Factors influencing intention to stay of male nurses: A descriptive predictive study

Abstract

Nurse shortages and nurse attrition are high in many countries, and there is also a dearth of male nurses in the profession. This study aimed to examine the level of intention to stay and ten predictors of this among male nurses in China. A descriptive, predictive study was administered to 480 registered male nurses. Eight research instruments were used to collect data. Descriptive statistics and binary logistic regression were employed to analyze the data. The overall intention to stay in the nursing profession as perceived by male nurses was at a moderate level. Binary logistic regression demonstrated that work group cohesion, transformational leadership, career growth, and job satisfaction were significant predictors, explaining 32.2% of the total variance for intention to stay. The findings of this study provide suggestions for nursing administrators and policymakers to develop appropriate strategies or interventions to increase the intention to stay for male nurses to stay in the profession, based on the four predictors.

Validity and reliability of the gender equity scale in nursing education

“…The experiences of isolation and exclusion from both academic and clinical spheres are mostly reported by male students, and they have an effect on high attrition rates (Kim et al, 2014;Stott, 2007). Similarly, in a recent study in China that explored the intention to stay among male nurses, the group with low intention to stay had about three times lower workgroup cohesion than the group with high intention to stay (Lyu et al, 2022). On the other hand, female nurses and students also often experience exclusion or marginalization according to the clinical setting and organizational culture (Gauci et al, 2022).…”

Safeguarding the retention of nurses: A systematic review on determinants of nurse's intentions to stay

“…The key findings suggest that nurses will stay when the workplace culture and conditions meet their personal and professional needs. Nurses stay when professional relationships are supportive, trusting and enable them to feel safe and belong (Lyu et al, 2022;Reinhardt et al, 2020).…”

“…This principle underpins the 'Effort-Reward Imbalance' theory which establishes that the amount of effort an employee puts into employment must be equally rewarded through their needs and expectations being met to avoid them feeling an imbalance. A perceived effort-reward imbalance, such as a nurse feeling that they are giving more than they are getting can be demotivating and linked directly to the intention to leave (Eltaybani et al, 2018;Lyu et al, 2022;Weninger, 2020;Wieck et al, 2009) (Robson & Robson, 2015;Yarbrough et al, 2017). It is, however, clear from the research findings of many studies that this is not the case, and that nurses across different ages and tenures of career have unique priorities of employment needs, meaning the innate environmental, relational and individual priorities are weighted, offering the suggestion of the opportunity to not only understand how to protect nurses to stay but the added benefit of knowing that targeting cohorts of the nursing workforce that are vulnerable to leaving will realise amplifying retention outcomes Al-Hamdan et al, 2016;Al-Hamdan et al, 2019;Borhani et al, 2014;Chen, Perng, et al, 2016;Chenoweth et al, 2014;Dechawatanapaisal, 2018;Jiang et al, 2017;Larrabee et al, 2010;Liang et al, 2016;Shacklock & Brunetto, 2011).…”

“…This reflects the thinking of Alderfer's (1972) Existence, Relatedness and Growth (ERG) theory which suggests that to stay motivated and progress towards an understanding of how to satisfactorily work in the nursing profession, ECNs must be supported and empowered to not feel frustrated and overburdened leading to them feeling too challenged, we see this narrative come through in the research findings. When this vulnerable cohort of nurses is not given this support can lead to regression and slow growth in practice development, therefore increasing the threat of leaving (Lyu et al, 2022).…”

“…Almost half ( 15) of all studies reported findings on relational factors AbuAlRub & Alghamdi, 2012;AbuAlRub & Nasrallah, 2017;Al-Hamdan et al, 2016;Atiyeh & AbuAlRub, 2017;Chen, Ho, et al, 2016;Dechawatanapaisal, 2018;Hewko et al, 2015;Li et al, 2020;Liang et al, 2016;Lyu et al, 2022;Reinhardt et al, 2020;Robson & Robson, 2015;Shacklock & Brunetto, 2011;Yarbrough et al, 2017;Eltaybani et al, 2018).…”