Intention Of Nurses Research Articles

Migration intentions of nurses and nursing students from Slovakia: A study on drivers

Nurses are an essential resource in health systems. However, the shortage of skilled nursing workforce is a global phenomenon with negative consequences – many factors, including individual, occupational, and socio-political aspects, influence nurse migration. Thus, the aim is to explore the migration intentions of nurses and nursing students, forcing them to seek work abroad. An online survey was conducted among nurses and nursing students as part of the APVV and VEGA projects. The questionnaire focused on the essential characteristics of the respondents and staffing approaches in hospitals in Slovakia. Data were obtained from a survey of 752 hospital nurses and 423 university nursing students. The statistical analysis consisted of factor and correspondence analysis. The findings highlight the factors influencing the migratory sentiments of nursing students and working hospital nurses. They are organization of work, staff remuneration, employee benefits, workroom equipment, shortage of nurses, bureaucracy, communication and relations with colleagues, superiors, and patients, training and career development, material and spatial security, instrumentation, digitization of work, the prestige of the medical profession, and current situation in the Slovak Republic. The paper identifies and evaluates groups of push factors of migration intentions – satisfaction/dissatisfaction with hospital working conditions. The results of the factor analysis indicate that such factors as material and spatial security, communication and relations with colleagues, work organization, lack of personnel, bureaucracy, the prestige of the medical profession, and the current situation in Slovakia affect their working conditions and pleasure. AcknowledgmentThis study is elaborated within the framework of the projects APVV č. 19-0579 “Personnel management processes setup in hospitals and its impact on the migration of physicians and nurses to work abroad” and VEGA č. 1/0691/22 “Economic aspects of emigration of university graduates in health care departments in the context of the sustainability of staffing of health care facilities in the Slovak Republic.”

남자간호사의 병원간호사에서 소방공무원으로의 이직 의도

This is a qualitative study that applied the focus group interview research method in order to explore turnover intentions of male nurses from hospital nurses to firefighters. The purpose of this study is to prevent the turnover of male nurses by gaining an in-depth understanding of clinical experiences of male nurses and analyzing major factors in the clinical field that affect the turnover to firefighters, and to provide basic data to prepare measures that can be applied to the clinical site. The study data targeted 10 male firefighters, former male nurses, who were first assigned as firefighters and receiving training at the fire service academy. The main questions were “What motivated you to decide to change your job to a firefighter?” and “How was your clinical work experience?”. As a result of the analysis, 34 meaning units were created, and 15 subcategories and 5 categories were derived. The five categories were analyzed as ‘skepticism about adequate compensation and future vision of nursing,’ ‘organizational culture that is difficult to be harmonized as an insider,’ ‘disrespected role and position,’ ‘vulnerable support system of nursing organization within the hospital,’ and ‘challenges to a new role.’
 Based on the study results, it was found that in order to prevent the turnover of male nurses, measures to overcome gender stereotypes that reflect the special characteristics of the clinical field should be prepared, and sufficient training courses, generosity that supports the process of juniors’ growth, and servant leadership should be established. It is also believed that systematic institutional support is required to represent the difficulties in clinical fields and improve the rights and treatment of nurses.

Development and psychometric evaluation of nurse’s intention to care for patients with infectious disease scale: an exploratory sequential mixed method study

AimsNurses who care for patients with infectious disease may experince significant stress and negative psychological reactions. The intention of nurses to care is a complex and multifaceted concept that is influenced by a range of factors. Therefore, this study was conducted to explain the concept of nurses’ intention to care for patients with infectious disease and then develop a reliable and valid scale to measure this concept accurately in Iranian nurses.DesignThis study is a cross-sectional study with a sequential-exploratory mixed-method approach from May 2022 to July 2023. The concept of nurses’ intent to care for patients with infectious disease was explain using deductive content analysis, and item pools were generated. In the sconed step the samples were 455 nurses. Data was collected by an online form questionnaire using a convenience sampling technique. In this step to determine the psychometric properties of nurse’s intention to care for patients with infectious disease scale (NICPS), face and content validity performed. Then construct validity was determined and confirmed using exploratory and confirmatory factor analysis followed by convergent and divergent validity respectively. Finally, scale reliability including stability and internal consistency were evaluated.ResultsThe finding showed that NICPS with seventeen items were classified into three factors namely “Social support” with seven items, “Spiritual motivation” with six items and “Job satisfaction” with four items. These three factors explained 56.14% of the total variance. The fit indices showed that the model has a fit and acceptable (TLI, CFI, IFI > 0.9; PNFI, PCFI > 0.5, REMSEA > 0.049, CMIN/DF = 2.477). Reliability revealed acceptable internal consistency and stability (> 0.7).ConclusionThe finding showed that NICPS has three factors in Iranian nurses. Nursing managers can use these results to provide training and support intervention for nurses in order to increase their intention to care for this patient. Also, the NICPS is a reliable and valid for evaluating this concept in future studies.

Professional identity, job satisfaction, and turnover intention among Chinese novice nurses: A cross-sectional study.

The world is faced with challenges due to a growing aging population and the increasing burden of chronic disease. The acute shortage of nurses and high turnover rates, particularly among novice nurses, are of great concern in many countries. Several studies have shown that turnover intention among nurses is influenced by professional identity and job satisfaction. However, to the best of our knowledge, no studies have examined this issue in the context of novice nurses. Thus, the present study aimed to explore the relationship between professional identity, job satisfaction, and turnover intention among novice nurses in China. From March 18 to April 23, 2022, a cross-sectional survey was carried out involving 532 novice nurses recruited from four public hospitals in Sichuan Province, China. Among the sample, 526 questionnaires were retrieved, with an effective response rate of 98.87%. The mean scores for turnover intention, professional identity, and job satisfaction were 13.02 ± 3.94, 36.17 ± 7.98, and 111.02 ± 21.46, respectively. High turnover intention was observed among novice nurses, of whom 54.37% (286/526) had high or very high turnover intention. Professional identity and job satisfaction among novice nurses were moderate. In terms of demographic characteristics, "Whether living with relatives" and "Monthly income" had a statistically significant impact on the turnover intention of novice nurses (P < .05). Both professional identity (r = -0.459) and job satisfaction (r = -0.517) were significantly and moderately negatively correlated with turnover intention (P < .01). The results of the multivariate linear regression analysis revealed that variables including "Whether living with relatives," "Professional identity," "Control and responsibility for work," and "Benefits" jointly accounted for 29.9% of the variance related to turnover intention among novice nurses. "Whether living with relatives," "Professional identity," "Control and responsibility for work," and "Benefits" were highly predictive of turnover intention levels among novice nurses. Hence, potential predictors of turnover intention should be considered, and intervention research should be conducted to reduce the level of turnover intention among novice nurses.

Relationships Among Individual and Hospital Characteristics and Self-Efficacy in Labor Support Among Intrapartum Nurses in Texas

ObjectiveTo explore the relationships among individual and workplace characteristics and self-efficacy in labor support among intrapartum nurses. DesignCross-sectional survey. SettingOnline distribution from April to August 2020. ParticipantsMembers of the Texas section of the Association for Women's Health, Obstetric, and Neonatal Nurses (N = 106). MethodsI conducted descriptive analysis on individual and workplace characteristics, including scores on the Self-Efficacy Labor Support Scale. I conducted backward stepwise multivariate linear regression to assess the factors associated with self-efficacy in providing labor support. ResultsYears as an intrapartum nurse had a positive association with self-efficacy in labor support. Experience with open-glottis pushing, the overall cesarean birth rate, and the use of upright positioning during labor and birth were also positively associated with self-efficacy in labor support. Conversely, lack of recognition by providers was negatively associated with self-efficacy in labor support. ConclusionFindings suggest that modifiable factors at the individual and hospital levels are associated with nurses’ self-efficacy in labor support. Hospitals must work to engage in obstetric practices that are congruent with providing labor support, including the use of experienced nurses to mentor new nurses and the creation of a unit culture to reinforce the intent of individual nurses to provide labor support.

Emotional labour and turnover intention among nurses in China: Mediating effects of nurse-patient relationship and self-rated health.

This study tested the mediating role of the nurse-patient relationship and self-rated health in the effect of emotional labour on turnover intention among nurses in China. The underlying mechanism behind the effect of emotional labour on turnover intention remains inadequately understood. Nurses with a high level of emotional labour are predisposed to experiencing poor health and tension in their relationships with patients, which may increase turnover intention. A cross-sectional survey of 527 nurses in a public tertiary hospital in Qiqihar, located in China's Heilongjiang province, was conducted. Emotional labour and turnover intention were assessed using existing validated scales containing multiple items, while the nurse-patient relationship and self-rated health were assessed using single items, respectively. Baron and Kenny's causal steps and the Karlson/Holm/Breen method were adopted to test the mediating effects of the nurse-patient relationship and self-rated health in the association between emotional labour and turnover intention after adjusting for variations in sociodemographic and job characteristics. Emotional labour was positively associated with turnover intention. Self-rated poor health and a disharmonious nurse-patient relationship partially mediated the positive effect of emotional labour on turnover intention. Emotional labour significantly affects the turnover intention of nurses working in public tertiary hospitals in China, and this effect is partially mediated by self-rated health and the nurse-patient relationship. Giving more attention to nurses' negative emotions and work attitudes is crucial. Developing comprehensive strategies for enhancing nurses' emotional management ability, promoting their physical and psychological well-being, and improving nurse-patient relationship to reduce nurses' turnover.

Organizational Cynicism and Turnover Intention Among Nurses: Do Perceived Organizational Support Moderates the Relationship.

Understanding work dynamics is imperative for organizational efficiency in the healthcare industry. Therefore, achieving such a feat is akin to knowing the interplay between organizational cynicism, organizational support and turnover among nurses in the healthcare sector in Nigeria. This present study aimed to examine the moderating role of perceived organizational support on the association between organizational cynicism (cognitive, affective, and behavioral dimensions) and turnover intention among Nigerian nurses. The study is a descriptive cross-sectional survey research conducted on a sample of 515 nurses, aged between 29-55 years, with mean age = 34.3 and SD = 9.4 drawn across different government-owned hospitals from the southeast geographical region of Nigeria through snowball sampling method. Three instruments, the Turnover Intention Scale, Organizational Cynicism Scale and Survey of Perceived Organizational Support Scale were used for data collection, while the Hayes PROCESS Macro for SPSS version 23 was used for data analysis. The results showed that organizational cynicism dimensions were positively associated with turnover intention among nurses, whereas organizational support negatively associated with turnover intention of Nigerian nurses. In addition, perceived organizational support moderated the association between organizational cynicism (affective and behavioral dimensions) and turnover intention among nurses. The study evidenced a strong association between organizational cynicism and turnover intention among nurses in their work setting. The study observed that organizational cynicism is a recipe for nurses' turnover intention and that organizational support decreased the extent to which nurses experience turnover intention. The results showed that organizational cynicism dimensions positively associated with turnover intention among nurses in Nigeria. In addition, the association between organizational cynicism (affective and behavioral) dimensions were moderated by perceived organizational support. The study suggests that perceived organizational support mitigates the positive relationship between organizational cynicism and turnover intention. The result provided further evidence of how perceived organizational support can influence motivation and morale in the workplace.

The Relationship Between Turnover Intention and Compulsory Citizenship Behaviour of Nurses

The Relationship Between Turnover Intention and Compulsory Citizenship Behaviour of Nurses

A Structural Equation Model for Turnover Intention of General Hospital Nurses: Focusing on Mediation Effect of Organizational Silence

A Structural Equation Model for Turnover Intention of General Hospital Nurses: Focusing on Mediation Effect of Organizational Silence

Proactive personality and turnover intentions of nurses: the roles of professional recognition and their supervisor’s proactive personality

PurposeGiven that the relationship between proactive personality and turnover intention is not straightforward in the literature, the authors address two research questions focusing on the nursing profession: does proactive personality negatively influence nurses' turnover intention by alleviating their lack of professional recognition? And does a supervisor’s proactive personality act as a boundary condition for the mediating effects of the lack of professional recognition in the link between proactive personality and turnover intentions?Design/methodology/approachA moderated mediation model linking proactive personality and turnover intentions was developed and tested on a sample of 579 nurses in 88 work units in general hospitals in South Korea.FindingsThe results of multilevel path analysis reveal that proactive personality has a negative indirect relationship with turnover intention via lack of professional recognition. Additionally, the indirect relationship is strengthened when the supervisor’s proactive personality is low.Originality/valueThese findings provide valuable empirical evidence on the inconclusive relationship between proactive personality and turnover intention by highlighting the role of proactive personality in attenuating the influence of negative occupational factors. Moreover, proactive personality as a boundary condition for the aforementioned relationship was empirically examined.

간호사의 멘토링, 직무만족 및 소진이 이직의도에 미치는 영향

Purpose : This study aimed to identify the impact of mentoring, job satisfaction, and burnout on turnover intention in nurses. Methods : This cross-sectional study was conducted on 193 nurses working in a university hospital. Data were collected from June 5, 2023 to June 30, 2023, using a self-report structured questionnaire. Data were analyzed with descriptive statistics, independent t-test, one-way ANOVA, Pearson’s correlation, and multiple regression using SPSS/WIN 23.0 program. Results : As a result, the mean scores of mentoring, job satisfaction, burnout, and turnover intention were 3.62(range 1∼5), 3.38(range 1∼5), 3.21(range 1∼5), and 3.52(range 1∼5), respectively. Turnover intention was significantly correlated with mentoring(r＝-.34, p＜.001), job satisfaction(r＝-.55, p＜.001), and burnout(r＝.68, p＜.001). Factors influencing turnover intention were job satisfaction(β＝-.17, p＝.030) and burnout(β＝.51, p＜.001). These variables accounted for 50.3% of the variance in turnover intention(F＝15.94, p＜.001). Conclusion : Based on these research findings, in order to reduce the intention of nurses to turnover, it is necessary to develop programs and policies that can intervention in burnout and job satisfaction.

Mediating role of job satisfaction in the impact of work-life balance on turnover intentions of hospital nurses: A case study of government hospital in Free town, Sierra Leone

Mediating role of job satisfaction in the impact of work-life balance on turnover intentions of hospital nurses: A case study of government hospital in Free town, Sierra Leone

New nurses' turnover intention and clinical belonging, based on latent class analysis (LCA).

To identify potential categories of clinical belonging among new nurses and explore the relationship between different categories and turnover intention. A cross sectional study. A cross sectional study was conducted among 348 new nurses from tertiary hospitals in Hainan and Guangdong provinces. A general data questionnaire, clinical belonging scale and turnover intention scale were used for examination. Further, the potential categories were used to analyse the categories of clinical belonging, and latent class analysis was utilized to analyse the relationship between different categories of clinical belonging and turnover intention. The clinical sense of belonging of new nurses were divided into three groups namely C1, C2 and C3. The C1: poor clinical sense of belonging (8.7%), C2: moderate clinical sense of belonging (57.9%) and C3: rich clinical sense of belonging (33.4%). The risk of the turnover intention of new nurses with 'poor clinical sense of belonging' was 0.62 times that of new nurses with 'rich clinical sense of belonging' (OR = 0.62, p < 0.01), which was 0.24 times that of 'moderate clinical sense of belonging' (OR = 0.24, p < 0.01), the risk of the turnover intention of new nurses with 'moderate clinical sense of belonging' was 0.13 times that of new nurses with 'rich clinical sense of belonging'(OR = 0. 13, p < 0.01). The results of our study revealed that in order to enhance the new nurses' sense of belonging, support was most crucial when they were first encountering difficulties. To reduce turnover intention, more structured learning opportunities are also required to maximize learning for newly graduated nurses with various nursing degrees. There are no patient or public contributions in this study.

Turnover intention of nurses in public hospitals and its association with quality of working life: a cross-sectional survey in six provinces in China.

High turnover intention can exacerbate the workforce shortage of nurses. This study aimed to determine the level of turnover intention of public hospital nurses in China and its associated factors. A cross-sectional questionnaire survey of 2,863 nurses was conducted in 48 public hospitals across six provinces in mainland China, measuring the sociodemographic (gender, age, marital status, and monthly basic salary) and work characteristics (professional title, workload, night sleep deprivation, and workplace violence) of respondents, their quality of working life (QWL), and turnover intention. Multivariate logistic regression models were established to determine the association between QWL and turnover intention after adjustment for variations of the sociodemographic and work characteristics. Overall, 42.8% of respondents reported turnover intention. Higher QWL scores (AOR = 0.824 for job and career satisfaction, p < 0.001; AOR = 0.894 for professional pride, p < 0.001; AOR = 0.911 for balance between work and family, p < 0.05) were associated with lower turnover intention. Workplace violence was the strongest predictor of higher turnover intention (AOR = 3.003-4.767) amongst the sociodemographic and work characteristics, followed by an age between 30 and 40 years (AOR = 1.457 relative to <30 years), and night sleep deprivation (AOR = 1.391-1.808). Senior professional title had a protective effect (AOR = 0.417 relative to no title) on turnover intention. High levels of turnover intention are evident across China in nurses employed by public hospitals, in particular in those aged between 30 and 40 years. Low QWL and poor work environment are significant predictors of turnover intention.

Factors Affecting Entrepreneurial Intention of Clinical Nurses in Korea: A Cross-sectional Study

Objectives: The purpose of this study was to identify the factors influencing the entrepreneurial intention of clinical nurses.Methods: The study subjects were 173 nurses working at the advanced general hospital located in G city. Data collection was conducted from May 18th to June 3rd, 2022. Data analysis were analyzed using percentage, mean and standard deviation, independent t-test, ANOVA, Scheffé test, Pearson’s correlation coefficient, and hierarchical multiple regression with the SPSS 25.0.Results: Entrepreneurial intention had a significant positive correlation with attitude toward entrepreneurship, subjective norm toward entrepreneurship, perceived behavior control toward entrepreneurship, innovativeness, proactiveness, risk-taking incentives and entrepreneurial self-efficacy. As a result of a hierarchical multiple regression analysis, gender (β= 0.09, &lt;i&gt;p&lt;/i&gt;= 0.046), turnover intention (β= 0.01, &lt;i&gt;p&lt;/i&gt;= 0.016), attitude toward entrepreneurship (β= 0.51, &lt;i&gt;p&lt;/i&gt;&lt; 0.001), and proactiveness (β= 0.16, &lt;i&gt;p&lt;/i&gt;&lt; 0.016) were found to significantly influence entrepreneurial intention of clinical nurses. The explanatory power of the model was 70.5% (F = 35.87, &lt;i&gt;p&lt;/i&gt;&lt; 0.001).Conclusions: Entrepreneurship for nurses can broaden the range of career options available to nurses, and it can be a way to broaden their practice experience and provide a work-life balance. It is necessary to devise measures to activate nursing entrepreneurship based on the results of this study.

Effects of grit, calling, and resilience on the retention intention of general hospital nurses.

This study aimed to determine the influence of personal factors such as grit, calling, and resilience on nurses' retention intention in South Korean general hospitals. The global shortage and high turnover rate of nurses have become significant concerns with no clear solutions for increasing retention. Determining the factors related to the f general hospital nurses and retention intention is important for solving the problem of inadequate nursing personnel and improving the quality of nursing services. This study was a descriptive survey of 221 nurses working at a general hospital in South Korea from July 2021 to February 2022. Data were collected using self-reported online questionnaires, with measurement tools focusing on grit, calling, resilience, and retention intention. The STROBE checklist was used for reporting this study. The average retention intention score was 5.35±1.52 out of 8 points. Significant correlations were found between retention intention and grit, calling, and resilience. The factors influencing retention intention were job satisfaction, calling, marital status, and total career length, explaining 31.9% of the variance. To enhance nurses' intention to remain at general hospitals, their job satisfaction and sense of a calling should be improved. Further research should be conducted to identify factors that influence retention intention, particularly among groups with low job retention, with consideration of individual characteristics that might affect retention intention. Increasing nurses' retention intention would alleviate the nursing shortage, help hospitals retain competent nurses, reduce turnover-related costs, and improve organizational efficiency. Resolving the nursing shortage is critical for improving patient safety and nursing service quality at general hospitals.

Work Life Balance and Turnover Intentions of Nurses in Private Healthcare Sector: The Mediating Role of Organizational Commitment

Work Life Balance and Turnover Intentions of Nurses in Private Healthcare Sector: The Mediating Role of Organizational Commitment

신규간호사의 프리셉터와의 교환관계와 소진이 재직 의도에 미치는 영향

The purpose of this study is to survey the exchange relationship with the preceptor, burnout, and intention to work of new nurses at a university hospital, and to identify the factors influencing the retention intention of new nurses. The participants were 170 nurses from one university hospital located in J province. Data were collected between February 2, 2023 to March 2, 2023 from a self-administered questionnaire and were analyzed using the t-test, One-way ANOVA, Pearson correlation coefficients and multiple regression analysis with the SPSS 28.0 program. The exchange relationship with the preceptor showed a significant correlation with the intention to stay at work (r=.33, p&lt;.001). Burnout was found to have a significant negative correlation with intention to stay at work (r=-.54, p&lt;.001). Through multiple regression analysis, the factors influencing the subject's intention to stay at work in this model were in the order of burnout (β=-.47, p=.027) and exchange relationship with the preceptor (β=.18, p=.007). The explanatory power of was about 32.9% (F=11.35, p&lt;.001). In order to improve the intention to stay at work of new nurses, various institutional devices should be prepared so that they can continue to work in hospital, and systematic education programs should be developed to reduce burnout.

Student nurses' attitudes, perceived utilization, and intention to adopt artificial intelligence (AI) technology in nursing practice: A cross-sectional study

AimThe aim of this study was to investigate the attitudes and intentions of student nurses towards Artificial Intelligence (AI) in the context of nursing practice and to explore the relationship between their attitudes towards AI, their perceptions of AI utilization in nursing practice, and their intentions to adopt AI technology. The study hypothesized that perceived utilization of AI in nursing practice would positively influence the intention to use AI and that attitudes towards AI would mediate this relationship. BackgroundAI has the potential to revolutionize various aspects of healthcare, including nursing practice. As AI technology continues to advance, it becomes increasingly important for nurse education to prepare student nurses to leverage AI technology and be willing to adopt it in their nursing practice. DesignCross-sectional design. MethodsA total of 200 student nurses from two government-owned nursing schools participated in the study. Mediation testing was performed using Hayes' PROCESS macro in SPSS (Model 4). ResultsPerceived AI utilization in nursing practice had a significant positive effect on student nurses' attitudes towards AI (β = 0.450, p < 0.001) and their intention to adopt AI technology (β = 0.458, p < 0.001). Attitudes towards AI partially mediated the relationship between perceived AI utilization in nursing practice and the intention to adopt AI technology (β = 0.255). ConclusionThe findings suggest that student nurses had favorable perceptions of AI utilization in nursing practice, expressed high intentions to adopt AI technology, and held positive attitudes towards AI. Furthermore, student nurses' perceptions of AI utilization in nursing practice influenced their attitudes towards AI, which, in turn, affected their intentions to adopt AI technology. Nursing education programs should incorporate AI-focused coursework, training, and experiential learning to further enhance students' readiness and proficiency in utilizing AI technology. Additionally, healthcare institutions should consider creating a supportive environment for nursing students to explore and embrace AI, ultimately preparing them for the evolving landscape of AI-enhanced healthcare practice. Tweetable abstractStudent nurses' attitudes towards AI technology were influenced by their perceptions of AI utilization in nursing practice, which subsequently influenced their intentions to adopt AI technology.

An Exploratory Study of Psychological Distress, Professional Quality of Life, Effort-Reward Imbalance, and Turnover Intention of Hospital Nurses during the COVID-19 Pandemic.

This exploratory study aimed to identify factors that may influence nurses' turnover intentions during the COVID-19 pandemic. The data were collected during January 2023 from 250 nurses and analyzed using descriptive statistics, t-test, ANOVA, Scheffe, Pearson's correlation, and multiple regression analysis. Among the sociodemographic and clinical characteristics, nursing care and working with personal protective equipment significantly impacted the turnover intention. Among the independent variables, compassion satisfaction, burnout, effort-reward ratio, and psychological distress were significant, with an explanatory power of 43.3%. Among the subjects, 86.4% (216 people) showed a moderate or high burnout level because of the COVID-19 pandemic, and burnout seemed to have a significant impact on turnover intention. Therefore, to lower the turnover intention of nurses, burnout should be prevented, and managers should create an environment where nurses can receive a balanced reward for their efforts.