Explaining nursing turnover intent: job satisfaction, pay satisfaction, or organizational commitment?

Abstract

SummaryA number of models have been developed to explain nurses' turnover behavior. The common theme that emerges from these models is that turnover behavior is a multistage process that includes attitudinal, decisional, and behavioral components. The purpose of this study was to assess both the direct and indirect impact of certain pay policies upon the turnover intentions of paediatric nurses. The two major questions addressed were: What was the relative impact of job satisfaction, pay satisfaction, and organizational commitment upon the turnover intentions of paediatric nurses eligible for these pay policies? What model accurately portrays the relationship among these three independent variables and turnover intentions? Exploration of the causal pathways among these variables and demographic factors revealed complex models of association. The results suggest that job satisfaction has only an indirect in¯uence on the intention to quit, whereas organizational commitment has the strongest and most direct impact. A further ®nding that pay satisfaction had both direct and indirect eects on turnover intent was consistent with administrators' assumptions underlying the pay policies. Control variables such as having a degree, having children, and working 12-hour shifts were found to have both direct and indirect in¯uences upon pay satisfaction and turnover intent.

Pengaruh Employee Engagement terhadap Kepuasan Kerja dan Turnover Intention Perawat (Studi pada Rumah Sakit Wava Husada Kepanjen Malang)

“…Hasil penelitian ini sejalan dengan penelitian Lum, et al (1998) Hipotesis keempat menyatakan employee engagement memiliki pengaruh tidak langsung terhadap turnover intention melalui kepuasan kerja di RS Wava Husada Kepanjen terbukti dalam penelitian ini. Employee engagement berpengaruh terhadap kepuasan kerja dan kepuasan kerja berpengaruh terhadap turnover intention, maka employee engagement berpengaruh terhadap turnover intention melalui kepuasan kerja sehingga dapat disimpulkan bahwa data penelitian mendukung hipotesis ini.…”

Managing BPO service workers in India: Examining hope on performance outcomes

“…Tett and Meyer (1993) found that job satisfaction was a strong predictor of intention to quit. Lum, Kervin, Clark, Reid, and Sirola (1998) found that job satisfaction had an indirect relationship on intention to quit, whereas commitment had a direct effect on intention to quit. Based on the hope-satisfaction link and research linking satisfaction to turnover intentions, it may follow that Indian BPO workers who are more hopeful will have more job satisfaction and demonstrate less interest in leaving the organization.…”

The Impact of Perceived Organizational Justice on Turnover Intention: Evidence From an International Electronic Chain Store Operating in Turkey

“…Turnover has various results such as increasing the cost of employing staff, diminishing the organization's knowledge capital and damaging its reputation (Liu et al, 2010, Lum et al, 1998. As Moynihan and Pandey (2007) have stated, there are three categories of factors that affect turnover intention.…”