Factors related to turnover intentions and work-related injuries and accidents among professional caregivers: a cross-sectional questionnaire study

Tei-Tominaga, Maki; Nakanishi, Miharu

doi:10.1186/s12199-020-00863-8

Cited by 14 publications

(20 citation statements)

References 25 publications

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“…Thus, the mediating effect of intrinsic motivation was significant in this study (beta value = −0.1242). These findings are in line with previous literature [ 19 , 115 ].…”

Section: Discussionsupporting

confidence: 94%

Proposing a Robust Model to Reduce Employees’ Turnover Intentions in an Ethical Leadership Framework: Empirical Evidence from the Healthcare Sector

Jian¹,

Wang

Al-Smadi

et al. 2022

IJERPH

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Employee turnover is expensive and disruptive for an organization. Studies have already mentioned that the economic cost of turnover is huge, ranging from 90% to 200% of the existing employee’s salary. With an increase in turnover rate, the social fabric of an enterprise may be disrupted. Additionally, organizations with an increasing turnover are expected to lose intangible knowledge and skills, operational effectiveness, customer satisfaction, and product or service quality. In a healthcare context, an increasing turnover rate has more consequences than other sectors because the healthcare sector worldwide is already identified as a sector facing resource scarcity. Exacerbating the situation, current evidence suggests that employee turnover has been increasing globally in the healthcare sector. The literature suggests that an ethical leadership style may reduce employees’ likelihood of quitting an organization. However, such literature is sparse in healthcare, especially from the perspective of a developing economy in the Global South, which is more resource-deficient than the Global North. To fill this knowledge gap, this study investigates the relationship between ethical leadership style and turnover intentions in the healthcare context of the Global South. This study also tests the mediating effect of intrinsic motivation and psychological contract fulfillment in the above-proposed relationship. Furthermore, the conditional indirect effect of resilience is also tested. The data are collected from the hospital employees through a self-administered questionnaire. The hypothesized relationships are tested through structural equation modeling. The empirical evidence indicates that ethical leadership reduces employees’ turnover intentions significantly. The results further confirm the mediating and moderating effects of intrinsic motivation, psychological contract fulfillment, and resilience. These results have different theoretical and practical implications for the healthcare sector. The results especially highlight the role of ethical leaders in a hospital to deal with the challenge of turnover, which has been rising worldwide.

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“…Thus, the mediating effect of intrinsic motivation was significant in this study (beta value = −0.1242). These findings are in line with previous literature [ 19 , 115 ].…”

Section: Discussionsupporting

confidence: 94%

Proposing a Robust Model to Reduce Employees’ Turnover Intentions in an Ethical Leadership Framework: Empirical Evidence from the Healthcare Sector

Jian¹,

Wang

Al-Smadi

et al. 2022

IJERPH

View full text Add to dashboard Cite

show abstract

“…Institutions where staff freely express their plans of quitting their job usually have higher turnover [ 11 , 12 ]. High staff turnover intentions in many organizations are attributed to factors such as poor quality of staffing and inadequacy of working material to care for the patient [ 13 – 15 ]. Such poor work conditions present high work demand with low RNs' autonomy over their job, inadequate group support, and increased physical and emotional work demand.…”

Section: Introductionmentioning

confidence: 99%

“…Lack of support from nurse managers, unjustified workloads, and increased emotional exhaustion of RNs mostly lead to increased staff intentions of resignation [ 10 – 12 ]. Moreover, most RNs leave their job owing to a lack of professional/career development and poor organizational climate [ 12 , 13 ]. Nursing leadership consciousness of the reasons behind turnover intention can help improve the organizational culture [ 14 , 15 ].…”

Section: Introductionmentioning

confidence: 99%

Impacts of Nursing Work Environment on Turnover Intentions: The Mediating Role of Burnout in Ghana

Poku

Donkor

Naab

2022

Nursing Research and Practice

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Background. The nursing practice environment supports excellence and decent work and has the influence to entice and retain the quality nursing workforce. Appreciating the dynamics that affect the turnover intention of RNs offer reasonable solutions to the challenges of the nursing shortage, which directly influence the quality of nursing care. There is a paucity of information on the impacts of these concepts among RNs in Sub-Saharan African. The study therefore aimed at determining the impacts of work environment and burnout on turnover intentions among RNs in Ghana. Methods. A descriptive cross-sectional design using a simple random and proportionate stratified sampling with a sample of 232 RNs from Municipal and Regional Hospitals, Sunyani, West-Central part of Ghana completed validated instruments measuring work environment, burnout, and turnover intentions. Descriptive analysis was done to find out RNs’ perceptions of their work environment and turnover intentions. Mediation analysis by Baron and Kenny’s approach was used to determine the mediating effect of burnout on the relationship between the domains of PPE and the turnover intention of RNs. STROBE checklist was used as the reporting tool. Results. While most RNs had a positive perception about their work environment, greater number of them had turnover intentions. There were significant associations between some nursing work environment facets and turnover intention. The results also showed a statistically significant relationship between nurse-physician relation (β = .353, t = 5.476, p ≤ .001), nurse manager leadership (β = −0.485, t = −8.192, p ≤ .001), nursing foundation for quality care (β = .400, t = 7.059, p ≤ .001), staffing and resource adequacy on (β = 0.485, t = 8.183, p ≤ .001), and turnover intention as mediated by burnout. Conclusion. Burnout resulting from an unsafe work environment impact RNs’ turnover intention. This phenomenon can potentially affect the human resource management and quality of nursing care. Policy strategies aimed at ensuring a professional practice environment and decreased burnout can therefore improve retention of RNs at their workplace.

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“…In such circumstances, employers face di culty of not knowing the reasons behind employees' intention to quit an organisation. High staff turnover intentions in many organisation are attributed to factors such as poor quality of sta ng and inadequacy of working material to care for the patient (13,14,15). Such poor work conditions present high work demand with low nurses' autonomy over their job, inadequate group support, and increased physical and emotional work demand.…”

Section: Introductionmentioning

confidence: 99%

“…Lack of support from nurse managers, unjusti ed workloads and increased emotional exhaustion of nurses mostly lead to increased staff intentions of resignation (10,11,12). Moreover, most nurses leave their job owing to nancial reasons, professional/career development and organizational climate (12,13).…”

Section: Introductionmentioning

confidence: 99%

Impacts of nursing work environment and burnout on turnover intentions among nurses in Ghana

Poku

Donkor

Naab

2021

Preprint

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Background Professional practice environment supports excellence and decent work and has the influence to entice and retain quality-nursing workforce. In high-resourced settings, significant number of studies exist to prove that professional practice environment with low levels of burnout play important role in enhancing patients’ and staff job outcomes. Appreciating the dynamics that affect turnover intention of nurses offer reasonable solutions to the challenges of nursing shortage, which directly influence quality of nursing care. Few studies undertaken on the subject in Ghana, however focused on miners, workers in the hotel industry, and worker telecommunication. There is evidently paucity of information on the impacts of nursing practice environment on turnover intentions among nurses in Sub-Saharan African. The study therefore aimed at determining the predictors of turnover intentions among nurses in Ghana. Methods A cross-sectional approach using a simple random and proportionate stratified sampling with a sample of 232 nurses completed validated instruments measuring work environment, burnout and turnover intentions. Descriptive and regression analysis were done on the various variables. Results While most nurses had positive perception about their work environment, greater number of them had turnover intentions. There was also significant associations between nursing work environment facets and turnover intention. The age of the nurse, years in nursing and the personal accomplishment of the nurse were significant predictors of turnover intentions of the nurse. Conclusion Burnout in any dimension results from unhealthy workplace; and unduly influences nurses’ turnover intention. This phenomenon can potentially affect the human resource management and the consequentially poor quality of nursing care provided to patients. Ensuring positive work setting and reduced burnout can therefore improves retention of nurses at their workplace.

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Factors related to turnover intentions and work-related injuries and accidents among professional caregivers: a cross-sectional questionnaire study

Cited by 14 publications

References 25 publications

Proposing a Robust Model to Reduce Employees’ Turnover Intentions in an Ethical Leadership Framework: Empirical Evidence from the Healthcare Sector

Proposing a Robust Model to Reduce Employees’ Turnover Intentions in an Ethical Leadership Framework: Empirical Evidence from the Healthcare Sector

Impacts of Nursing Work Environment on Turnover Intentions: The Mediating Role of Burnout in Ghana

Impacts of nursing work environment and burnout on turnover intentions among nurses in Ghana

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