Retention Intention Research Articles

Affecting factors of clinical dental hygienists’ intention on retention

Objectives: The purpose of this study was to examine factors affecting the retention intention of clinical dental hygienists. Methods: A total of 190 clinical dental hygienists were recruited as participants. Data were collected from March to May, 2023 and then analyzed using t-test, ANOVA, Pearson’s correlation coefficient, and multiple regression through PASW Statistics 26.0. Results: Mean scores for job crafting, job satisfaction, positive psychological capital and retention intention were 3.22, 3.46, 3.57 and 3.46 respectively. Retention intention showed a significant relationship with positive psychological capital (r=0.299), job crafting (r=0.214), and job satisfaction (r=0.649). The results of the multiple regression analysis indicated that job satisfaction was the strongest predictor of retention intention, explaining 24.1% of the total variance (F=4.550, p<0.001). Conclusions: Variables that can affect the retention intention of clinical dental hygienists were identified, with job satisfaction emerging as a significant factor affect retention intention.

Effect of dental hygienist’s achievement motivation on intention to stay

Objectives: Previous research on turnover has been conducted from the organization’s perspective. However, for the long-term retention of dental hygienists, it is necessary to conduct research from an individual’s perspective. The purpose of this study is to examine the impact of achievement motivation on the intention to stay of dental hygienists. Methods: This study conducted an online survey targeting dental hygienists working in dental healthcare institutions, using convenience sampling from September, 2023. The analysis included 152 participants with long-term work experience and 121 participants with shorter work experience. Multiple regression analysis was conducted to identify factors influencing retention intentions (PASW Statistics ver. 23.0, p<0.05). Results: Factors influencing intention to stay for long-term dental hygienists included the number of dental hygienists and achievement motivation (responsibility, challenge, task orientation), with a significant impact (adj. R2=0.317). For shorterterm dental hygienists, achievement motivation (challenge, task orientation) demonstrated a significant impact (adj. R2=0.164). Conclusions: It was observed that intrinsic factors, particularly achievement motivation, had a significant impact on intention to stay. Consequently, exploring strategies to satisfy intrinsic motivation, such as achievement motivation, is deemed necessary.

Benefit and hidden cost of organizational support for telework amid the COVID‐19 pandemic on public employees' job satisfaction and retention intention

AbstractThis study examines the impact of crisis‐induced telework during the COVID‐19 pandemic 2020 on public sector employees' job satisfaction (JS) and retention intention (RI). Analyses of the 2020 Federal Employee Viewpoint Survey data reveal a negative association between the amount of COVID‐induced telework and the federal employees' JS and RI. However, this negative effect is mitigated by offering adequate organizational telework support for mandatory telework during the COVID peak and subsequently decreasing the amount of telework after the peak. Nevertheless, the findings also indicate that solid organizational support for teleworkers during the pandemic's peak can ironically discourage them from returning to the regular work setting even when it is safe, potentially compromising organizational performance—a hidden cost of the organizational support. Still, this hidden cost does not appear to be significant enough to warrant revisions in the level of crisis‐specific organizational support.

The influence of job satisfaction on retention of primary healthcare professionals in Tamil Nadu

Stability among healthcare professionals is considered critical to providing excellent care. Job satisfaction has a significant impact on the productivity and efficiency of human resources in the healthcare industry. This cross-sectional study examined the job satisfaction and retention intentions of healthcare professionals in primary healthcare centers in Tamil Nadu. Convenience sampling was used to collect data from 334 respondents using a validated structured questionnaire. The empirical research revealed that their work values were the most significant predictor of job satisfaction among PHC employees. On the other hand, time pressure had the least significant relationship with PHC employee satisfaction. The findings indicate that targeted interventions to enhance health workers' job satisfaction, reduce stress, and increase positive work values are essential to creating a positive work environment and increasing job satisfaction. This study adds to the literature on job satisfaction and retention of primary healthcare workers in Tamil Nadu. We recommend that healthcare managers promote and enforce PHC workers' work values to keep them positive. Work values and PHC workers' satisfaction and intention to stay have received little research attention. One of the first studies to empirically examine quality improvement, time pressure, commitment, compensation, and work values as dimensions of job satisfaction among health professionals in Tamil Nadu Primary Health Care Centers.

The Impact of the Induction Programme on New Teachers’ Retention Intention in Chitwan District Nepal

The Impact of the Induction Programme on New Teachers’ Retention Intention in Chitwan District Nepal

How employee mindfulness influences the retention intention of technology employees: multiple mediation effects of affective commitment and organizational identification

PurposeThis study delves into the impact of mindfulness on the retention intention of technology employees, with a particular focus on the mediating variables of affective commitment (AC) and organizational identification (OI). The primary aim is to gain a comprehensive understanding of the underlying mechanisms through which mindfulness influences the retention intention of technology employees.Design/methodology/approachThe research employed a survey approach with self-administered questionnaires and structural equation modeling. The collected data were analyzed using Statistical Product and Service Solutions (SPSS) 24 and Analysis of Moment Structure (AMOS) 28. Multiple mediation analyses was conducted through AMOS to examine the mediating effects of OI and AC.FindingsThe association between mindfulness and retention intention among technology employees showed an overall positive correlation. Additionally, AC and OI were positively correlated with retention intention. In the impact of employee mindfulness (EM) on retention intention, all indirect effects were found to be significant.Originality/valueTo the best of the authors' knowledge, this study is the first to investigate the relationship between EM and retention intention, as well as the associations of AC and OI with them, extending the application of mindfulness in management and offering insights for talent retention among company decision-makers.

Impact of Brand and IP Co-branding on Retention Intention: Consumer Perception Perspective

As personalized demands become increasingly prominent, collaborating with intellectual property (IP) has become an important means for brands to enhance their competitive advantages. This paper explores the impact of co-branding on retention intention from the perspective of consumer perception. Specifically, consumer perception is examined from four dimensions: brand image recognition, brand innovation perception, cost perception, and social value perception. Empirical research indicates that the cost perception dimension does not have a significant impact on retention intention, while brand image recognition, brand innovation perception, and social value perception have significant effects on retention intention. Besides, consumer experience satisfaction mediates the relationship between consumer perception and retention intention. The research findings provide valuable references for the continuous practice of brand collaborations.

Protocol for the Swiss COhort of Healthcare Professionals and Informal CAregivers (SCOHPICA): Professional trajectories, intention to stay in or leave the job and well-being of healthcare professionals.

Healthcare professionals' shortage, low job satisfaction, high levels of burnout, and excessive staff turnover are some of the challenges health systems face worldwide. In Switzerland, healthcare stakeholders have called to address the health workforce crisis and have pointed out the scarcity of data on the conditions of healthcare professionals (HCPs). Hence, the Swiss Cohort of Healthcare Professionals and Informal Caregivers (SCOHPICA) was developed to study the career trajectories, well-being, intention to stay in or leave the position/profession/health sector, and their determinants, of HCPs and informal caregivers, respectively. This paper describes the protocol for the HCPs cohort of SCOHPICA and discusses its implications. SCOHPICA is a prospective open cohort using an explanatory sequential mixed methods design. All types of HCPs working directly with patients and practicing in Switzerland are eligible, irrespective of their healthcare setting and employment status. Baseline and annual follow-up electronic surveys will take place once a year, featuring both core questions and modules developed according to information needs. While outcome variables are HCPs' trajectories, well-being, intention to stay in or leave the position/profession/health sector, independent variables include organizational, psychosocial, and psychological determinants, as well as occupational (professional) and sociodemographic factors. The qualitative phase will be organized every two years, inviting participants who agreed to take part in this phase. The findings from quantitative analyses, along with the issues raised by healthcare stakeholders in the field, will guide the topics investigated in the qualitative phase. Using innovative methodologies, SCOHPICA will gather nationwide and longitudinal data on HCPs practicing in Switzerland. These data could have numerous implications: promoting the development of research related to HCPs' well-being and retention intentions; supporting the development of policies to improve working conditions and career prospects; contributing to the evolution of training curricula for future or current healthcare professionals; aiding in the development of health systems capable of delivering quality care; and finally, providing the general public and stakeholders with free and open access to the study results through an online dashboard.

Understanding the success factors of MOOCs' retention intention: A Necessary Condition Analysis.

This paper seeks to explore the influence of success factors, specifically motivation and course quality, on MOOC retention intention. Going beyond a mere examination of these motivational and quality factors, the study investigates students' motivation, considering needs, interests, course system, content, and service quality. Methodologically, a questionnaire survey was conducted, collecting data from 311 students enrolled in online courses. To ascertain the impact of interest or need-based motivation on students' retention rates, a Structural Equation Model (SEM) was employed. Subsequently, Necessary Condition Analysis (NCA) was utilized to identify the essential factors and components in each area. SEM results revealed a positive influence of motivational factors and quality issues on students' behavior. Retention behavior was notably affected by academic and professional needs, along with personal interests. Furthermore, course content and service quality demonstrated a significant effect on students' perseverance behavior. NCA results identified academic motivation and system quality as having a substantial impact on retention behavior, while personal motivation and technological motivation had a comparatively smaller effect. Practically, the findings suggest that course developers should consider students' academic and personal requirements when designing online courses. Additionally, providing students with the ability to customize course and system content according to their needs is crucial. Timely problem-solving attitudes from service providers are essential for ensuring student retention.

Health Workforce Challenges: Key Findings From the Swiss Cohort of Healthcare Professionals and Informal Caregivers (SCOHPICA).

The Swiss Cohort of Healthcare Professionals and Informal Caregivers (SCOHPICA) was created to study the career trajectories, retention intentions, and wellbeing of healthcare professionals (HCPs), addressing challenges such as staff turnover, low job satisfaction and burnout. SCOHPICA is a prospective open cohort. An electronic questionnaire was used to collect data from HCPs across multiple healthcare settings in Switzerland, encompassing the intention to stay in the profession, wellbeing, and various organizational, psychosocial, occupational and sociodemographic determinants. The first (2022) baseline sample included 1707 HCPs from over 20 professions. Notably, 13% did not intend to stay in their profession, with intermediate caregivers (24%), registered nurses (17%) and pharmacists (17%) reporting the highest rates. Pharmacists scored lowest in wellbeing. Across determinants, pharmacists, physicians, and registered nurses reported worse scores for workload and work-life balance. Nursing professions had lower scores in various determinants, including influence at work, staffing and resource adequacy, and possibilities for development. SCOHPICA will provide critical insights on HCPs' work conditions and experiences, supporting health workforce monitoring and management, and informing policy-making to ensure high-quality healthcare delivery.

Relationship between Spiritual Care Competence, Perceived Professional Benefit, and Retention Intention among Intern Nursing Students: A Correlational Study

Aims. We aimed to investigate nursing students’ spiritual care competence, perceived professional benefit, and retention intention and to analyze the relationship among these variables. Background. Nurse shortages are a global issue, and intern nursing students’ willingness to remain in the nursing profession is important. Spiritual care can reduce patients’ depression and improve their quality of life. Implementing spiritual care can help individuals have satisfying experiences. Perceived professional benefit is a positive emotional experience that is important in retention intention. However, the relationship among spiritual care competence, perceived professional benefit, and retention intention remains unclear. Methods. In this cross-sectional and correlational study, convenience sampling was used to recruit 266 intern nursing students in 10 hospitals throughout China. An online questionnaire was used to assess their sociodemographic characteristics, spiritual care competence, perceived professional benefit, and retention intention. Statistical analyses included the t-test, analysis of variance, Pearson’s correlation analysis, and bootstrap analysis. Results. Intern nursing students’ mean scores were 103.35 ± 19.00 for spiritual care competence, 72.88 ± 10.40 for perceived professional benefit, and 19.58 ± 3.37 for retention intention. Spiritual care competence was positively correlated with perceived professional benefit (r = 0.545; p<0.01) and retention intention (r = 0.149; p<0.05). Perceived professional benefit was also positively correlated with retention intention (r = 0.320; p<0.01). Bootstrap analysis showed that perceived professional benefit completely mediates the relationship between spiritual care competence and retention intention. Conclusions. We found that nursing interns had a moderate level of retention intention, and perceived professional benefit was the mediating variable between spiritual care competence and retention intention. Implications. Our study results suggest that nursing administrators and educators should improve nursing interns’ spiritual care competence and perceived professional benefit to enhance their willingness to remain in the nursing profession and alleviate nurse shortages.

Impact of dental hygienists’ positive psychological capital, growth mindset, and self-leadership on retention intention

Objectives: This study was conducted to analyze the factors influencing the positive psychological capital, growth mindset, and self-leadership of dental hygienists in the Seoul and Gyeonggi regions with regard to their retention intention. The findings would serve as basic data for improving the retention intention. Methods: The methods espoused for analysis comprised independent sample t-test and ANOVA for group comparisons, Pearson’s correlation analysis for examining the correlation between variables, and multiple regression analysis for identifying factors affecting retention intention. Results: Positive psychological capital was higher among those under the age of 27 and employed in dental clinics. Growth mindset was higher among those with less than three years of work experience and those working in clinics. Self-leadership was higher among those aged 28–31, and retention intention was higher among those under the age of 27 and with less than three years of work experience (p<0.05). A correlation was observed between positive psychological capital and self-leadership (r=0.760), self-leadership and retention intention (r=0.514), positive psychological capital and retention intention (r=0.505), positive psychological capital and growth mindset (r=0.337), and growth mindset and self-leadership (r=0.245) (p<0.001). Factors influencing the intention to stay at work were selfleadership (β=0.309) and positive psychological capital (β=0.242) (p<0.05). Conclusions: In order to improve dental hygienists' retention intention, it is necessary to devise strategies for improving positive psychological capital and self-leadership.

Nursing practice readiness improvement program tailored for newly graduated registered nurses: A quasi-experimental study

BackgroundHelping newly graduated registered nurses successfully adapt to clinical practice, evaluating work capabilities, identifying deficiencies, and continuously providing educational support to improve deficiencies are reported to be of paramount importance. ObjectivesTo develop a tailored nursing practice preparation improvement program for newly graduated registered nurses and assess its impact on the successful adaptation of nurses. DesignA quasi-experimental study. SettingsThe study was performed at a tertiary general hospital in South Korea. ParticipantA total of 53 newly graduated registered nurses (experimental group = 28; comparison group = 25) participated. MethodsThe newly graduated registered nurses were recruited using purposive sampling to one of two groups. The study was conducted between February and May 2022. The experimental group underwent a 4-week education program that integrated various methods, whereas the control group underwent preceptor training in their department. Data were collected through a questionnaire survey and analyzed using the chi-square test, independent t-test, and analysis of covariance with the SPSS 26.0 program. ResultsThe nursing practice readiness improvement program tailored for newly graduated registered nurses was effective in reducing the transition shock (F = 9.18, p = 0.004) of newly graduated registered nurses and improving nursing practice readiness (F = 19.90, p < 0.001), job satisfaction (F = 4.09, p = 0.049), and retention intention (F = 6.20, p = 0.016). ConclusionsThis study presented an evidence based approach on the use of a nursing practice readiness improvement program for the successful adaptation of newly graduated registered nurses and the establishment of a nurse education system.

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.

THE EFFECTS OF ORGANIZATIONAL CULTURE AND INFORMAL ORGANIZATIONAL COMMUNICATION ON RETENTION INTENTION AND INNOVATION BEHAVIOR - A STUDY BASED ON CHINESE R&amp;D EMPLOYEES

This study establishes a comprehensive framework where employee innovation behavior serves as the dependent variable, while organizational culture and informal organizational communication act as independent variables, and retention intention functions as the mediating variable. The foundational conceptual framework extends to include demographic variables such as gender, age, and education. Based on this structure, the study presents the following hypotheses: 1. Positive relationship between organizational culture and retention intentions. 2. Positive impact of informal organizational communication on retention intentions. 3. Mediating role of retention intentions in the organizational culture-innovative behavior link. 4. Mediating role of retention intentions in the informal organizational communication-innovative behavior link. 5. Within the context of retention intentions as a mediator, this hypothesis asserts that both organizational culture and informal organizational communication positively affect the innovative behavior of Chinese R&amp;D personnel. The research methodology involved the distribution and retrieval of 500 questionnaires through a stratified sampling approach within the Chinese R&amp;D workforce, encompassing both public and private organizations across the technology, pharmaceutical, automotive, and electronics sectors. The study's findings indicate a robust positive relationship between organizational culture and employees' inclination to remain within the organization. Similarly, a strong positive association exists between informal organizational communication and the willingness of employees to stay. Through an empirical exploration of Chinese R&amp;D personnel across diverse industry domains, this research delves into the intrinsic dimensions of organizational culture, informal organizational communication, retention intentions, and employee innovative behavior. These findings contribute valuable insights to organizations' developmental endeavors.

Factors Influencing Switching Intention and Customer Retention of Over-the-Top (OTT) Viewing Behavior in Taiwan: The Push–Pull– Mooring Model

The proliferation of over-the-top (OTT) platforms, offering a wide array of on-demand content accessible through the Internet, has reshaped the media landscape and transformed viewing habits. This has led to a decline in traditional cable TV subscriptions and reduced revenue for telecom operators who often bundle TV services with their broadband offerings. The acquisition of customers and retention of existing ones are critical objectives of OTT service providers in Taiwan, and understanding consumer switching behavior can assist them in maintaining their competitiveness. Therefore, the current study applied the push–pull–mooring model to delineate the determinants of users’ switching and retention intention on OTT services. An online survey of 500 individuals was conducted to collect data for this research. This study investigates the factors that affect users who switch or stay in OTT services to gain a specific understanding of how push (service value and customer satisfaction), pull (attractiveness of alternatives and social influence), and mooring (switching costs and habit) effects shape their behavior. Our empirical model provides compelling rationales for understanding the principal antecedents of switching and retention intentions. In addition to push and pull effects, this study also highlights the importance of examining the moderating effects of OTT switching behaviors, such as switching costs and habit experience. Moreover, this study empirically and theoretically extends the understanding of push, pull, and mooring effects on OTT service-switching decisions.

Beyond gender bias: Factors affecting female employee retention and advancement in the Dutch hotel sector

ABSTRACT In The Netherlands, gender roles have evolved remarkably, marked by feminist activism and legislative strides. Nevertheless, persistent gender biases and disparities continue to impact many industries, including the Dutch hotel sector. This quantitative research explores the factors affecting female employee retention and career advancement in the Dutch hotel sector. The data was collected through 102 surveys from hotel employees in The Netherlands. Analysing the responses shows stereotypes, discrimination and bias-hindered career advancement. Work-life balance and supportive managers were critical factors for advancement. Recruitment experiences influenced career growth. Inclusive language and diversity representation are crucial for improving recruitment. Surprisingly, women had higher career advancement scores than men, and no significant gender correlation was found. However, men showed stronger retention intentions. These findings call for reevaluating gender-related career dynamics in the Dutch hotel industry. Industry-specific practical implications for promoting diversity and inclusion, addressing discrimination and bias, work-life balance, understanding the complexities of leadership stereotypes, recruitment and selection, and promotion and development are presented in detail, and recommendations for future research are given.

The Effect of Work Value, Psychological Ownership and Nursing Working Environment on Intention of Retention in Hospital Nurses

Purpose : This study aims to assess the extent of work value, psychological ownership, the nursing work environment, and retention intention, examine the correlation between these variables, and identify the factors that influence retention intention. The goal is to provide foundational data to enhance retention intention.Method : The study involved 159 nurses employed at a tertiary general hospital and a general hospital. Data were gathered through structured questionnaires and analyzed using an independent t-test, one-way ANOVA, Scheffé test, Pearson correlation coefficient, and multiple regression analysis with a simultaneous stepwise method, all conducted using the SPSS 26.0 software.Results : The intention to remain in the profession was found to have a positive correlation with work value (r = .45, &lt;i&gt;p&lt;/i&gt; ＜ .001), psychological ownership (r = .37, &lt;i&gt;p&lt;/i&gt; ＜ .001), and the nursing work environment (r = .27, &lt;i&gt;p&lt;/i&gt; = .001). Significant factors influencing the intention to stay included total clinical career (β = .17, &lt;i&gt;p&lt;/i&gt; = .016), work value (β = .38, &lt;i&gt;p&lt;/i&gt; ＜ .001), and psychological ownership (β = .19, &lt;i&gt;p&lt;/i&gt; = .020). These variables accounted for 24.1% of the variance in the intention to remain in the profession (F = 17.71, &lt;i&gt;p&lt;/i&gt; ＜ .001).Conclusion: To enhance the intention of hospital staff to remain in their positions, it is crucial to identify and bolster positive psychological competencies, such as a sense of work value and psychological ownership.

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.

Dispel the Clouds and See the Sun: Influencing Factors and Multiple Paths of User Retention Intention Formation.

To achieve user retention through multifactor synergy, Internet enterprises must reduce costs and increase efficiency and sustainable development. In response to the dilemma that Internet companies are experiencing increasingly high user acquisition costs and serious user churn, this paper investigates a sample of 46,695 user reviews of nine product series from Xiaomi Ecological Chain. Case studies and qualitative comparative analysis are used to explore the influence mechanisms of quality of experience, brand trust, and brand attachment on users' retention intentions. Our findings are as follows. (1) Brand attachment alone is not necessary for high user retention intention, but user perception, cognition, and brand trust are necessary. (2) Quality of experience positively impacts brand trust, attachment, and user retention intention. Therefore, improving user perception and cognition is critical in generating high user retention intention. (3) Five configuration paths can achieve high user retention intention, while three configuration paths lead to low user retention intention, and there is an asymmetric relationship between these paths. Among them, the role of quality of experience-driven configuration paths in generating user retention intention is the most prominent. (4) User perception and cognition can substitute with brand trust and attachment in the substitution relationship between configuration paths. Our findings have important theoretical and practical implications for revealing the realization paths of high user retention intention in Internet companies and provide a new perspective for future research.