private Hospitals: Antecedents and Mediators (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.
African Journal of Business Management, 2012
This study examined the effect of affective, continuance, and normative commitments on the turnover intentions of nurses at Makassar private hospitals and the dominant aspect of these commitments. The cross sectional study that involved 140 data was done with generic nurses, using stratified random sampling. Data were collected by using questionnaires and analyzed with multiple regression analysis. The result showed that affective, continuance and normative commitments have a simultaneously negative significant effect on turnover intentions of the nurses at private hospitals in Makassar, Indonesia. Another outcome discovered was that affective commitment had dominant effect on the nurses' turnover intentions. However, continuance commitment had no significant effect on turnover intentions of the nurses at private hospitals in Makassar, a city in Indonesia.
Nurses and Staff Turnover Intentions in Private Hospitals
Proceedings of the 2017 International Conference on Organizational Innovation (ICOI 2017), 2017
The purpose of this study is to examine the correlation of organizational justice, supervisor-employee relationship, and job satisfaction to nurse' turnover intentions in private hospitals. A survey study with a total of 152 nurses from two hospitals. Technique of taking data using closed questionnaire. Data analysis using structural equation modeling. Organizational justice and supervisor-employee relationship have direct effect on job satisfaction, and influence nurse's intentions turnover either directly or in regard to job satisfaction. The result can be used as a basis for decision making and future planning. The result also high light the need to emphasize on organizational justice and supervisor-employee relationship to enhance nurses' job satisfaction and to brainstrom solution to improve nurse's job satisfaction, which also to reduce nurses' turnover intentions.
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 Research of Social Science, Economics, and Management/Journal Research of Social Science, Economics and Management, 2024
Turnover Intention is an interesting topic to discuss in a company because moving employees will disrupt company operations both in terms of cost and time. This study was conducted to determine the influence of nursing organizational culture and work stress on turnover intention with nurse commitment as an intervening variable in hospitals. The population in this study was employees in the hospital totaling 421 people with the number of nurses who were a population sample of 150 people. This study used quantitative methods with data collection through the distribution of questionnaires to hospital nurses. These findings provide important insights for hospitals and communities in understanding the factors that influence turnover intention.
EMPLOYEE TURNOVER AMONG NURSES - A COMPARATIVE ANALYSIS WITH RESPECT TO PUSH AND PULL FACTORS
I-manager's journal on management, 2015
This comparative study has been undertaken in Tirunelveli city, Tamilnadu with the objectives of identifying and differentiating perception of nurses working in multi-speciality hospitals and single speciality hospitals towards push and pull factors of employee turnover. The study has analyzed 24 factors in terms of push factors and 18 factors in terms of pull factors. The study has stratified the target group into nurses working in multi-speciality hospitals and nurses working in single speciality hospitals using stratified random sampling techniques. A total of 120 nurses have been sampled from both kinds of organizations using judgment sampling techniques. Both mean and standard deviation have been administered to identify and differentiate push and pull factors of employee turnover of nurses working in both kinds of organizations. The analysis has shown that the majority of the push and pull factors discussed in this study have commonly and equally been perceived by majority of the nurses working in both kinds of organization. The study has given suitable suggestions to control and prevent turnover of nurses in private hospitals.
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.
IMPACT OF NURSES TURNOVER ON ORGANIZATION PERFORMANCE
Afro Asian Journal of Social Sciences, 2013
This survey based descriptive research work has been undertaken with the objectives of analysing impact of turnover of nurses on organization performance and offering suitable suggestions to control and prevent turnover of nurses. The study has adopted both convenient and judgement sampling methods and sampled 30 administrators from 30 leading private multi speciality hospitals in Tirunelveli city, Tamilnadu, India. Primary data have been collected by a constructed questionnaire along with personal discussion. Percentage method has been administered to analyse profile of the respondents. Both Mean and Standard deviation have been employed to analyse impact of turnover of nurses on organization performance. The research has found excessive work load for remaining staff, delay in daily routine procedures (e.g. transfer of the patient to operation theatre, ICU and wards), poor patient satisfaction and complaints from patients (as newly joined staffs take long time to cope with routine procedures) are foremost impact of turnover of nurses in private hospitals. The study has given suitable suggestions to control and prevent turnover of nurses.
BMC Nursing, 2018
Background: Despite the inevitable growing rate of nurse turnover worldwide and its consequences, limited empirical data has been published in Indonesia. This study aims to describe the nurse turnover pattern at private hospitals, its causes and consequences as perceived by the hospitals' managers. Methods: A survey method was used to obtain secondary and primary data from five private general hospitals in three administrative regions in East Java, Indonesia. The data of nurse turnover and demographic characteristics were collected. Mann Whitney test and relative risk analysis was performed to explore the role of nurse characteristics on nurses' decision to leave their job. To explore the causes and consequences of nurse turnover, an online survey was conducted to twelve hospital managers. The data was then classified based on similar themes. Results: The data show that nurse turnover is between 12 and 34%. Being up to thirty years old, single, and having worked in the hospital up to three years significantly increase the risk of turnover. Personal reasons, external attractions and unsuitable working conditions are the three common nurse turnover reasons revealed by hospital managers. Hospital managers admitted that nurse turnover disturbs hospital operations, further impacting the hospital's revenue and costs. Conclusions: The nurse turnover is higher than the acceptable level which is significantly predicted by age, marital status and job tenure. Further research is needed to develop nurse retention strategy in their early years of employment, based on the nurse's point of view.
Open Journal of Psychiatry
Background: Nurses leaving the profession are of concern to the government. This turnover can take the form of leakage and waste of both human and financial resources for governments that spend money on training nurses. Little is known about the intention to stay or determinants of job satisfaction among nurses in the Makkah region of Saudi Arabia. Aims: The study explores the determinants of intention to stay, job satisfaction, organizational commitment and self-efficacy among nurses. Methods: A cross-sectional study was designed, with a total of 175 nurses in the period between March 2017-July 2017. Results: No statistically significant differences were identified in intention to stay, job satisfaction, organizational commitment and self-efficacy between the psychiatric and the general nurses. A significant correlation was found between nationality, education and income, and intention to stay, job satisfaction, organization commitment and self-efficacy (p < 0.05). Conclusions: The study added various determinants of nurse turnover to the existing body of knowledge, relating to the factors concerning intention to stay, job satisfaction, organizational commitment and self-efficacy amongst general and psychiatric nurses.