Nurses’ turnover intention in secondary hospitals in China: A structural equation modelling approach

Zhang, Yongai; Zhang, Xiaona; Xu, Na; Eun-Kyoung, Yun

doi:10.1111/jonm.13379

Cited by 9 publications

(5 citation statements)

References 21 publications

(39 reference statements)

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“…87,131,135,148-167 A study conducted in the United States found that career development was positively correlated with retention. 135 Moreover, like in the EU studies, work-life balance 112,113,115,118,134,143,157,168-181 and organizational commitment 78,82,83,87,91,92,100,103,109,116,118,122,123,128,134,140,157,171,172,178,182…”

Section: Determinants Non-eu Studiesmentioning

confidence: 90%

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The Race to Retain Healthcare Workers: A Systematic Review on Factors that Impact Retention of Nurses and Physicians in Hospitals

Vries

Boone

Godderis

et al. 2023

INQUIRY

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The shortage of healthcare workers is a growing problem across the globe. Nurses and physicians, in particular, are vulnerable as a result of the COVID-19 pandemic. Understanding why they might leave is imperative for improving retention. This systematic review explores both the prevalence of nurses and physicians who are intent on leaving their position at hospitals in European countries and the main determinants influencing job retention among nurses and physicians of their respective position in a hospital setting in both European and non-European countries. A comprehensive search was fulfilled within 3 electronic databases on June 3rd 2021. In total 345 articles met the inclusion criteria. The determinants were categorized into 6 themes: personal characteristics, job demands, employment services, working conditions, work relationships, and organizational culture. The main determinants for job retention were job satisfaction, career development and work-life balance. European and non-European countries showed similarities and differences in determinants influencing retention. Identifying these factors supports the development of multifactorial interventions, which can aid the formulation of medical strategies and help to maximize retention.

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Section: Determinants Non-eu Studiesmentioning

confidence: 90%

“…One of the similarities was the impact of job satisfaction upon the intention to leave. 78-147 A study conducted in Australia by Doleman et al noted that “Job satisfaction was found to have a significant negative inverse relationship with intention to leave.” 97 Sim...…”

Section: Determinants Non-eu Studiesmentioning

confidence: 99%

The Race to Retain Healthcare Workers: A Systematic Review on Factors that Impact Retention of Nurses and Physicians in Hospitals

Vries

Boone

Godderis

et al. 2023

INQUIRY

View full text Add to dashboard Cite

show abstract

“…The average score of the whole scale was calculated by adding the scores obtained in all items and then dividing by the total number of items. This scale has been widely used among Chinese nurses and has shown good validity and reliability ( 30 ). In this study, the Cronbach's alpha of the total scale was 0.92, and for each dimension, it was between 0.78 and 0.96.…”

Section: Methodsmentioning

confidence: 99%

The relationship between work practice environment and work engagement among nurses: The multiple mediation of basic psychological needs and organizational commitment a cross-sectional survey

Wen²,

Xu³

et al. 2023

Front. Public Health

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BackgroundPrevious researchers have demonstrated that the work practice environment influences nurses' engagement; however, few studies have explored the mechanisms that explain the links between them.ObjectivesTo examine whether basic psychological needs and organizational commitment mediate the relationship between the work practice environment and work engagement.MethodsA cross-sectional survey was conducted with a sample of 893 nurses from 14 cities in Sichuan Province of China between November 2021 and December 2021. Data were collected online using the Chinese version of the Practice Environment Scale of the Nursing Work Index, Basic Needs Satisfaction in General Scale, Organizational Commitment Scale, and Utrecht Work Engagement Scale. The Pearson correlation analysis and multiple mediation model were used to analyze the data.ResultsThe Pearson correlation analysis showed that work practice environment, basic psychological needs, and organizational commitment were positively associated with work engagement. The positive relationship between work practice environment and work engagement was mediated by basic psychological needs and organizational commitment [B = 0.505, SE = 0.032, 95% CI (0.442, 0.566)].ConclusionsThe study substantially contributes to the existing knowledge by revealing the mechanisms of fostering work engagement among nurses and explaining why the work practice environment influences work engagement.

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“…It consists of six items rated on a 4‐point Likert scale. The higher the score, the greater the turnover (Zhang et al, 2021). The total score ranges from 6 to 24, with higher total scores indicating a stronger intention to leave.…”

Section: Methodsmentioning

confidence: 99%

The impact of psychological capital on turnover intention among Chinese nurses: A moderated mediation model

Xiao

Shi

Lin

et al. 2022

J Nursing Management

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Aims: This study examined how the mediating effect of psychological distress and the moderating role of social support influence the connection between psychological capital and turnover intention among Chinese nurses.Background: Nurses play a crucial role in medical and health services, but turnover intentions are common among them.Methods: A cross-sectional survey was conducted involving 4865 nurses in China.The Chinese Psychological Capital Questionnaire, Depression, Anxiety and Stress Scale, Social Support Rating Scale, and Turnover Intention Scale were used to gather data. Bootstrap and simple slope methods were used to test the mediating effect of psychological distress and the moderating effect of social support.Results: Psychological capital had a significant direct impact on turnover intention among nurses (B = À0.040, t = À10.032, p < .001). Psychological distress had a mediation effect of 46.89% between psychological capital and turnover intention.Moreover, social support had a moderating role in the relationship between psychological distress and psychological capital and between psychological distress and turnover intention.Conclusions: Psychological capital correlated negatively with psychological distress and turnover intention and indirectly influenced turnover intention through psychological distress. Social support moderated the first and second half of the path in the mediating model of psychological distress. These findings have implications for early intervention for and the prevention of turnover intention in nurses.Implications for Nursing Management: This study's findings can inform the design of effective nurse support programmes to reduce the impact of psychological distress on turnover intention among nurses.

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Nurses’ turnover intention in secondary hospitals in China: A structural equation modelling approach

Cited by 9 publications

References 21 publications

The Race to Retain Healthcare Workers: A Systematic Review on Factors that Impact Retention of Nurses and Physicians in Hospitals

The Race to Retain Healthcare Workers: A Systematic Review on Factors that Impact Retention of Nurses and Physicians in Hospitals

The relationship between work practice environment and work engagement among nurses: The multiple mediation of basic psychological needs and organizational commitment a cross-sectional survey

The impact of psychological capital on turnover intention among Chinese nurses: A moderated mediation model

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