Abstract
AimsTo investigate how job demands and resources interact with each other to predict intention to leave among assistant nurses and Registered Nurses.DesignLongitudinal study.MethodsQuestionnaire data were collected yearly during three years (October 2012–December 2014) from Registered Nurses (RN) and assistant nurses (N = 840) employed in Swedish hospitals. Associations and interaction effects of demands and resources were assessed with correlation analyses and regression models.ResultsJob demands predicted assistant nurses' intentions to leave, while resources predicted RNs' intention to leave. For RNs, several resources were functional in moderating the associations between demands and intention to leave: social support, vertical trust, and humanity moderated work pace and workflow moderated emotional demands. For assistant nurses, organizational clarity and interprofessional collaboration moderated emotional demands. None of the resources had a moderating effect on the associations between quantitative demands or illegitimate tasks and intention to leave.
Highlights
The high turnover rates among nurses are one of the largest challenges for healthcare organizations to deliver service today
The results of this study indicate that job demands better predict assistant nurses' intentions to leave, whereas resources better predict Registered Nurses (RN)' intentions to leave
The study reveals that for RNs, there are several specific resources that can counteract the negative association between emotional demands respectively work pace and intention to leave
Summary
The high turnover rates among nurses are one of the largest challenges for healthcare organizations to deliver service today. Work-related reasons for nurses' intentions to leave include poor organization of work, working conditions and social work climate (Hasselhorn et al, 2005; Heinen et al, 2013). There are, indications that an increased proportion of nurses are leaving their positions in Swedish public hospitals for employments with other healthcare providers (Rudman et al, 2019). Healthcare organizations, including hospitals, might need to improve their handling of today's unwanted high turnover among nurses. To support the development of functional resources that better meet job demands for assistant nurses and RNs, exploratory analysis of interactions between specific job demands and resources was conducted in this study. | 871 includes those nurses who are considering looking for another job, that is considering leaving their current workplace
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