Aim Nursing shortages remain one of the most important problems in health care around the world. Existing nurses’ turnover intention further exacerbates this problem. The aim of this study was to investigate the predictors of nurses’ organizational and professional turnover intentions. Methods This study was conducted as a secondary analysis of existing data from the original cross‐sectional study, which was conducted in three public hospitals between February, 2013 and May, 2013. Of the 1389 nurses who were working in these hospitals, 791 returned usable surveys. The data were collected by using a demographic and organizational characteristics form, an organizational and professional turnover intentions questionnaire, Organizational Commitment Scale, and Professional Commitment Scale. The data were analyzed with a stepwise logistic regression analysis. Results The common variables that predicted the organizational and professional turnover intentions were marital status, work shift, organizational affective and normative commitment, and professional affective commitment. Conclusion The relationship between the commitment and the turnover intention of the nurses was not completely consistent with the collectivist characteristics of Turkish society. The findings showed that the organizational affective and normative commitment and professional affective commitment play a significant role in influencing nurses’ organizational and professional turnover intentions. It is important for organizations to recognize the significance of these variables, not only to retain their nursing workforce but also to attract new nurses.
ÖZET AMAÇ: Hemşirelerin, işten ve meslekten ayrılmalarını önlemek için, işe ve mesleğe karşı tutumlarının belirlenmesine gereksinim vardır. Bu çalışmanın amacı, farklı kuşaklardaki hemşirelerin işten ve meslekten ayrılma niyetleri ile örgütsel ve mesleki bağlılıklarının incelenmesidir. YÖNTEM: Tanımlayıcı türdeki araştırmanın örneklemine, bir üniversite ve iki kamu hastaneleri birliği hastanesinde çalışan X Kuşağı (1965( -1980( ) ve Y Kuşağı (1981( -2000 hemşirelerden araştırmaya katılmayı kabul eden 790 katılımcı alınmıştır. Veriler, işten ve meslekten ayrılma niyetine ilişkin soruları da içeren Sosyo-Demografik Özellikler formu ile Türkçeye uyarlamaları yapılan "Örgütsel Bağlılık Ölçeği" ve "Mesleki Bağlılık Ölçeği" kullanılarak toplanmıştır. Verilerin değerlendirilmesinde, tanımlayıcı istatistikler, ki-kare ve t testi kullanılmıştır. BULGULAR: Hemşirelerin %57,6'sının halen çalıştıkları işten, %55,9'unun mesleklerinden yüksek ayrılma niyetlerinin olduğu saptamıştır. Y Kuşağı hemşirelerinin işten ve meslekten ayrılma niyeti X Kuşağı'ndan anlamlı olarak yüksek bulunmuştur. Hemşirelerin örgütsel ve mesleki bağlılık düzeylerinin düşük-orta düzeyde olduğu gösterilmiştir. X Kuşağının, örgütsel bağlılığın duygusal, normatif ve devam bağlılığı boyutları ile mesleki devam bağlılığı boyutlarından aldıkları puanlar Y Kuşağından anlamlı olarak yüksek bulunmuştur. SONUÇ: Hemşirelerin meslekte ve işte kalmalarını sağlayacak stratejiler ile örgütsel ve mesleki bağlılıklarının arttırılması için yapılacak girişimlerin belirlenmesinde kuşak özelliklerinin dikkate alınması önerilmektedir.Anahtar kelimeler: Kuşaklar, meslekten ayrılma niyeti, işten ayrılma niyeti, mesleki bağlılık, örgütsel bağlılık ABSTRACT AIM: For preventing nurses leaving the job and profession, there is a need to determine their attitudes towards job and profession. The aim of this study is to analyze the intention of the nurses' to leave their job and profession as well as their commitment to the organization and the profession across generations. METHODS: Among 790 nurses working in a university and two public hospitals who represented X (1965-1980) and Y (1981-2000) generations, and volunteered to participate in the study constituted the sampling of this descriptive study The data were collected using the Socio-Demographic Characteristics form z contained questions concerning the intention to leave the job, and profession, and Organizational and Professional Commitment Scales which were adapted to Turkish language. For the evaluation of data descriptive statistics, chi-square and t tests were used. RESULTS: The 57.6% of nurses had a high intention to leave their present jobs and 55.9% to leave their profession. Compared to the X Generation, the intention of the Y Generation nurses to leave their job and profession was found to be significantly higher. The results have revealed that nurses perceive their organizational and professional commitments at a low to moderate level. Compared to Y generation , the X Generation received significantly higher scores ...
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