Factors influencing nurses' intentions to leave adult critical care settings

Khan, Nadeem Ullah; Jackson, Debra; Stayt, Louise; Walthall, Helen

doi:10.1111/nicc.12348

Cited by 73 publications

(89 citation statements)

References 38 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

“…Nurses who were unsatisfied with autonomy were 2.55 times more likely to leave the hospital compared to those who weresatisfied (95% CI: 1.194, 5.466)]. This is in line with previous studies conducted in Tigray (Ethiopia) and Taiwan, Bangkok (Thailand) [25,38,[40][41][42][43][44]. This could be due to the fact that nurses with higher autonomy in their working condition tend to have better critical-thinking skills and low psychological outlook to leave the organization.…”

Section: Discussionsupporting

confidence: 87%

The relationship between job satisfaction and turnover intention among nurses in Axum comprehensive and specialized hospital Tigray, Ethiopia

et al. 2020

View full text Add to dashboard Cite

Background: Nurses' turnover is a global concern which if not handled well can harm the productivity of an organization. The high turnover rate of health workers critically affects the health system, particularly in countries with limited resources. Hence, effective retention strategies require clear identification of the variables at the workplace that determines nurses' decision in staying in or leaving their employer organization. The aim of this study is to assess the relationship between job satisfaction and turnover intention among nurses in Axum Comprehensive and Specialized Hospital Tigray, Ethiopia. Methods: The research was conducted using institution based cross-sectional study design. A total of 148 nurses were included in the study using a systematic random sampling technique. The study was conducted from January 2018 to June, 2019. Data were collected using semi-structured self-administered questionnaires. It was entered into Epidemiological information version 7 and then analyzed using Statistical Package for Social Sciences version 22. Bivariate logistic regression analysis was employed to examine the statistical association between the outcome variable and selected independent variables. All variables with P value < 0.05 in the bivariate analysis were included in the multivariable analysis. Result: Out of 148 nurses, more than half (64.9%) had the intention to leave the organization. The finding of this study showed that the level of job satisfaction was significantly associated with the overall intention. Nurses who were unsatisfied on their job autonomy were 2.55 (95% CI: 1.194, 5.466) more likely to intend to leave their workplace than nurses who reported to be satisfied. Nurses who were unsatisfied on training opportunity were also 2.55 (95% CI: 1.167, 5.571) times more likely to leave their job than nurses who reported to be satisfied. Conclusion: The overall turnover intention of nurses was found to be high and significantly associated with dissatisfaction on autonomy, and training opportunity. Therefore, continuous effort should be made by ward managers to enhance nurses' satisfaction onjob autonomy, and training opportunity.

show abstract

Section: Discussionsupporting

confidence: 87%

The relationship between job satisfaction and turnover intention among nurses in Axum comprehensive and specialized hospital Tigray, Ethiopia

et al. 2020

View full text Add to dashboard Cite

show abstract

“…A recent estimate suggests that the average costs to replace an ICU nurse in the United States range from $36,657 to $88,000; thus higher turnover can have a significant economic impact for healthcare systems [30]. In more extreme cases, there may be no other suitably qualified candidates to perform the task, which may be a further risk to patient safety [31].…”

Section: Healthcare System and Patient Safetymentioning

confidence: 99%

Burnout and Joy in the Profession of Critical Care Medicine

2020

View full text Add to dashboard Cite

show abstract

“…Turnover intention, which refers to the consideration of changing careers, is one of the critical factors leading to actual nurse turnover (Khan et al 2018). Previous studies on the turnover intention of nurses identified that turnover intention is influenced by age, work experience, salary (Park et al 2019), work environment (Nantsupawat et al 2017;Trybou et al 2015) stress and burnout (Choi et al 2019;Khan et al 2018). However, studies focusing on the psychological factors that nurses may encounter while taking care of patients are limited.…”

Section: Fundingmentioning

confidence: 99%

Depressive symptoms, professional quality of life and turnover intention in Korean nurses

Pang

Dan

Jung

et al. 2020

International Nursing Review

View full text Add to dashboard Cite

Aim The purpose of this study was to identify the effects of depressive symptoms and professional quality of life on turnover intention. Background The high turnover rate of nurses is a critical healthcare issue globally. Introduction Nurses often experience depressive symptoms and compassion fatigue due to the efforts of patient care. The impact of such psychological health issues on turnover intention needs to be confirmed. Methods Participants were 10 163 female nurses who completed an online or mobile survey using the Korea Nurses’ Health Study. To identify the influencing factors on the turnover intention of nurses, descriptive statistics, spearman’s correlation coefficients and multivariable ordinal logistic regression were performed. Results The turnover intention increased by about 2.81–4.60 times when depressive symptom was moderate or more, 1.14 times when secondary traumatic stress disorder was moderate or more, and 1.54 times when burnout was moderate or more. When compassion satisfaction was moderate or high, the turnover intention decreased by 0.72 and 0.52 times. Discussion Korean nurses demonstrated high levels of depressive symptoms, secondary traumatic stress and burnout, while demonstrating lower levels of compassion satisfaction. The results of this study demonstrate that depressive symptoms, secondary traumatic stress, burnout and compassion satisfaction affect turnover intention. Conclusions To reduce nurses’ turnover intention, it is necessary to reduce depressive symptoms and enhance the quality of professional life. Implications for nursing and health policy Hospital managers need to maintain adequate nurse‐to‐patient ratios and provide nurses with a supportive work environment. Also, health policymakers need to identify factors affecting hospital nurses’ turnover intention and provide strategies to address them. These conditions may reduce the excessive workload placed on nurses, thereby preventing depression and burnout and improving nurses’ quality of work–life.

show abstract

Factors influencing nurses' intentions to leave adult critical care settings

Abstract: The shortage of critical care nurses is currently a global issue impacting costs and quality of patient care.

Cited by 73 publications

References 38 publications

The relationship between job satisfaction and turnover intention among nurses in Axum comprehensive and specialized hospital Tigray, Ethiopia

The relationship between job satisfaction and turnover intention among nurses in Axum comprehensive and specialized hospital Tigray, Ethiopia

Burnout and Joy in the Profession of Critical Care Medicine

Depressive symptoms, professional quality of life and turnover intention in Korean nurses

Contact Info

Product

Resources

About