Analyzing U.S. nurse turnover: Are nurses leaving their jobs or the profession itself?

Mazurenko, Olena; Gupte, Gouri; Shan, Guogen

doi:10.5430/jha.v4n4p48

Cited by 46 publications

(44 citation statements)

References 37 publications

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“…In the literature review by Hayes et al (2012), it was emphasized that the research results regarding the impact of demographic-and work-related factors on nurses' organizational turnover intention and professional turnover intention were not consistent. There are studies supporting this study's findings that the other two demographic factors, marital status (Engeda, Birhanu, & Alene, 2014;Mazurenko, Gupte, & Shan, 2015) and satisfaction with the work shift (El-Jardali, Dimassi, Dumit, Jamal, & Mouro, 2009;Engeda et al, 2014), are the predictors of staying in the profession and turnover intention. These findings are important as they draw attention to the universality and importance of the work-home life balance of nurses.…”

Section: Discussionsupporting

confidence: 71%

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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Section: Discussionsupporting

confidence: 71%

Predicting nurses’ organizational and professional turnover intentions

Yürümezoğlu

Kocaman

Haydari

2018

Japan Journal Nursing Sci

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“…However, this finding is higher than the 10% [29], and 14% of nurses in the United States intended to leave [30],…”

Section: Discussionmentioning

confidence: 74%

Magnitude of Nurses’ Intention to Leave Their Jobs and Its Associated Factors of Nurses Working in Tigray Regional State, North Ethiopia: Cross sectional study

Negarandeh¹,

Kahsay

Pashaeypoor

et al. 2020

Preprint

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Introduction A significant number of nurses is leaving the health care sector. High rates of turnovers contribute to labor shortages of nursing and adversely affect patient outputs and nursing costs.Objectives To determine the magnitude of nurses’ intention to leave a job and its associated factors.Methods A cross-sectional, analytical descriptive study design among 634 nurses working in Tigray Regional State general hospitals from March 2018 to 30 June 2019 was conducted. Clustered random sample nurses completed self-administered three-item Michigan Organizational Assessment Questionnaire during data collection. Descriptive and multiple logistic regression analyses were done using SPSS version 20, 95% confidence interval and p-value < 0.05 was considered.Findings Response rate was 95.9%. Nurses were with a mean of 33.60 ± 9.71, 10.07 ± 9.54, and 2.10 ± 1.455 in years for age, work experience, and service in hospital respectively. About 56.4% were females, 95.4% Orthodox, and 56.7% were Bachelors of Science in Nursing. The magnitude of nurses’ intention to leave their jobs was 43.9%. The male nurses were 1.5 times more likely (AOR = 1.565, 95% CI = 1.095–2.237) had the intention to leave. Those nurses working in medical ward were also 2 times more likely (AOR = 1.886, 95% CI = 1.113–3.193) than working in the Out-Patient Department of the hospitals had the intention to leave.Conclusions Nurses in hospitals intend to leave their jobs. Gender and working in medical ward are the predictors for their intentions. Health care policymakers are recommended to develop nurses’ retention strategies and establish continuing education to socialize male nurses and set economic incentive strategies to encourage male nurses to stay in hospitals fulfilling their families’ income to earn. Managers are recommended to make regular rotation of nurses within hospitals to minimize a possible burden in medical wards. For the quality nursing care, nursing managers should create a favorable environment in medical wards. Educators are recommended to increase the intake of the nursing students. This study did not show the cause and effect of variables. Therefore, other researchers are recommended to conducting longitudinal studies.

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“…Although many factors contribute to nursing shortages, high nurse turnover is considered to be one of the major contributors (Sokhanvar et al , ; Tourani et al , ). Turnover is not consistently defined in the literature (Halter et al , ), with descriptions ranging from the actual leaving of the organization to an intent to leave in the near future (Mazurenko et al , ). It has been defined as any career move, whether that move is external, such as when nurses leave the profession or an organization entirely, or internal, when nurses move between nursing units in the same hospital (Duffield et al , ).…”

Section: Introductionmentioning

confidence: 99%

Occupational stress, quality of working life and turnover intention amongst nurses

Chegini

Jafarabadi²,

Kakemam

2019

Nursing in Critical Care

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Background Turnover intention is a frequent event in almost all institutions and is associated with unfavourable consequences for employees. Aim The aim of this study was to examine the relationship between occupational stress, quality of working life and turnover intention amongst nurses working in critical care units in Iran. Design A cross‐sectional survey design was used. Method The study was conducted in the critical care units of 10 hospitals in Tabriz, Iran, between July and November 2017 using a sample of 203 nurses. Data were obtained using a self‐administered questionnaire, and multiple logistic regression analysis was performed to determine the factors impacting turnover intention. Results Overall, 64% of nurses had an intention to leave their job; 82·8% of respondents reported their job to be highly stressful, and 81·2% reported their quality of working life to be low. Binary logistic regression analysis indicated that age (p = 0·006), clinical experience (p = 0·005), duty stressors (p = 0·040), interpersonal relations stressors, (p = 0·029) communication (p = 0·007), motivation (p = 0·006), job security (p = 0·040) and job pride (p = 0·011) were factors affecting turnover intention. Conclusion Occupational stress and quality of working life are associated with turnover intention amongst nurses working in critical care units. Further research is needed to determine the generalizability of these results to other settings and countries and to identify interventions that could reduce occupational stress and improve the quality of working life so that turnover intention might be reduced. Relevance to clinical practice The findings of this research suggest that lower perceived occupational stress and higher quality of working life will result in less reported turnover intention in critical care unit nurses.

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Analyzing U.S. nurse turnover: Are nurses leaving their jobs or the profession itself?

Abstract: Objective: To examine and compare factors associated with making the decision to vacate a job (organizational turnover) versus leaving the profession (professional turnover) among registered nurses (RN) in the United States (U.S.).

Cited by 46 publications

References 37 publications

Predicting nurses’ organizational and professional turnover intentions

Predicting nurses’ organizational and professional turnover intentions

Magnitude of Nurses’ Intention to Leave Their Jobs and Its Associated Factors of Nurses Working in Tigray Regional State, North Ethiopia: Cross sectional study

Occupational stress, quality of working life and turnover intention amongst nurses

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