Abstract
Objective: To examine factors influencing intention to leave among female hospital nurses in a large Japanese sample, classified into four generations by age considering economic conditions. Methods: We conducted quantitative research using a cross-sectional survey with convenience sampling. Anonymous self-administered questionnaires were distributed to all nurses in 30 hospitals. To assess intention to leave, basic attributes, life conditions related to female-specific life events (i.e., having children, having family members in need of caregiving other than children), work characteristics and factors of psychosocial work environment were addressed. After classifying data into four generations based on age cohorts, we conducted multivariate logistic regression analysis using the completed data (N=5.074, mean age=36.24). Results: Regardless of generational characteristics influenced by economic conditions, effort and monetary reward were generation-common factors. Overcommitment, social support and the presence of a role model were generationcommon factors in three generations. While having children increased intention to leave in the generation born 1965-1979, having family members in need of caregiving other than children decreased the risk in the generation born in the 1980s. Conclusion: Generational countermeasures considering factors of psychosocial work environment and life conditions are needed to avert voluntary turnover among nurses.
Highlights
The shortage of nurses is a concern in many countries [1]
Regardless of the characteristics of generations influenced by different domestic economic conditions, effort and over-commitment were generation-common risk factors in intention to leave, and factors reducing intentions to leave among female hospital nurses were the importance of money reward, the presence of a role model at work, and social support
Findings revealed generation-specific factors in intention to leave among female hospital nurses
Summary
The shortage of nurses is a concern in many countries [1]. LeVasseur et al [2] stated that the registered nurse shortage has been a recurring concern for over five decades in the United States.In Japan, due to the labour-force shortage caused by an aging society, the shortage of nurses has become a critical issue. The shortage of nurses is a concern in many countries [1]. LeVasseur et al [2] stated that the registered nurse shortage has been a recurring concern for over five decades in the United States. In Japan, due to the labour-force shortage caused by an aging society, the shortage of nurses has become a critical issue. The Japanese government has estimated that about two million nursing professionals are needed to meet the demand, which will peak in 2025 when Japanese baby boomers (born in 1946–1949) will be at least 75 years old [5]. The number of employed nursing professionals increased by 0.3 million from
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