Intention Of Nurses Research Articles

Role of organizational commitments in mediating the effect of work motivation and job satisfaction towards turnover intention on nurses private hospital

This study aims to determine the role of organizational commitment in mediating the effect of work motivation and job satisfaction on turnover intention of nurses at private hospitals in South Kuta. The number of samples used was 82 nurses using saturated sampling technique or census methods and collecting data using a questionnaire that uses a Likert scale. The data analysis technique was performed using Structural Equation Modeling (SEM) with the Partial Least Square (PLS) approach, and the VAF test to test the role of mediation. The results show that there is a negative and significant influence of organizational commitment, work motivation and job satisfaction on turnover intention. There is a positive and significant effect of job satisfaction and work motivation on organizational commitment, as well as the role of organizational commitment as a partial mediator between work motivation and job satisfaction on turnover intention which has a negative and significant effect. The findings in this study imply that companies are required to pay more attention to appropriate compensation and to reward employees who are loyal to the company and pay attention to the working conditions of their employees so that employees will remain in the company.

The Impact of Preceptorship Program on Turnover Intention of Fresh Graduate Nurses in Hospital

Introduction: The transition period in the first year of nursing career is a difficult time for new nurses to adapt. The transition process for a new nurse is known as the Duchscher's transition shock model. Almost all hospitals worldwide have experienced difficulties with regards to the ability of new nurses to adapt to profession. The Preceptorship is a program designed to help new nurses adapt during the transition. This study aims primarily at exploring the impacts of the program to the turnover intention of fresh graduate nurses working in hospital.
 Methods: For this major purpose, a qualitative research with particular reference to phenomenology design was applied. Accordingly, this research applied in-depth interviews with active participation of 13 key informants. The informants are fresh graduate nurses employed in two private hospitals in Jakarta.
 Results: The results of thematic and cross-case analysis with N Vivo v.12 indicate four themes: preceptorship process, experiences in transition, problem arising during transition period and preceptorship program in helping nurse.
 Conclusion: It is found that nurses aged 22 years old and 7 months of working experience are the most likely to resign. The experience of new nurses undergoing to transition period affects 48% of their desire to leave work. This study recommends conducting further research on what kind of work environment is ideal for facilitating adaptation for new nurses.

Validating Factors That Influence Student Nurse Intention Regarding Perioperative Nursing.

Failure to effectively recruit Newly Graduated Nurses (NGN) to perioperative nursing in the face of an anticipated nursing shortage will adversely impact patient outcomes. Development of interventions that address the recruitment problem is hampered by lack of a comprehensive understanding of factors that influence Student Nurse Intention (SNI) regarding perioperative nursing. This descriptive quantitative study aims to test a Theory of Planned Behavior (TPB) questionnaire and validate factors that influence SNI. Quantitative sequence of exploratory sequential design. Item analysis, and principal component analysis of data are completed. The instrument demonstrated satisfactory psychometrics. Immediate exposure or immersion, affirmation by nurse managers, and availability of positions were the most influential attitudinal, normative, and control beliefs respectively. Generational values have some influence on intention to choose perioperative nursing. A TPB questionnaire is useful for measuring factors that influence SNI.

Intimate partner violence screening intention instrument for Thai nursing students: A principal component analysis.

Identifying factors related to intimate partner violence (IPV) screening intentions of future nurses is critical, but no studies specific to this research area exist in Thailand; nor does any validated instrument currently exist to systematically evaluate Thai nursing students' IPV training or measure their readiness to address IPV. The purpose of this study was to develop the Intimate Partner Violence Screening Intention, Nursing Students (IPVSI-NS) for Thai nursing students and identify components explaining their intentions to screen for intimate partner violence (IPV). We designed a Thai-language, culturally appropriate 36-item instrument based on the theory of planned behavior (TPB), which describes intentions as the precursors of actual behaviour. We then conducted an anonymous cross-sectional online survey of female senior Thai nursing students (N=594). Principal component analysis with varimax methods was used to examine the component structure of the instrument. The internal consistency reliability and convergent construct validity were evaluated. See Supporting File S1. A six-component structure was evident which explained 59.56% of variance and identified: attitudes (advantages and disadvantages of screening), subjective norms (support from important people, and opinions of important people and policy) and perceived behavioural control (training experience, teamwork, facility resources and screening barriers). The IPVSI-NS, based on the TPB, provides a psychometrically sound, reliable and valid tool for Thai nursing educators and researchers to advance nursing education, practice and research regarding IPV. Provides support for the components of the TPB (attitude, subjective norm and perceived behavioural control) as an excellent fit to predict intention of IPV screening for future clinical nurses. Implications for future research and educational practice are discussed.

Nursing turnover intentions: The role of leader emotional intelligence and team culture.

To explore the influence of leader emotional intelligence on the working culture prevailing in teams that ultimately impacts nurses' intent to leave the job. Global shortages of nursing professionals have been concerning issues of extreme vitality in the delivery of superior services. Though the state-of-the-art system provides relief, the hospital management continued worrying about losing highly skilled nursing professionals due to a higher level of emotional exhaustion exhibiting progressive turnover. A survey technique was employed for data collection from nurses. Further data were analysed by structural equation modelling in the light of 313 substantial responses by using SmartPLS. The findings revealed that leader emotional intelligence impulses critical constructive effects by fulfilling the needs of nurses and has an impact on their turnover intentions simultaneously. The research provides an empirical lens of leadership and culture, which noticeably explain turnover intention. This study affirmed solid connections amongst the leader emotional intelligence, team culture and turnover intentions. The study provides valuable insight for health management organisations to focus on factors that decrease the turnover intention of nurses. Considering a global shortage of nurses, nursing management must consider crucial aspects of the work environment and plan interventions to restrain nursing turnover intentions.

Intention of nurses to accept coronavirus disease 2019 vaccination and change of intention to accept seasonal influenza vaccination during the coronavirus disease 2019 pandemic: A cross-sectional survey

BackgroundMaintaining health of healthcare workers with vaccination is a major component of pandemic preparedness and acceptance of vaccinations is essential to its success. This study aimed to examine impact of the coronavirus disease 2019 (COVID-19) pandemic on change of influenza vaccination acceptance and identify factors associated with acceptance of potential COVID-19 vaccination. MethodA cross-sectional self-administered anonymous questionnaire survey was conducted among nurses in Hong Kong, China during 26 February and 31 March 2020. Their previous acceptance of influenza vaccination and intentions to accept influenza and COVID-19 vaccination were collected. Their relationship with work-related and other factors were examined using multiple multinomial logistic regressions. ResultsResponses from 806 participants were retrieved. More nurses changed from vaccination refusal to hesitancy or acceptance than those changed from acceptance to vaccination hesitancy or refusal (15.5% vs 6.8% among all participants, P < 0.001). 40.0% participants intended to accept COVID-19 vaccination, and those in private sector (OR: 1.67, 95%CI: 1.11–2.51), with chronic conditions (OR: 1.83, 95%CI: 1.22–2.77), encountering with suspected or confirmed COVID-19 patients (OR: 1.63, 95%CI: 1.14–2.33), accepted influenza vaccination in 2019 (OR: 2.03, 95%CI: 1.47–2.81) had higher intentions to accept it. Reasons for refusal and hesitation for COVID-19 vaccination included “suspicion on efficacy, effectiveness and safety”, “believing it unnecessary”, and “no time to take it”. ConclusionWith a low level of COVID-19 acceptance intentions and high proportion of hesitation in both influenza and COVID-19 vaccination, evidence-based planning are needed to improve the uptake of both vaccinations in advance of their implementation. Future studies are needed to explore reasons of change of influenza vaccination acceptance, look for actual behaviour patterns of COVID-19 vaccination acceptance and examine effectiveness of promotion strategies.

A Study on the Job Retention Intention of Nurses Based on Social Support in the COVID-19 Situation

This study investigated how social support influences the job engagement and job retention intention of nurses struggling in the continuing scenes of the COVID-19 pandemic. To this end, 382 nurses were the participants, data from 377 of whom were analyzed in total, with the following results. First, it showed that nurses’ job engagement and job retention intention were high, depending on their age and work experience. Second, in terms of the factors related to COVID-19, the group with experience in nursing patients infected with COVID-19 and nurses working in COVID-19 divisions had low job retention intention. Lastly, it appeared that there were differences in job engagement and job retention intention depending on the category and type of social support. These results suggest that social support should be provided strategically to ensure nurses’ job retention.

The Effect of Organizational Justice on Turnover Intention of Clinical Nurses: The Mediating Effect of Organizational Silence and Moderated Mediating Effect of Manager's Negative Feedback Rejection Inclination

The Effect of Organizational Justice on Turnover Intention of Clinical Nurses: The Mediating Effect of Organizational Silence and Moderated Mediating Effect of Manager's Negative Feedback Rejection Inclination

The Effect of Workplace Bullying, Job Stress, and Organizational Commitment on Turnover Intention of Nurses in Small and Medium-sized Hospitals

The Effect of Workplace Bullying, Job Stress, and Organizational Commitment on Turnover Intention of Nurses in Small and Medium-sized Hospitals

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.

The relationship between job satisfaction and turnover intention among nurses in Axum comprehensive and specialized hospital Tigray, Ethiopia

BackgroundNurses’ turnover is a global concern which if not handled well can harm the productivity of an organization. The high turnover rate of health workers critically affects the health system, particularly in countries with limited resources. Hence, effective retention strategies require clear identification of the variables at the workplace that determines nurses’ decision in staying in or leaving their employer organization. The aim of this study is to assess the relationship between job satisfaction and turnover intention among nurses in Axum Comprehensive and Specialized Hospital Tigray, Ethiopia.MethodsThe research was conducted using institution based cross-sectional study design. A total of 148 nurses were included in the study using a systematic random sampling technique. The study was conducted from January 2018 to June, 2019. Data were collected using semi-structured self-administered questionnaires. It was entered into Epidemiological information version 7 and then analyzed using Statistical Package for Social Sciences version 22. Bivariate logistic regression analysis was employed to examine the statistical association between the outcome variable and selected independent variables. All variables with P value < 0.05 in the bivariate analysis were included in the multivariable analysis.ResultOut of 148 nurses, more than half (64.9%) had the intention to leave the organization. The finding of this study showed that the level of job satisfaction was significantly associated with the overall intention. Nurses who were unsatisfied on their job autonomy were 2.55 (95% CI: 1.194, 5.466) more likely to intend to leave their workplace than nurses who reported to be satisfied. Nurses who were unsatisfied on training opportunity were also 2.55 (95% CI: 1.167, 5.571) times more likely to leave their job than nurses who reported to be satisfied.ConclusionThe overall turnover intention of nurses was found to be high and significantly associated with dissatisfaction on autonomy, and training opportunity. Therefore, continuous effort should be made by ward managers to enhance nurses’ satisfaction onjob autonomy, and training opportunity.

Nurses’ perceptions of self-management and self-management support of older patients during hospitalization

Four focus group interviews were held with nurses, recruited from eight wards of two general hospitals, to explore nurses’ perceptions of self-management and self-management support of older patients during hospitalization. A thematic analyze of the interview transcripts was conducted. Regarding nurses understanding of self-management two perceptions emerged namely ‘being self-reliant’ and ‘being in control’. In terms of their understanding self-management support three perceptions emerged: encouraging patients to perform activities of daily living (ADL); stimulating patient participation; and increasing patients’ awareness. We also found seven themes relating to nurses’ beliefs regarding older patients’ self-management and self-management support during hospitalization. Results indicate that nurses have a limited understanding of self-management and do not fully understand what is expected from them with regards to inpatients’ self-management. It is feasible to argue that addressing nurses’ beliefs can influence nurses intention and behavior regarding supporting older inpatients’ self-management.

But Who Will Help ‘Them’? The Effect of Ethical Leadership on Bullying, Burnout, and Turnover

In this paper, we examine the role that ethical leadership plays in the effect of bullying on burnout and turnover intentions of nurses. Nurses are in a unique position within the organization, having to answer to multiple hierarchies causing systemic stress in a role that is inherently stressful dealing with sick and injured patients. We surveyed 184 active nurses. Our findings suggest that organizations that have ethical leaders in the role of nursing managers can mitigate the negative effects of bullying on burnout and increase nurses’ intentions to stay. This research may help managers understand ways to reduce turnover among nurses in the healthcare field.

Depressive symptoms, professional quality of life and turnover intention in Korean nurses.

The purpose of this study was to identify the effects of depressive symptoms and professional quality of life on turnover intention. The high turnover rate of nurses is a critical healthcare issue globally. Nurses often experience depressive symptoms and compassion fatigue due to the efforts of patient care. The impact of such psychological health issues on turnover intention needs to be confirmed. Participants were 10163 female nurses who completed an online or mobile survey using the Korea Nurses' Health Study. To identify the influencing factors on the turnover intention of nurses, descriptive statistics, spearman's correlation coefficients and multivariable ordinal logistic regression were performed. The turnover intention increased by about 2.81-4.60 times when depressive symptom was moderate or more, 1.14 times when secondary traumatic stress disorder was moderate or more, and 1.54 times when burnout was moderate or more. When compassion satisfaction was moderate or high, the turnover intention decreased by 0.72 and 0.52 times. Korean nurses demonstrated high levels of depressive symptoms, secondary traumatic stress and burnout, while demonstrating lower levels of compassion satisfaction. The results of this study demonstrate that depressive symptoms, secondary traumatic stress, burnout and compassion satisfaction affect turnover intention. To reduce nurses' turnover intention, it is necessary to reduce depressive symptoms and enhance the quality of professional life. Hospital managers need to maintain adequate nurse-to-patient ratios and provide nurses with a supportive work environment. Also, health policymakers need to identify factors affecting hospital nurses' turnover intention and provide strategies to address them. These conditions may reduce the excessive workload placed on nurses, thereby preventing depression and burnout and improving nurses' quality of work-life.

Influence of group resilience on job satisfaction among Korean nurses: A cross-sectional study.

This study examined whether the individual and organisational factors of ecological systems theory are associated with job satisfaction among nurses in South Korea. Nursing shortages and high turnover rates are a global issue in healthcare settings, and job satisfaction is significantly associated with the turnover intention of nurses. Therefore, efforts to promote job satisfaction are needed to decrease the high turnover rates among nurses and promote care quality and patient safety. A cross-sectional study was performed. This paper adhered to the STROBE guidelines. A sample of 438 nurses working in five secondary or tertiary hospitals was surveyed. The study instruments included work-life balance, resilience, insomnia and job satisfaction. Using multilevel analysis, both individual and organisational factors were associated significantly with job satisfaction, and variance at the group level accounted for 19.98% of the total variance of job satisfaction. Among the individual factors, marital status and work-life balance were significantly associated with job satisfaction. At the organisational level, the group mean resilience score was significantly associated with job satisfaction (p<.05). The psychosocial characteristics of individual nurses and their affiliated groups (nursing units) were significant in explaining the job satisfaction of nurses. Both individual-focused and group-focused interventions are needed to improve job satisfaction and decrease the turnover intention.

Effects of organizational commitment, job satisfaction and workplace violence on turnover intention of emergency nurses: A cross-sectional study.

To describe turnover intention of emergency nurses and clarify the effects of organizational commitment, job satisfaction and workplace violence on turnover intention. Research has showed the predictors of turnover intention differed among nurses of different specialties. However, research on turnover intention has mostly focused on general nurses rather than emergency nurses. A descriptive, cross-sectional study was conducted. A self-administered questionnaire was used to collect data from 415 emergency nurses in Beijing, China, using convenience sampling. Path analysis was used to test the relationships between organizational commitment, job satisfaction, workplace violence and turnover intention. Most emergency nurses (90.2%) had a high level or very high level of turnover intention. Contrary to previous studies, organizational commitment had a significant direct positive effect on workplace violence. It also had a direct positive effect on job satisfaction and a negative effect on turnover intention. Workplace violence had a negative effect on job satisfaction and a positive effect on turnover intention. Job satisfaction had a direct negative effect on turnover intention. To reduce turnover intention in the emergency department, measures should be taken to reduce workplace violence and increase nurses' job satisfaction, especially those with high organizational commitment.

Predictor of Turnover Intention of Register Nurses: Job Satisfaction or Work Engagement?

Both employee job satisfaction (JS) and employee work engagement (WE) have been examined as possible predictors of employees’ intention to voluntarily leave a specific job or company, known as turnover intention (TI). While the body of knowledge has grown concerning the nature of TI, there remains the unsettled question of which of the two concepts most accurately predicates TI. The high turnover rate of registered nurses (RNs) in hospitals in the U.S. presented an opportunity to examine if JS and WE predict, and to what degree, among RNs. For this quantitative correlational research probability sampling was used to identify 155 participants, all full-time registered nurses with 2 or more years of employment in New York hospitals. Data, obtained from surveys, were analyzed via multiple linear regression. The results revealed that only job satisfaction predicted turnover intention among the nurses sampled, &lt;em&gt;F&lt;/em&gt; (5,154) = 12.008, &lt;em&gt;p&lt;/em&gt; R&lt;sup&gt;2&lt;/sup&gt; = 287.The findings indicate that leaders of healthcare organizations, might lower nurse turnover intention by focusing on improving job satisfaction. Specifically, TI may be lower by addressing the issues identified from regular job satisfaction surveys, and by a greater emphasis on creating a more satisfying workplace. A more stable RN workforce could reduce healthcare disruptions in communities.

Mixed Method Research Investigating Turnover Intension with ICU Nurses

Purpose: This study was done to investigate the mediating effect of occupational stress on the relationship between ICU nurse’s authentic leadership and turnover intention, and to analyze the causes of turnover in ICU nurses.Methods: A convergent mixed method was used. Participants were 100 out of 207 ICU nurses in the original data that were acquired in Daegu, Ulsan, and Busan, in February and March 2017. Participants were asked with open-ended question: "what are the causes for turnover intention" and summative content analysis and thematic analysis were done. Results: The mean scores for authentic leadership, occupational stress, and turnover intention were 3.09, 43.74, and 45.66, respectively. Occupational stress showed full mediation in the relationship between authentic leadership and turnover intention. The qualitative data showed that the most causes of turnover intention were in the organization (60.6%) instead of individuals (39.4%). Conclusion: Authentic leadership influenced the ICU nurse’s turnover intention via the full mediating effect of occupational stress. The ‘organization-oriented variables’ play a more important role than 'individual-oriented variables' in the reduction of the turnover intention of ICU nurses. The findings from this study may be useful in reducing turnover intention.

Factors Affecting Turnover Intention of Infection Control Nurses in Medical Center

Factors Affecting Turnover Intention of Infection Control Nurses in Medical Center

Workplace sexual harassment among nurses of a university hospital in Egypt

ObjectivesTo assess the magnitude of sexual harassment, its effect on nurses, and to identify the predictors of workplace sexual harassment in one of the university hospitals of Upper Egypt. MethodsA cross -sectional study of 296 nurses working at Sohag University Hospital was completed between November 2018 and March 2019. Nurses selected by systematic random sampling were invited to complete a self-administered questionnaire covering personal, workplace, and other determinants of sexual harassment. Logistic regression analysis was performed to identify predictors of sexual harassment. ResultsMore than half of the nurses (58.1%) were exposed to at least one form of sexual harassment. The most recent incident of sexual harassment was verbal in the majority of cases (53.5%), followed by non-verbal (mainly sexual gestures) (28.5%) and lastly physical (18%). Two-thirds (69.8%) of the nurses exposed to sexual harassment reported that they were negatively affected by the incident. Low job satisfaction was the main complaint reported by more than half of the harassed nurses (64.2%). Predictors of sexual harassment were being single, working in open units, and having fewer years of work experience. ConclusionWorkplace sexual harassment among nurses was high, and was associated with lower job satisfaction. The study findings suggest that sexual harassment at work may result in the intention of nurses to leave their jobs and negatively impact the nurse working force.