Intention Of Nurses Research Articles

The impact of psychological violence in the workplace on turnover intention of clinical nurses: the mediating role of job satisfaction

The impact of psychological violence in the workplace on turnover intention of clinical nurses: the mediating role of job satisfaction

PP348 Topic: AS11–Healthcare Systems/Economic Evaluation/Capacity Building/Administration/Other: NURSE RETENTION IN PEDIATRIC CRITICAL CARE: IMPACTS OVERTIME AND REDEPLOYMENT ON NURSE INTENT TO LEAVE

PP348 Topic: AS11–Healthcare Systems/Economic Evaluation/Capacity Building/Administration/Other: NURSE RETENTION IN PEDIATRIC CRITICAL CARE: IMPACTS OVERTIME AND REDEPLOYMENT ON NURSE INTENT TO LEAVE

노인요양시설 간호사의 역할기대, 역할수행, 재직의도

Objectives The purpose of this study were to investigate the role expectations, role performance, and retention intention of nurses in nursing home, analyze their correlations, and identify factors influencing role performance. Methods A structured questionnaire was administered to 116 nurses working in nursing home in Gyeonggi Province, Seoul, and Incheon. The questionnaire aimed to investigate role expectations, role performance, and retention intention. The collected data were analyzed using IBM SPSS 29.0, employing the Wilcoxon signed-rank test, partial correlation coefficients, and multiple linear regression. Results Through this study, differences were found between the subjects' role expectations and their level of role performance. Specifically, the largest difference was observed in the area of research, education, counseling, leadership, and consultation/cooperation, while the difference was minimal in the area of expert nursing practice. Discrepancies between role expectations and performance were correlated with role performance in the domains of education and counseling, research, leadership, and consultation/cooperation. It was observed that the difference between role expectations and performance, retention intention, and the level of support staff in the organization had an impact on role performance. The explanatory power of the regression analysis was 32.1% (adjusted R² = .321). Conclusions To enhance the role performance of nurses in nursing home, it is necessary to develop improvement plans for areas where there are differences between role expectations and performance. Efforts should also be made to increase retention intention among nurses and ensure an adequate level of support staff in the organization.

Are nurses and patients willing to work with service robots in healthcare? A mixed-methods study

IntroductionScholars have become increasingly interested in incorporating robots into healthcare. While there is a growing body of research examining nurses’ and patients’ attitudes towards using robots in healthcare, no prior research has specifically explored their willingness to integrate service robots within the Egyptian healthcare context.AimThe aim of this study was twofold: (a) to explore the behavioral intentions of nurses to accept robots in their workplace, and (b) to examine the willingness of patients to use service robots in healthcare settings.MethodsA mixed-methods study was conducted. Quantitative data were collected from 301 nurses using the Behavioral Intention to Accept Robots in the Workplace Scale and from 467 patients using the Service Robot Integration Willingness Scale through convenience sampling at three tertiary public hospitals in Port Said, Egypt. Qualitative data were obtained through in-depth, semi-structured interviews with 16 nurses, focusing on their perspectives and concerns regarding robot integration. Descriptive analyses were used to analyze quantitative data, and thematic analysis was used to analyze qualitative data.ResultsQuantitative results indicated a moderate level of behavioral intention to use robots among nurses. Patients demonstrated low willingness to use service robots. In the qualitative analysis of the data obtained from the interviews with nurses, three categories (Concerns about Robots, Roles and Competencies, and Potential Benefits) and eight themes (interaction and emotions, maintenance and reliability, job insecurity, role clarity, competence in critical care, trustworthiness, reducing physical strain, and specialized applications) were identified.ConclusionThe results of this study indicate that nurses’ behavioral intention to accept service robots in healthcare settings is moderate and their acceptance is influenced by various factors related to their concerns about robots, roles and competencies, and potential benefits they could gain. Patients showed a low level of willingness to use service robots in healthcare settings.ImplicationProviding targeted educational programs to nurses and patients, assuring them with the provision of robust maintenance protocols, enhancing their confidence in the capabilities of robots, and defining clear roles for robots are crucial for the successful integration of robots into healthcare settings.

Impact of Nursing Leadership Styles on the Staff Turnover Intention in Saudi Arabia: A Cross-Sectional Study.

Background and objectives The efficiency of healthcare systems and nursing care depends on appropriate leadership. The purpose of this study was todetermine the association between leadership styles of nurse managers and the staff turnover intention in Saudi Arabia. The nurses' intention to quit their jobs was considered as indicative of staff turnover intention. Methods A quantitative cross-sectional questionnaire-based study was conducted among 279 nurses, employed in three hospitals in Hafar Al-Batin City, Saudi Arabia. The questionnaire comprised three parts to determine the association between leadership styles of nurse managers and staff turnover intention, and how they related to participants' demographic variables (gender/age/education/income/marital status/experience). The first part collected demographic data, and the second part was an adapted and validated version of the multifactor leadership questionnaire (MLQ-6S) used to assess the perceived leadership styles of nurse managers, based on 21 items. The third part, comprising seven items, was used to assess nurses' turnover based on intention to quit. The second and third parts of the questionnairewere scored using a five-point Likert scale. Collected data were tabulated and analyzed using a statistical software package for descriptive and inferential statistics (t-test, one-way analysis of variance (ANOVA), and correlation), comparing dependent outcome variables against independent demographic variables. Statistical significance was assumed when p-value was less than 0.05. Results Based onleadership style scores, transactional (13.32 out of a maximum of 24; 55.48%) and transformational (26.58 out of a maximum of 48; 55.37%) leadership were the most frequently perceived leadership styles among nurse managers. Laissez-faireleadership (6.31 out of a maximum of 12; 52.57%) was the least frequently perceived style. Upon comparing perceived leadership styles of nurse managers againstdemographic variables, no significant differences were observed for transformational leadership. However, income and experience of nurses showed significant relationship with the perceived transactional and laissez-faire leadership style scores, respectively. Based onperceived "intention to quit" scores, majority of the nurses expressed uncertain intention to quit (n = 193; 69.2%) and there was a significant yet weak negative correlation between the perceived leadership styles and intention to quit. The correlation coefficient (Pearson's-r) was lowest for laissez-faire leadership (-0.258)followed by transactional (-0.295) and transformational styles of leadership (-0.348). Conclusions The present study indicated a greater degree of transactional and transformational leadership styles among nurse managers than laissez-faire leadership style. While most of the nurses mentioned an uncertain intention to quit, correlating it with the perceived leadership styles it was found that transformational leadership among nurse managers indicated greater retention of nurses within their present jobs. The present research findings underline the importance of prioritizing and fostering healthy workplace environment by the nurse managers, through inculcation of transformational leadership practices. Furthermore, focused, multi-centric studies from around the world can help understandthe leadership practices of nursing leaders and its relationship with the intention of nurses to quittheir respective roles.

The effect of career compromise on nurses’ turnover intention: the mediating role of job satisfaction

AimWe aimed to examine the relationships among nurses’ career compromise, job satisfaction, and turnover intention and the mediating role of job satisfaction in the relationship between career compromise and turnover intention.BackgroundNurses are prone to career compromise when there is a discrepancy between the reality of their job and their personal career expectations due to personal or family factors. High levels of career compromise may have a significant impact on turnover intentions through low job satisfaction, thereby affecting the stability of the nursing workforce. There is a paucity of research on the impact of nurses’ career compromise on turnover intentions.MethodThis was a cross-sectional research design of nurses in hospitals in Guangdong Province using a convenience sampling method. The Career Compromise Scale (CCS), Job Satisfaction Scale (JSS), and Turnover Intention Scale (TIS) were used. The obtained data were analyzed through descriptive statistics, Spearman’s correlation coefficient, and the mediating effect of perceived organizational support was tested through the PROCESS macro mediation model in SPSS.ResultsData from 821 nurses who met the inclusion criteria were analyzed. The total score of nurses’ turnover intention was 14.68 ± 4.32. Spearman’s correlation analysis showed that career compromise was negatively correlated with job satisfaction (r = -0.594, p < 0.01), job satisfaction was negatively correlated with turnover intention (r = -0.471, p < 0.01), and career compromise was positively correlated with turnover intention (r = 0.544, p < 0.01). The mediating effect of job satisfaction on the relationship between career compromise and turnover intention has been demonstrated. The mediating effect is significant, with a value of 0.056, representing 25.71% of the total effect.ConclusionsThe turnover intention of nurses in Guangdong Province is high. Job satisfaction mediated the relationship between career compromise and turnover intention. This study further enriches JD-R theory and COR theory and provides new perspectives for nurse managers to develop intervention strategies to stabilize the nursing workforce and reduce turnover.

The effect of inclusive leadership on turnover intention of intensive care unit nurses: the mediating role of organization-based self-esteem and interactional justice

BackgroundIntensive Care Unit nurses are related to the medical quality and life outcome of critically ill patients. In the context of nurse shortage, it is of great significance to reduce the turnover intention of Intensive Care Unit nurses. Inclusive Leadership, organizational-based self-esteem and Interactional Justice are important factors affecting the turnover intention of Intensive Care Unit nurses. However, for the special group of Intensive Care Unit nurses, there are few studies that explore the associations between these factors. This study explores the effect of inclusive leadership on the turnover intention of Intensive Care Unit nurses and the potential mediation through organizational-based self-esteem and interactional justice.MethodA cross-sectional study design was used to investigate 460 Intensive Care Unit nurses in 4 general hospitals in northern China. The scales used in this study include the inclusive leadership scale, the organization-based self-esteem scale, the interactional justice scale and the turnover intention scale. SPSS 27.0 was used for descriptive analysis and Pearson correlation analysis. AMOS 25.0 was used to construct structural equation model and Bootstrap test.ResultsThe results showed that the turnover intention of Intensive Care Unit nurses was higher (2.05 ± 0.67). Inclusive leadership had a negative predictive effect on turnover intention (β=-0.27, P < 0.001), and organizational-based self-esteem and interactional justice played a chain mediating role in the relationship between them (β=-0.051, P < 0.05).ConclusionsInclusive leadership is significantly related to the turnover intention of Intensive Care Unit nurses, and organizational-based self-esteem and interactional justice play a chain mediating role between the two. When medical institutions and nursing managers intervene to reduce the turnover intention of Intensive Care Unit nurses, they should not only focus on inclusive leadership but also consider the impact of organizational-based self-esteem and interactional justice on turnover intention, in order to develop effective talent retention strategies.

Managerial Support Matters: Predictors of Nurses’ Turnover Intentions During the COVID-19 Pandemic in The Bahamas

Amidst the prolonged COVID-19 pandemic, nurses in The Bahamas faced challenges such as exacerbation of severely limited job resources and heightened job demands. Anecdotal evidence suggested that these conditions jeopardized nurses&amp;rsquo; well-being and increased their turnover intentions. An incomplete understanding of factors influencing Bahamian nurses&amp;rsquo; turnover intentions, during periods of crises limits our ability to formulate appropriate retention strategies. The purpose of this study was to 1) examine the influence of job demands and job resources on nurses&amp;rsquo; turnover intentions, and 2) identify key predictors of turnover intentions of nurses employed in a public acute care hospital in The Bahamas during the COVID pandemic. Data were collected from regulated nurses between January and April 2022 using a cross-sectional, descriptive, survey design. Stepwise multiple linear regression analysis was used to predict relationships among turnover intentions and job demands and job resources. The study found that managerial support was a statistically significant job resource that predicted nurses&amp;rsquo; turnover intentions (B = -.25, p= 0.19). Support from immediate nursing supervisors was a key predictor of nurses&amp;rsquo; turnover intentions among Bahamian nurses. It is essential for nurse managers and other stakeholders to be aware of the importance of managerial support for reducing nurse turnover intentions, especially during crises.

The effects of clinical competence and field adaptation on the retention intention of new nurses

Purpose: The purpose of this study was to identify the effects of clinical competence and field adaptation on new nurses’ retention intention and to suggest strategies to improve their intention to stay.Methods: This study used a descriptive correlational design and was conducted from June 1 to July 20, 2023. A structured questionnaire was used, targeting new nurses with only 3 to 12 months of clinical experience. Data was collected through an online site used by nurses. The collected data were analyzed by frequency and percentage, independent t-test, ANOVA, Pearson’s correlation coefficients, and multiple linear regression. All analyses were conducted using IBM SPSS Statistics 26.0.Results: A total of 173 new nurses participated in this study. The results of multiple linear regression analysis showed that the factors influencing retention intention of new nurses were field adaptation (β=.38, &lt;i&gt;p&lt;/i&gt;&lt;.001), professional pride as a reason for retention (β=.24, &lt;i&gt;p&lt;/i&gt;=.003), and current salary of 2.5 to 3.0 million won (β=-.14, &lt;i&gt;p&lt;/i&gt;=.049).Conclusion: Hospitals and nursing education organizations need educational approaches that enhance the field adaptation and professional pride of new nurses so that they can be successfully retained in the workplace.

Factors Influencing Novice and Beginner Nurses' Intention to Report Medication Errors and Near Misses.

Novice and beginner nurses make more medical errors than senior nurses. However, there is significant underreporting of medication errors and near misses among novice and beginner nurses. To identify the factors that influence the intention of novice and beginner nurses to report medication errors and near misses. A cross-sectional exploratory study was carried out among third-year nursing students in a Quebec university (n = 143). Data was collected through a self-reported questionnaire based on the adapted Theory of Planned Behavior. Simple descriptive analyses and a series of contingency analyses were performed using Chi-2 or Fisher exact tests. Correction of multiple tests was done using Bonferroni test. All theoretical constructs were significantly associated with intention. Sociodemographic factors (age, sex, experience and education program) were also associated with intention. Further studies are needed to identify the determinants of intention to report medication errors and near misses among novice and beginner nurses. More attention is required in nursing practice and education to act on these factors, thus encouraging novice and beginner nurses to report medication errors and near misses.

Subgroups of relational job characteristics and their differences in turnover intention and subjective well-being among nurses: a latent profile analysis

ObjectiveRelational job characteristics include perceived social worth and perceived social influence. Good relational job characteristics mean that nurses have high prosocial behavior. The purpose of this study was to explore the potential profile of nurses’ relational job characteristics, influencing factors and their differences in turnover intention and subjective well-being, thus finding the most suitable clinical relationship job characteristics.MethodsA cross-sectional survey was conducted among 1013 clinical nurses using the general demographic data questionnaire, Relational Job Characteristics scale, Turnover Intention Questionnaire and Campbell index of well-being. A latent profile analysis was performed to explore relational job characteristics latent profiles. Multinomial logistic regression analysis was conducted to examine the predictors of profile membership, and a one-way analysis of variance was applied to compare the turnover intention and subjective well-being in each latent profile.ResultsFive latent profiles were identified and labeled ‘High prosocial job characteristics’ profile (20.7%), ‘Moderate prosocial job characteristics’ profile (41.7%), ‘High social worth-low social impact perceived’ profile (6.3%), ‘Low social worth‐high social impact perceived’ profile (18.8%) and ‘Low prosocial job characteristics’ profile (12.5%). Factors affecting the different types of nurse relationship job characteristics include age, marital status, hospital department, nursing years, professional title and hospital position. Among them, chief nurse, nurses with more than 20 years of nursing experience and obstetrics and gynecology nurses were more likely to be ‘high prosocial job characteristics’ profile. The turnover intention of nurses in ‘high prosocial job characteristics’ profile was significantly lower than that of other profiles, and their subjective well-being was significantly higher than that of other profiles.ConclusionImproving nurses’ perception of social worth and social impact on clinical work can improve nurses’ prosocial behavior and subjective well-being, and reduce their turnover intention. Nursing managers or policy makers can formulate targeted intervention measures according to the influencing factors of potential profiles.

미혼 간호사의 결혼의향에 미치는 영향요인

Purpose : This descriptive survey study aimed to examine the effects of marital value, family-of-origin health, and job satisfaction on marital intention among unmarried nurses. Methods : The participants were 315 unmarried nurses working in general hospitals with more than 200 beds and tertiary hospitals both located in city B and province K. Collected data were analyzed using descriptive statistics, χ² test, and independent t-test. Logistic regression analysis was performed to identify the factors influencing marital intention. Results : The marital intention rate of unmarried nurses was 70.2%. The stronger the instrumental-conservative marriage values (OR＝1.15, p＝011), the weaker the passive-exclusive marriage values (OR＝0.58, p＜.001). The higher the health of the family of origin (OR＝1.08, p＜.001) and the higher the job satisfaction (OR＝1.07, p＜.001), the more positive the marriage intention of unmarried nurses. Conclusion : To improve the positive marriage intention of unmarried nurses, it is necessary to increase the family of origin health and job satisfaction. Moreover, education is needed to improve conservative and instrumental values that recognize the importance of marriage and family. Considering negative exclusionary values, policy support will be needed to ensure that family and work are compatible.

Impacts of Ethical Dilemma, Job Stress, and Burnout on Turnover Intention of Long-term Care Hospital Nurses

Purpose: To identify factors affecting turnover intention of long-term care hospital nurses.Methods: After receiving permission from nursing managers at 10 nursing hospitals with 100 to 500 beds in three cities in South Korea, nurses who agreed to participate in this study were recruited and a survey was conducted. Final participants included 172 long-term care hospital nurses. Data collection was conducted from January 2, 2024 to April 30, 2024. Questionnaires included job stress, ethical dilemma, burnout, and turnover intention. Statistical analysis was performed using t-test, analysis of variance, Pearson’s correlation coefficient, and multiple regression analysis.Results: Ethical dilemma, job stress, burnout, and turnover intention of long-term care hospital nurses all had significant positive correlations. Age, position, job stress, and burnout were substantial in the turnover intention of long-term care hospital nurses.Conclusion: Findings of this study can be used as primary data for improving the quality of nursing in long-term care hospitals, promoting efficient human resource management, and establishing policies.

ICU nurses' practice and intention to implement early mobilization: A multi-centre cross-sectional survey.

Early mobilization (EM) is acknowledged for its safety and benefits in the recovery of critically ill patients, yet its implementation in intensive care units (ICU) remains inconsistently aligned with established guidelines. This discrepancy highlights a gap between theoretical endorsement and practical application. While barriers to EM have been extensively studied, the intentions and perceived practices of ICU nurses towards EM, especially in certain geographical regions, have not been adequately understood. The objective of this study is to assess the perceptions, actual practices and intentions of ICU nurses regarding the implementation of EM for patients in the ICU setting. A cross-sectional, multi-centre, survey-based study. The study collected data through an electronic questionnaire from 227 ICU nurses across eight hospitals in Beijing, China, concerning their experiences, practices and intentions related to EM. The survey response rate was 50% (114 of 227), indicating a moderate level of engagement by the target population. Among the surveyed participants, 68.7% (n = 156) reported having experience with EM for critically ill patients. Of these experienced nurses, 49.3% (n = 77) indicated they carried out EM less frequently than once per week, while only 29.5% (n = 46) reported dedicating more than 20 min to EM activities per patient. Only 24.2% (n = 55) of participants confirmed the presence of specific EM guidelines in their workplace. Notably, guideline adherence could be influenced by the patient's condition severity, which may affect how these protocols are applied. Notably, the approach and frequency of EM practices showed significant variation across different ICUs. A substantial majority (75%, n = 170) of participants expressed a strong intention towards implementing EM, correlating significantly with factors such as having a higher education level (bachelor's degree or higher), receiving departmental support, encountering fewer perceived barriers, and belonging to specific departments like respiratory (SICU) and surgery (RICU). The EM guidelines mentioned by participants were primarily focused on specific protocols and guidance, highlighting the emphasis on structured approaches to EM in their clinical settings. Despite the recognized experience with EM among ICU nurses, there is a notable divergence between their practices and the recommendations outlined in EM guidelines. This study underscores the need for the establishment of clear, actionable guidelines, alongside the provision of targeted educational programmes and robust support systems, to foster the consistent and effective implementation of EM in ICU settings. This study underscores the clinical relevance of EM in ICU settings, advocating for the development of precise EM guidelines to improve patient outcomes.

The Relationship of Employee Engagement, Quality of Work Life and Organizational Commitment with Turnover Intention Nurse from Unand Padang Hospital in 2023

This research was conducted with the aim of analyzing the relationship between the implementation of employee engagement, quality of work life and organizational commitment to nurses at Unand Hospital in 2023. This research was carried out at Unand Hospital throughout 2024 using a mix methods research method . This method was used. This was carried out with the aim of knowing the frequency distribution of the relationship between employee engagement, quality of work life and organizational commitment to the turnover intention of nurses at Unand Hospital and being able to explain this further through informant interviews. The research results then showed that there was a negative relationship between the employee engagement of nurses at Unand Hospital, the lower the level of turnover intention of nurses at Unand Hospital, the quality of work-life of nurses had a negative and significant effect on the turnover intention of nurses at Unand Hospital and organizational commitment had a negative and significant effect on the turnover intention of nurses at Unand Hospital. significant impact on the turnover intention of nurses at Unand Hospital. So this shows that if the implementation of employee engagement , quality of work life and organizational commitment is increasingly improved, the level of turnover intention that occurs will decrease. This was also expressed by nurses who stated their low level of turnover intention. while working at Unand Hospital due to the comfort of work, harmony with co-workers and greater career and study opportunities at Unand Hospital. So it is hoped that Unand Hospital will maintain the quality and quantity of its human resources by increasing employee engagement, quality of work life and organizational commitment so that it has an impact on the quality of service delivery to the public.

Predicting the Turnover Intention of Nurses through Their Organizational Commitment by Mediating the Compatibility of Personal and Organizational Values in the Hospitals ofAffiliated with Islamic Azad University of Medical Sciences in Tehran

Introduction: Turnover of nurses creates great problems in providing services to and the quality of care regarding patients. Organizational commitment and compatibility between personal and organizational values of nurses reduces turnover intention in nurses. The current research was conducted with the aim of investigating the relationship between organizational commitment and turnover intention, considering the mediating role of personal and organizational values. Methods: In this descriptive study, the statistical population included nurses working in the hospitals of Tehran Islamic Azad University of Medical Sciences in 2023. 250 people were selected by simple random sampling method and responded to the questionnaires of Kim et al.'s turnover intention, Allen and Meyer's organizational commitment, Scroggins' person-organization fit, and demographic questionnaires. . In order to analyze data, Pearson's correlation coefficient, bootstrap method, and Sobel's test were used in structural equation modeling with Amos software. Results: The results of path analysis showed that the direct effect of organizational commitment on personal and organizational value and turnover intention was significant, and the direct effect of personal and organizational values on turnover intention was also significant. Moreover, the indirect effect of organizational commitment on turnover intention was confirmed through the mediation of personal and organizational values. Conclusion: The findings of the current research show the mediating effect of personal and organizational values on the relationship between the turnover intention and organizational commitment. It is suggested that nursing managers try to formulate intervention strategies to improve organizational commitment and compatibility of personal and organizational values of nurses.

Psychological distress, well-being, resilience, posttraumatic growth, and turnover intention of mental health nurses during COVID-19: A cross-sectional study.

Mental health nurses (MHNs) experience a range of stressors as part of their work, which can impact their well-being and turnover intention. There is no prior evidence, however, on MHNs' mental health, well-being, resilience, and turnover intention during the COVID-19 pandemic. The aims of this online survey-based cross-sectional study, conducted during the pandemic, were to explore the psychological distress, well-being, emotional intelligence, coping self-efficacy, resilience, posttraumatic growth, sense of workplace belonging, and turnover intention of n = 144 Australian mental health registered and enrolled nurses; and explore relationships between these variables, in particular, psychological distress, well-being, and turnover intention. There was a higher percentage of MHNs with high (27.78%) and very high psychological distress (9.72%) compared to population norms as measured by the K10. Emotional intelligence behaviours were significantly lower than the population mean (GENOS-EI Short). Coping self-efficacy was mid-range (CSES-Short). Resilience was moderate overall (Brief Resilience Scale), and posttraumatic growth was mid-range (Posttraumatic Growth Inventory; PTGI). Sense of workplace belonging was moderate, and turnover intention was low. Higher levels of psychological distress were associated with higher turnover intention, and lower workplace belonging, coping self-efficacy, well-being, resilience, and emotional intelligence behaviours. Despite the levels of psychological distress, nearly half the sample (n = 71) was 'flourishing' in terms of well-being (Mental Health Continuum Short-Form). To help prevent staff distress in the post-pandemic period, organisations need to proactively offer support and professional development to strengthen staff's psychological well-being, emotional intelligence, and resilience skills. These strategies and group clinical supervision may also support lower turnover.

A cross-sectional study on turnover intention of nurses in eastern China

BackgroundThis study aimed to investigate the turnover intention among nurses in eastern China and explore the association between turnover intention and personal characteristics, family factors, and work-related factors.MethodsA total of 2504 nurses participated in a cross-sectional survey administered in 26 hospitals in Eastern China from October to November 2017. In December 2021, a survey was conducted on nurses who resigned between December 2017 and November 2021.ResultsThe turnover intention score of in-service nurses was 15 (12–17), and 43% of nurses had a high turnover intention, which was mainly due to the following reasons: age < 40 years, raising two or more children, monthly income of USD786.10-1572.20 or < USD786.10, occupation was assigned or selected according to parental wishes, ≤ 1 or ≥ 2-night shifts per week, contractual or third-party personnel agents, full-time nurses with part-time jobs, and high job stress. Among 102 retired nurses, 80.4% reported family reasons for leaving, 39.2% for work reasons, and 21.6% for other personal reasons.ConclusionNurses’ intention to leave their occupation is high in Eastern China. Age < 40 years old, > 1 child, low income, involuntary career selection, frequent night shifts, informal employment, part-time, and high job stress are significant factors associated with nurses’ willingness to leave. Government and hospital administrators should consider ways to address these factors to retain nurses in hospitals in eastern China and improve the quality of nursing services.

Work Engagement Relationship With Nurse Intention Turnover At Porsea Hospital

Work engagement can be one of many predictors of turnover intention in nurses. Turnover intention can be minimized, so that it can reduce the nurse turnover rate in a company. The purpose of this study was to determine the relationship between work engagement and nurse turnover intention. This study used a cross-sectional design with chi-square test. This research was conducted in September – December 2023, with 140 nurses as the sample. The sampling technique used in this study was stratified random sampling. Based on the results of the analysis between turnover intention and work engagement has got p-value = 0.001 (p &lt;0.05) was obtained and the results of the analysis between the characteristics of nurses and turnover intention showed has got p-value = 0.244 -0.831 (p &lt;0.05). The conclusion of this study is that there is a significant relationship between turnover intention and work engagement at Porsea Hospital and there is no relationship between nurse characteristics and the incidence of nurse turnover intention at Porsea Hospital. It is expected that the hospital management can maintain a good level of work engagement in hope it can reduce nurse turnover rates. Hospitals can facilitate various things that support work engagement, such as a good environment, adequate compensation, and feedback the work of nurses.

Adaptation and validation of the Physical Restraint-Theory of Planned Behaviour Questionnaire to the paediatric context.

Physical restraint is applied in pediatric intensive care units to carry out certain painful procedures and to ensure the maintenance and continuity of life support devices. There is a need to analyse the factors that influence the behaviour or intention to use physical restraint. To create and test psychometrically a paediatric version of the Physical Restraint-Theory of Planned Behaviour Questionnaire to assess paediatric critical care nurses' intention to use physical restraint. A psychometric study. Five medical-surgical Paeditric Intensive care Units from five hospitals in Spain. The study took place in three phases. In phase 1, the questionnaire was adapted. In phase 2, the content validity of each item was determined, and a pilot test was conducted. In phase 3, we administered the questionnaire and determined its psychometric properties. The assessment of the intention to use physical restraint was extended to all critical paediatric patients, two items were eliminated from the initial questionnaire, four new items were included, and the clinical scenarios of the intention subscale were expanded from three to six. Overall content validity index for the full instrument of 0.96 out of 1. The Paediatric Physical Restraint-Theory of Planned Behaviour Questionnaire is made up of four subscales (attitude, subjective norms (SN), perceived behavioural control (PBC), and intention) subdivided into 7 factors and 51 items. The internal consistency for the attitude subscale obtained a Cronbach's Alpha of 0.80 to 0.73, for the SN it was 0.72 to 0.89, for the PBC it was from 0.80 to 0.73 and for the intention subscale it was 0.75. The Paediatric Physical Restraint-Theory of Planned Behaviour Questionnaire is an instrument composed of seven factors and 51 items that validly and reliably assesses the intention of paediatric nurses to apply PR in PICUs. Having this instrument will help health centres move towards restraint-free care by allowing managers to assess professionals' attitudes, beliefs, and intentions around the use of PR in PICUs.