Previous studies point to many inconsistencies regarding the determinants of job quitting. This study focuses on the impact of nurses’ job satisfaction, work motivation, nursing practice environment, personal characteristics and absenteeism on their intention to leave the job. An anonymous survey was performed on a sample of Croatian registered nurses. The results indicate that nurses’ job dissatisfaction, combined with a higher rate of absenteeism, represents a clear indication of their future turnovers. Nursing practice environment and personal motivation do not have a significant direct effect on the Intention to leave the job, but do have an indirect one through job satisfaction.

The World Health Organisation predicts a lack of 15 million health professionals by 2030. The lack of licenced professionals is a problem that keeps emerging and is carefully studied on a global level. Strategic objectives aimed at stimulating employment, improving working conditions, and keeping the nurses on board greatly depends on identifying factors that contribute to their turnover. The aim of this study was to present a conceptual model based on predictors of nurses’ turnover intention. Methods: A quantitative, non-experimental research design was used. A total of 308 registered nurses (RNs) took part in the study. The Multidimensional Work Motivation Scale (MWMS) and Practice Environment Scale of the Nursing Work Index (PES-NWI) were used. Results: The conceptual model, based on the binary regression models, relies on two direct significant predictors and four indirect significant predictors of turnover intention. The direct predictors are job satisfaction (OR = 0.23) and absenteeism (OR = 2.5). Indirect predictors that affect turnover intention via job satisfaction are: amotivation (OR = 0.59), identified regulation (OR = 0.54), intrinsic motivation (OR = 1.67), and nurse manager ability, leadership and support of nurses (OR = 1.51). Conclusions: The results of the study indicate strategic issues that need to be addressed to retain the nursing workforce. There is a need to ensure positive perceptions and support from managers, maintain intrinsic motivation, and promote even higher levels of motivation to achieve satisfactory levels of job satisfaction.

In the contemporary working environment, it is important to have a referential instrument for assessing and comparing employee work motivation. Multidimensional Work Motivation Scale (MWMS) is a reliable and valid instrument for operationalising the Self-determination theory in practice (SDT). MWMS was previously translated into seven languages, and its validity and reliability were proved in nine different countries. The goal of this study was to translate it in Croatian and test its content and construct validity and reliability (internal consistency, item-total/interitem correlations and test-retest reliability) in practice. The data was collected through a web survey. The final sample consisted of 141 participants. Our results confirm that the translated instrument is reliable and valid. The items of the translated instrumented loaded on the six factors as expected and showed a good fit to the basic factor structure. The translated version of MWMS could help the management in identifying potential problems related to motivation in Croatian companies.

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