Influence of work values and personality traits on intent to stay among nurses at various types of hospital in Taiwan

Chen, Li-Chiu; Perng, Shoa-Jen; Chang, Fwu-Mei; Lai, Hui‐Ling

doi:10.1111/jonm.12268

Cited by 23 publications

(35 citation statements)

References 26 publications

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“…In China, influenced by traditional concepts, nurses do not have a high sense of value. Chen 18 pointed that the more value the nursing work has, the stronger the intention to stay. Similar results were also found in Japan.…”

Section: Professional Social Statusmentioning

confidence: 99%

Factors associated with the nurses’ intent to stay in China, Japan, and Korea: an integrative review

Xue

Jiang

et al. 2020

Frontiers of Nursing

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ObjectiveNurse's dimission and attrition are globally considered as a public health issue. However, few studies have focused on the nurse shortage from the perspective of intent to stay, as previous studies have focused only on why they left. The purpose of this study was to conduct an integrative review of the factors connected with why nurses in China, Japan, and Korea stay in their current workplace.MethodsThe review was done using three databases namely CNKI, Wanfang, and Web of science. The relevant studies published by Chinese, Japanese, and Koreans from 2010 were also included in this review. Literature screening and data extraction were performed by the two researchers, and the qualitative research methods were used for analysis.ResultsA total of 17 studies were analyzed in this review and of these two were qualitative and 15 were quantitative. Three themes and six sub-themes emerged from the synthesization of the data of 17 studies, which will help us to find the factors for nurses’ intent to stay. The three aspects such as professional characteristics, nurses’ individual characteristics, and organizational factors are the main contributing factors of nurses’ intent to stay.ConclusionsThis integrated review has thrown some important factors about nurses’ intent to stay. It is increasingly clear that when (1) nurses have a good professional status, (2) nurses could enjoy a good working relationship, (3) the workplace could meet the needs of personal development, and (4) nurses have good organizational support and excellent leaders, they are inclined to stay in their current jobs. Managers need to adopt targeted measures to improve nurses’ intent to stay and to provide a practical reference for health care institutions and managers in different countries and areas to increase the retention rate of nurses and to alleviate the current situation of nurse shortage.

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Section: Professional Social Statusmentioning

confidence: 99%

Factors associated with the nurses’ intent to stay in China, Japan, and Korea: an integrative review

Xue

Jiang

et al. 2020

Frontiers of Nursing

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“…This study considered additional variables, including the health status and type of work shift and hospital and examined their relationships with ITS (Sourdif , Letvak & Buck , Chen et al . ).…”

Section: Introductionmentioning

confidence: 97%

Nurse characteristics, leadership, safety climate, emotional labour and intention to stay for nurses: a structural equation modelling approach

Liang

Tang²,

Wang³

et al. 2016

Journal of Advanced Nursing

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Our data supported the model fit. Our findings provide practical implications for healthcare organizations and administrators to increase nurses' intent to stay. Strategies including a safer climate, appropriate working hours and lower emotional labour can directly increase nurses' intent to stay. Transformational leadership did not directly influence nurses' intention to stay; however, it reduced emotional labour, thereby increasing intention to stay.

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“…Previous studies indicated age, gender, education level and health status were associated with nurses' turnover intention (Burmeister et al., 2019; Jiang et al., 2019; Liu et al., 2012). The relationship between nurses' personality traits and their turnover intention has also been investigated (Chen et al., 2016). A proactive personality (Zampetakis, 2008) refers to an individual having a stable character with proactive behaviour, which allows opportunities to be identified and action to be taken to affect circumstances.…”

Section: Introductionmentioning

confidence: 99%

Nurses' turnover intention and associated factors in general hospitals in China: A cross‐sectional study

et al. 2021

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Aim To measure nurses' turnover intention and identify associated factors in general hospitals in China. Background Understanding nurses' turnover intention is important to retain nurses, but factors associated with turnover intention require elucidation. Method A cross‐sectional survey was conducted across 23 hospitals in China to investigate nurses' (N = 12,291) turnover intention and its associated factors. Associated factors were explored by univariate and multilevel multiple logistic regression analysis. Results The mean total score for nurses' turnover intention was 13.97 ± 3.63. High proactive personality score, a seriously ill family member, experience of negative workplace events, high work pressure and high work–family conflict increased the risk for turnover intention. A low turnover intention was associated with being a non‐local resident nurse, position title, high salary level, good person–organisation fit and person–group fit, and high family–work facilitation. Conclusion Nurses with a proactive personality, heavy family care burden, experience of negative workplace events, no position title and a low salary may merit special consideration. Implications for Nursing Management Nurses' personality traits should be further focused on, and it is important to build a nurse‐oriented organisation atmosphere, including protecting nurses from workplace violence, establishing friendly relationships with their families and expanding career paths.

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Influence of work values and personality traits on intent to stay among nurses at various types of hospital in Taiwan

Abstract: The study findings provide evidence for managers to develop an optimal strategy for nurses with specific personality traits and highly positive work values, which can guide the recruitment and retention of nurses.

Cited by 23 publications

References 26 publications

Factors associated with the nurses’ intent to stay in China, Japan, and Korea: an integrative review

Factors associated with the nurses’ intent to stay in China, Japan, and Korea: an integrative review

Nurse characteristics, leadership, safety climate, emotional labour and intention to stay for nurses: a structural equation modelling approach

Nurses' turnover intention and associated factors in general hospitals in China: A cross‐sectional study

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