Factors influencing turnover in GenX nurses: Results of an Australian survey

Abstract

BackgroundThe retirement transition phase for the estimated 80,000–100,000 Australian Generation X nurses is due to begin in 2025, the year by which it is estimated that at least 110,000 nurses are required for the viability of the Australian health workforce. The need to evaluate their intention to turnover will inform part of the solution to a potential nationwide workforce crisis. ObjectivesTo evaluate the factors contributing to job satisfaction and their influence on the turnover intention of Australian Generation X nurses. DesignCross sectional, web based survey of Generation X nurses currently employed in Australian health care. Setting and participantsThe convenience sample consisted of Australian Registered Nurses (RNs) born between 1965 and 1980 employed in health facilities across Australia. MethodsA survey was distributed online between June-July 2015. Exploratory descriptive statistics were generated from survey data to identify perceived positive or negative aspects of the work environments for Generation X nurses. Correlation analysis was performed to investigate the strength and direction of the relationships between scales and subscales of the survey to turnover intention. ResultsA total of 208 participants from all states and territories of Australia completed the survey. Generation X nurses reported moderately positive perceptions of their job satisfaction and work environment, and survey measures of commitment (Affective, Continuance and Normative) revealed that nurse respondents feel moderately involved in their organisation. Empowerment scales indicated nurses were moderately empowered psychologically, but were only somewhat empowered by their work structures. Participants’ intention to turnover scores were neutral, indicating no clear positive or negative intention to leave their job in the near future. All survey scales were negatively and statistically significantly correlated with the intention to turnover (r range −0.549 to −0.404, all p<0.05). Most subscales were also significantly negatively correlated with turnover (all r −0.547 to −443, p range <0.01–0.05) with the exception of the Continuance commitment subscale, which was positively correlated with intention to turnover (r=0.474, p<0.01). Work pressure, Control and Affective commitment scales were not significantly associated with turnover intention (r 0.052–0.184, p>0.05). ConclusionsIn general, Generation X nurses were reasonably satisfied with many aspects of their work environment. However, particular features of the work place, such as opportunities for professional interactions, interpersonal relationships between colleagues and managerial support, were associated with an increased intention to turnover.