Abstract
To analyze the factors related to the turnover of nursing professionals of a public teaching hospital. Descriptive, exploratory, retrospective study with quantitative analysis conducted with workers from a public teaching hospital. The analysis used a data collection instrument from the service, applied at the time of the voluntary resignation of the professional. 223 nursing professionals participated in the study. The factors that led to voluntary turnover were the employment bond, age and the association of both. The majority of professionals were young adults, in a high productivity phase, which increases willingness to seek challenges in the labor market and professional improvements. Turnover is multifactorial and influenced by economic, social and political aspects. Reducing inequalities in working conditions, which generate dissatisfaction, such as different employment bonds for professionals who have the same function and perform the same activities, is fundamental to reduce turnover.
Highlights
Professional turnover is defined as the movement of employees in and out an organization and the labor market
The objective of this study was to analyze the factors related to the turnover of nursing professionals in a public teaching hospital
The analysis considered data related to voluntary resignation in the various units of the hospital, which included professional category, time working in the institution, employment bond, contract by the university or by the foundation, level of education, age, gender, place of work, work shift, presence of health problem, presence of another employment bond, year of resignation and reasons for the resignation
Summary
Professional turnover is defined as the movement of employees in and out an organization and the labor market. It is quantified by the number of people entering and leaving an organization or the ratio between the number of admissions and resignations of professionals[1]. The turnover can be external, referring to the professionals who leave the organization for various reasons, or internal, which is the transfer to positions of other areas or units within the same institution[2]. The high turnover of nursing professionals is an important factor for the institutions due to the high costs involved in the resignation and admission processes, since it requires planning, selection tests, continuing education and dedication from the supervision team to the specific orientations of each area, using human, physical and material resources[4,5]
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