A Survey On The Intention Of The Nurses’ Of Different Generations To Leave Their Job And Profession And Their Organizational And Professional Commitment

Haydari, Semra Mert; Kocaman, Gülseren; Tokat, Merlinda Aluş

doi:10.5222/shyd.2016.119

Cited by 13 publications

(22 citation statements)

References 6 publications

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“…Considering that one of every two nurses working in the public sector reported the ITL their organisation or profession within the last year, even though they had employment security (Mert Haydari, Kocaman, & Alus Tokat, ; Sen Bezirci & Kocaman, ; Yaprak & Seren, ), the problem should be urgently defined, and attempts to develop policies aiming to find solutions should be planned. In Turkey, if nurses actualize their ITL their organisation and profession, this can lead to major problems such as a nursing workforce shortage and reduced quality of health care.…”

Section: Discussionmentioning

confidence: 99%

Structural empowerment, workplace incivility, nurses’ intentions to leave their organisation and profession: A path analysis

Yürümezoğlu

Kocaman

2019

J Nurs Manag

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Aim The aim of this study is to test the theoretical model involving the relationships between nurses’ perceptions of structural empowerment, supervisor and coworker incivility, and their intention to leave both the organisations and the nursing profession. Background Studies investigating the relationships between structural empowerment, workplace incivility and nurses’ intentions to leave their organisation are increasing. However, the results of studies indicating the effects of structural empowerment on these variables are inadequate. Methods We used a cross‐sectional, correlational study to investigate relations among the variables with a sample of 574 nurses. Results Structural empowerment had significantly direct negative effects on supervisor incivility, coworker incivility and nurses’ intentions to leave their organisation, as well as indirect negative effects on intention to leave the profession through its negative influence on intention to leave the organisation. Conclusions Strong evidence points out the importance of making plans to reduce nurses’ intentions to leave their organisation and profession, to increase the structural empowerment in organisations and to reduce workplace incivility is presented. Implications for Nursing Management The results of this study can provide guidance for managers attempting to improve working conditions for nurses by drawing attention to the various factors affecting nurses’ intentions to leave.

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Section: Discussionmentioning

confidence: 99%

Structural empowerment, workplace incivility, nurses’ intentions to leave their organisation and profession: A path analysis

Yürümezoğlu

Kocaman

2019

J Nurs Manag

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“…This study was conducted as a secondary analysis of the preexisting survey data that were collected as part of a cross‐sectional study. The previous research had analyzed the organizational turnover intention and/or the professional turnover intention and their association with OC and PC across generations X and Y (Mert Haydari et al , ). The current analysis, however, focuses on the predictors of organizational turnover intention and professional turnover intention.…”

Section: Methodsmentioning

confidence: 99%

“…A study by Simon et al () demonstrated that there was a negative association between age and intention to leave both the organization and the profession. In a study conducted in Turkey, Generation Y nurses’ intention to leave the organization and profession was higher than that of Generation X nurses (Mert Haydari, Kocaman, & Alus Tokat, ).…”

Section: Introductionmentioning

confidence: 93%

“…Those who work in public hospitals have a high level of employment security; that is, working until retirement age without any concern for being dismissed, while those who work in private hospitals work on a contractual basis. In spite of this, several Turkish studies show that a significant proportion of nurses who are working in public hospitals consider leaving both the organization and their profession (Mert Haydari et al , ; Sen Bezirci & Kocaman, ). However, according to OECD (), Turkey has the lowest ratio of nurses to population: 1.9 nurses per 1000 individuals.…”

Section: Introductionmentioning

confidence: 99%

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Predicting nurses’ organizational and professional turnover intentions

Yürümezoğlu

Kocaman

Haydari

2018

Japan Journal Nursing Sci

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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.

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“…12,[14][15][16] Hemşirelerin kuşak farklılıklarına göre yapılan çalışmalarda, X kuşağındaki hemşirelerin mesleği sevme durumlarının ve mesleki bağlılıklarının yüksek olduğu saptanmış iken, Y kuşağındaki hemşirelerin ise meslekten ayrılma niyetlerinin yüksek olduğu bulunmuştur. [18][19][20] Hemşirelerin kuşak farklılıklarının incelendiği başka bir çalışmada, Y kuşağındaki hemşirelerin hastane yönetimi ile ilgili işlerdeki yeteneğinin daha yüksek olduğu saptanmıştır. 21 Farklı kuşaklarda yer alan hemşireler arasındaki bu farklılıklar, bazı işlerin/görevlerin yapılmasında zorluklar veya kolaylıklar oluşturabilmektedir.…”

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Determination of Job Satisfaction and Affecting Factors of Surgical Nurses in Generation X and Y

Edeer¹,

Yılmaz²,

Kirçe³

et al. 2019

Turkiye Klinikleri J Nurs Sci

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emşireler; ağır iş koşulları, olumsuz fiziki şartlar, hasta sayısının fazla olması, bu durumların yarattığı yorgunluk, uykusuzluk gibi sorunlar, görev, yetki ve sorumlulukların yeterince net olmaması gibi nedenlerle iş ortamında stres yaşamaktadırlar. 1 Hemşirelerin yaşadıkları bu stres özellikle cerrahi kliniklerde daha fazla olabilmektedir. Cerrahi klinikler; hastaların gereksinimlerini karşılama konusunda hemşireye bağımlı

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A Survey On The Intention Of The Nurses’ Of Different Generations To Leave Their Job And Profession And Their Organizational And Professional Commitment

Cited by 13 publications

References 6 publications

Structural empowerment, workplace incivility, nurses’ intentions to leave their organisation and profession: A path analysis

Structural empowerment, workplace incivility, nurses’ intentions to leave their organisation and profession: A path analysis

Predicting nurses’ organizational and professional turnover intentions

Determination of Job Satisfaction and Affecting Factors of Surgical Nurses in Generation X and Y

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