Influencing Factors Of Turnover Intention Research Articles

Mediating effects of social support, mental health between stress overload, fatigue and turnover intention among operating theatre nurses

BackgroundThe high rate of nurses turnover and nursing staff shortage have been an ongoing concern issue and a challenge for global health systems. To explore the turnover intention among operating theatre nurses, and to test the hypothetical model for estimating the effects of stress overload and fatigue between social support, mental health and turnover intention.Designa multi-center and cross-sectional online survey.MethodsThis study was conducted from October 2020 to March 2021 comprised 1060 operating theatre nurses from 76 Chinese hospitals. The descriptive analysis, independent sample t test and one-way analysis of variance and Spearman correlation analysis were used to explore the relationships among variables by the SPSS software, and stepwise multiple linear regression analysis was utilized to identify influencing factors of turnover intention and its dimensions among operating theatre nurses. A structural equation model was analyzed by the AMOS software.ResultsSocial support, mental health, stress overload and fatigue were important predictors of turnover intention among operating theatre nurses. Besides, stress overload positively affected fatigue, mental health and turnover intention; fatigue negatively affected social support, however, fatigue positively affected mental health; social support negatively affected mental health and turnover intention; mental health positively affected turnover intention. Moreover, social support, mental health mediated between stress overload, fatigue and turnover intention among operating theatre nurses.ConclusionSocial support, mental health mediated between stress overload, fatigue and turnover intention among operating theatre nurses.

Study on the status of turnover intention and its influencing factors of 382 hemato-oncology nurses

Objective: To explore the status of turnover intention and its influencing factors of hemato-oncology nurses. Methods: From September to November 2021, the convenience sampling method was used to select 382 hemato-oncology nurses from 8 tertiary grade A general hospitals in Shandong Province. The general information questionnaire, the Chinese Nurses' Work Stressor Scale, the Psychological Capital Questionnaire and the Turnover Intention Questionnaire were used to investigate the general situation, occupational stress, psychological capital and turnover intention of the objects. The correlations between the turnover intention, occupational stress and psychological capital of the objects were analyze by Pearson correlation. And the multiple linear regression was used to analyze the influencing factors of turnover intention. A structural equation model was used to analyze the effect path of occupational stress and psychological capital on turnover intention. Results: The total turnover intention score of hemato-oncology nurses was (14.25±4.03), with the average item score of (2.38±0.67). The occupational stress score of hemato-oncology nurses was (71.57±14.43), and the psychological capital score was (91.96±15.29). The results of correlation analysis showed that the turnover intention of hemato-oncology nurses was positively correlated with occupational stress, and was negatively correlated with psychological capital (r=0.599, -0.489, P<0.001). Multiple linear regression analysis showed that married (β=-0.141), psychological capital (β=-0.156) and occupational stress (β=0.493) were the influencing factors of turnover intention of hemato-oncology nurses (P<0.05). The path analysis of structural equation model showed that the direct effect of occupational stress on turnover intention of hemato-oncology nurses was 0.522, and the intermediary effect of psychological capital on turnover intention was 0.143 (95%CI: 0.013-0.312, P<0.05), accounting for 21.5% of the total effect. Conclusion: The turnover intention of hemato-oncology nurses is at a high level, hospital and administrators should focus on the psychological state of unmarried nurses. By improving the psychological capital of nurses, to reduce occupational stress and turnover intention.

Systematic evaluation of influencing factors for Chinese rural doctors' job satisfaction and turnover intention: based on the two-factor theory.

In China, rural doctors (RDs) perform crucial health care missions. However, they have received less attention than their colleagues in urban public hospitals. In this specific group, a severe challenge occurs in sync with a high turnover rate and deficient job satisfaction. This study aims to systematically summarize and evaluate the influencing factors of job satisfaction and turnover intention among Chinese rural doctors. Seven databases, including PubMed, EMBASE, and China National Knowledge Infrastructure (CNKI), were systematically retrieved, and several experts were consulted to acquire holistic publications in this domain. A total of 20 full-text papers and 22,721 samples were included. In addition, 53 influencing factors were evaluated, of which 38 factors may play a significant role. Based on Herzberg's two-factor theory, together with China's cultural tradition and national conditions, we classified these influencing factors into sociodemographic characteristic factors (n=13), incentive factors (n=18), and health care factors (n=22). Meanwhile, we discussed and analyzed the influencing factors of turnover intention and job satisfaction in detail and put forward corresponding measures and suggestions for the government. We are confident that this research provides a holistic perspective to systematically evaluate the factors influencing the job satisfaction and intention to leave of Chinese rural doctors. Importantly, we hypothesize that the illumination of cases among Chinese rural physicians applies to other countries or regions, which has significant implications for the reformation of the medical system by governments or decision-makers worldwide.

Employee Turnover Intention at a Historically Disadvantaged South African University

This study was motivated by the desire to explore the nature and level of turnover intention at a historically disadvantaged university in South Africa. A sample of 40 participants namely: academics, support and technical staff from the selected institution were purposely identified to participate in the study. The study was mainly exploratory in nature and used quantitative and descriptive research techniques to assess and explain seven behavioural intention factors to leave or stay in the current organisation. In addition, the study investigated factors that are likely to influence employee turnover intention in organisations. Findings show high desirability of employees to leave their present job. It further indicates that the ease of movement is influenced by external factors like availability of job opportunities elsewhere. Lack of advancement opportunities, job insecurity, workload, job opportunities and inadequate salary and benefits are the most influencing factors of turnover intention. The study is significant in that it provides important information on employees’ intent to leave. In addition, knowledge gained from it can be used to enhance understanding of factors that predict actual turnover and could also assist in controlling employees’ avoidance behaviours.

Study on the relationship between job stress, job burnout and turnover intention of nurses in the operating room of a provincial top three hospital

Objective: To explore the relationship between job stress, job burnout and turnover intention of operating room nurses in a tertiary hospital in Shandong Province. Methods: From January 2016 to January 2019, the operating room nurses with an average daily operation volume of more than 200 operating rooms in a tertiary hospital in Shandong Province were selected as the research objects. The work pressure, job burnout and turnover intention of nurses were investigated with the Chinese nurses' job stressor scale, job burnout table and turnover intention table. Pearson related factors were used to analyze job stress, job burnout and turnover intention Multivariate logistic regression was used to analyze the factors influencing turnover intention. A total of 98 questionnaires were distributed and 98 questionnaires were returned, with a recovery rate of 100%. Results: The average score of job stress, job burnout and turnover intention were 85.49±5.42, 36.17±3.52 and 14.99±3.32, respectively. There were differences in the scores of work stress among different age, working years, education background and establishment groups (P<0.05) . The scores of job burnout among nurses with different working years, education background, professional title, salary and establishment were different (P< 0.05) ; the scores of turnover intention of nurses in different age, working years, professional title, salary and establishment group were different (P<0.05) ; salary, job burnout and occupational pressure were the influencing factors of turnover intention (P<0.05) . Conclusion: The operating room nurses have high work pressure and job burnout is an important factor leading to high turnover intention.

A Study on the Influencing Factors of Turnover Intention of Careworkers in the Residential Facilities for the Disabled

본 연구의 목적은 장애인거주시설 생활지도원의 이직의도 영향요인을 개인 및 조직수준에서 다차원적으로 검증하는 것으로 가설검증을 위한 이론적 틀로써 조직이론인 상황이론과 심리학 이론인 자기결정이론을 종합적으로 활용하였다. 검증을 위해 국내 장애인거주시설 50개소를 대상으로 우편설문조사를 실시하였고, 최종적으로 시설 39개소, 생활지도원 536명을 분석대상으로 하였다. 분석결과, 개인수준 요인 중 과업효능감이 생활지도원의 이직의도에 통계적으로 유의미한 효과가 나타났고, 조직수준 요인 중에는 조직규모와 사무국장의 혁신적, 목적지향적 리더십이 유의미한 효과를 보였다. 다음으로 개인 및 조직수준 간 상호작용 효과를 검증한 결과, 개인수준인 생활지도원의 과업효능감은 조직수준인 조직규모, 그리고 중간관리자의 혁신적 리더십과 통계적으로 유의미한 상호작용 효과가 나타났다. 이러한 연구결과를 토대로 장애인거주시설 생활지도원의 이직의도를 관리할 수 있는 실천적, 정책적 방안을 제언하였다.The primary goal of this study was to investigate the influencing factors of turnover intention of careworkers in the residential facilities for the disabled. A self-reported questionnaire survey was employed for the data collection. The data was collected from 536 careworkers working in 39 residential facilities for the disabled. The results showed firstly that task efficacy negatively affected on turnover intention of careworkers. Secondly, facilitiy size, education and trainning program, innovative and goal-oriented leadership of mid-level manager had an negative and positive effect on turnover intention respectively. Thirdly, as for the interaction effect between individual and organization factors, there were postive effects between task efficacy and facility size, and negative effects between task efficacy and innovative leadership of mid-level manager. Based on the results of the study, we presented theoretical and practical implications needed to manage turnover intention of careworkers in residential facilities for the disabled.

Influence of psychological empowerment on turnover intention among intensive care unit nurses

Objective To understand the status of psychological empowerment and turnover intention among intensive care unit (ICU) nurses and analyze the influence of psychological empowerment on turnover intention. Methods We selected 650 ICU nurses from five ClassⅢ Grade A hospitals in Zhengzhou City as subjects by convenience sampling. The psychological empowerment and turnover intention of ICU nurses were investigated with the general information questionnaire, Chinese version of Psychological Empowerment Scale (PES) and Turnover Intention Questionnaire. The SPSS 17.0 was used to statistical analysis. Pearson correlation was used to analyze the correlation between psychological empowerment and turnover intention of ICU nurses, and multiple linear regression was used to analyze the influencing factors of turnover intention of ICU nurses. Results A total of 650 questionnaires were sent out and 635 valid questionnaires were collected with 97.7% for the valid recovery rate. The total score of psychological empowerment and turnover intention was (44.66±7.36) and (15.03±3.40) respectively. Pearson correlation showed that psychological empowerment of ICU nurses had a negative correlation with turnover intention (r=-0.353, P<0.05) . Multiple linear regression analysis displayed that the main influencing factors of turnover intention of ICU nurses included whether to teach or not, the dimension of work meaning and work impact in PES (P<0.01) . Conclusions ICU nurses have a medium level of psychological empowerment with strong turnover intention. Nursing managers should provide targeted intervention according to the status psychological empowerment of ICU nurses to improve the level of psychological empowerment, so as to reduce the turnover intention of them. Key words: Nurses; Intensive Care Units; Psychological empowerment; Turnover intention

Study of ICU nurses' perception of the working environment and its impact on the intention of turnover

Objective To investigate the status quo of ICU nurses' working environment and its impact on their turnover intention. Methods A total of 388 nurses from 8 different intensive units in a class Ⅲ grade A in Sichuan province were surveyed by the general information questionnaire, the practice environment scale of the work index (PES-NWI) and the turnover intention sScale in September 2016. The correlation analysis and multivariate regression analysis were used to explore the effect of work environment on turnover intention. Results The average PES-NWI score was (97.38±13.89) . The domain of nursing foundations for quality of care had the highest score, whereas the score of the staffing and resource adequacy was the lowest. Different age, health condition, working years, ICU working years, working title, the numbers of night shift, and social support might affect the ICU nurses' perception of working environment. The average score of turnover intention among the participants was (14.67±3.46) . There was up to 71.4% (277/388) of nurses reported a high intention of turnover. There was a negative correlation between the nurses' perception of working environment and their turnover intention (r=-0.319, P<0.01) . Nursing work environment is one of the influencing factors of turnover intention, which can explain 10.2% of the variance. Conclusions Corresponding management strategies such as the modification of human and material resources can be adopted by decision-makers to improve the working environment, thus to minimize the likelihood of nurse turnover. Key words: Nurses; Intensive unit; Working environment; Turnover intention

The relationship between job satisfaction, work stress, work–family conflict, and turnover intention among physicians in Guangdong, China: a cross-sectional study

ObjectiveTo investigate the relationship between job satisfaction, work stress, work–family conflict and turnover intention, and explore factors associated with turnover intention, among physicians in Guangdong Province, China.MethodsFrom August to October...

임상치과위생사의 이직의도에 영향을 미치는 요인

Objectives: The objective of the study was to investigate the influencing factors of turnover intention in the clinical dental hygienists. Methods: A self-reported questionnaire was completed by 415 dental hygienists in Gyeonggi, Chungcheong, Jeolla, and Kyongsang province from October 1 to December 31, 2014. Data were analyzed using IBM SPSS statistics 19.0 with a significance level of 0.05. The study instruments included 9 questions of the general characteristics of the subjects, 7 questions of job related characteristics, 16 questions of job stress, 20 questions of job satisfaction, 10 questions of burnout, 15 questions of organizational commitment, 10 questions of happiness index, and 10 questions of turnover intention measured by Likert 5 point scale. Results: Turnover intention was significantly related with job stress, burnout, and organizational commitment. Conclusions: In order to reduce the turnover intention in the hospital workers, it is very important to manage the human resources through continuous development of the competence and performance activation program.

Correlation study on occupational cognition and turnover intention among nursing staffs in nursing home institutions in Ningbo

Objective To investigate the status of occupational cognition and turnover intention among nursing staff in nursing home institutions in Ningbo and to analyze the relationship between them. Methods A total of 224 nursing staffs, who worked in 8 nursing home institutions in Ningbo, had been selected by convenient sampling method and investigate by general information scale and occupational cognition scale, and the result was analysed by descriptive statistical analysis, single factor analysis, Spearman relatively analysis and regression analysis. Results The total score of turnover intention was (14.50±4.42), which was in a high level; the total score of occupation cognition was (109.25±15.85), which was negatively correlated to the score of turnover intention (P<0.01); each dimensions of occupation cognition was negatively correlated to turnover intention (P<0.01), among which career identity, interpersonal relationship and job satisfaction were the influencing factors of turnover intention for nursing staffs. Conclusions The occupation cognition, especially career identity, has significant influence on the turnover intention of nursing staffs in nursing home institutions. Key words: Nursing staffs in nursing home; Occupational cognition; Turnover intention

Investigatisn of turnover intention and its influencing factors among operating room nurses in first-class three-grade hospitals in Beijing

Objective To understand Operating Room (OR) nurses′ turnover intention and to explore its influencing factors. Methods OR nurses from four first-class three-grade hospitals in Beijing were surveyed with Questionnaire by chester sampling for general information, turnover intention and its influencing factors. Results The total average score of turnover intention of OR nurses was (2.69±0.57), which stayed at a high level. 16.5% of total OR nurses had low turnover intention, 60.4% of them maintained relatively high turnover intention, and 23.1% of them presented high turnover intention. The single factor analysis showed that different length of working experience, working time each day, monthly income acquired different level of turnover intention (P<0.05). Multivariate logistic regression analysis turned out that management style, family responsibilities and emotional work were the independent influencing factors of turnover intention (P<0.05). Conclusions The OR nurses′ turnover intention from four first class three grade hospitals in Beijing is high. More attention should be paid to the nurses′ characteristics in order to decrease the OR nurses′ turnover intention. Key words: Operating room; Nurse; Turnover intention; Influencing factor

병원 내 1급 응급구조사의 이직의도 영향 요인

Purpose: The purpose of the study is to investigate the influencing factors of turnover intention in hospital paramedics. The factors included the job condition, job stress, and turnover intention. Methods: The subjects were 200 paramedics in hospital. Data were analyzed using frequency, t-test or one way ANOVA, Pearson’s correlation, and multiple regression analysis with SPSS WIN 20.0 program. Results: Job stress was 3.59 points; job condition, 2.96 points; turnover intention 3.64 points. When the job stress was high, the satisfaction with job condition was very low and the turnover intention increased. When the job satisfaction was high, turnover intention decreased. factors affecting the turnover intention were annual income, turnover frequency, workload, and working department, role conflict, and personal relationship. Conclusion: It is necessary to establish the job description of paramedics and improve the working condition in the hospitals.

경로모형을 이용한 치과위생사의 이직의도 영향요인

Objectives : The objective of this study is to investigate the influencing factors of turnover intention in dental hygienists and to find the management of manpower by path analysis. Methods : The influencing factors included working environment, external factors, and job satisfaction. Data were analyzed by SPSS 18.0 and AMOS 20.0. Results : Older and married persons were satisfied with their jobs. Turnover intention was higher in the single and more experienced persons. Job satisfaction and working environment factors were closely related with each other. Conclusions : Job satisfaction and working environment factors were closely related with each other. In order to reduce turnover intention, it is very important to enhance the work performance and self-esteem toward job in the dental hygienists.

노인병원 간병인의 직무 스트레스와 소진이 이직의도에 미치는 영향

Purpose: The purpose of this study was identify the influences of occupational stress and burnout on turnover intention of caregivers in geriatric hospitals. Methods: The data were collected from 176 caregivers working at three geriatric hospitals located in Gyeonggi province. A self-reported questionnaires was used to assess the level of occupational stress, burnout and turnover intention. The data were analyzed with descriptive statistics, t-test, ANOVA and Pearson correlation coefficients and multiple regression by SPSS/WIN 18.0 program. Results: The turnover intention was positively correlated with occupational stress(r=.438, p<.01) and burnout(r=.418, p<.01). The influencing factors of turnover intention were occupational stress(<TEX>${\beta}$</TEX>=.290, p<.001), burnout(<TEX>${\beta}$</TEX>=.253, p=.001) and education level(<TEX>${\beta}$</TEX>=.182, p=.006). Conclusion: The results of this study indicate that it is necessary to develop stress management program so that caregivers in geriatric hospitals can reduce occupational stress and burnout.