Influential factors in job retention and organizational commitment among the nurses working in COVID-19 outbreak

Gharib, Masoud; Shayestehazar, Masoud; Heydarian, Samira; Ghaffari, Salman; Fateh, Soroosh; Ghadiri, Abolfazl; Rezapour, Maryam

doi:10.4103/jnms.jnms_166_20

Cited by 4 publications

(4 citation statements)

References 25 publications

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“…Similar results were obtained in previous studies [28,29]. In a study conducted after the COVID-19 pandemic, it was stated that the PCS score of the nurses was at a moderate level [13,30]. On the other hand, there are studies stating that PC is at low or high levels among nurses [31,32].…”

Section: What Are the Levels Of Cf Ts And Pc Of Nurses?supporting

confidence: 85%

The effect of thanatophobia and professional commitment on compassion fatigue in nurses in Türkiye: Cross sectional study

Gökçay,

Akkuş

2024

Health Sci. Q.

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The study was executed as cross-sectional to unearth the effect of thanatophobia and professional commitment on compassion fatigue in nurses in Türkiye. This study is cross-sectional. 521 nurses were reached by using the regional stratified method. Data were collected online via Google forms between July and November 2021.Data were obtained with the Sociodemographic and Occupational Characteristics Questionnaire, the Compassion Fatigue Short Scale, the Thanatophobia Scale and the Scale of Commitment to the Nursing Profession. Data were evaluated using the number, percentage, mean, standard deviation, t-test, One way ANOVA, and using correlation and regression analysis. The mean age of the nurses was 32.22±7.51. Nurses acquired a moderate score on the Compassion Fatigue (64.63±30.89), Thanatophobia (30.69±12.26), and Professional Commitment (67.66±14.33) scales. Thanatophobia predicted Compassion Fatigue at a rate of 41.2% in terms of providing care to a terminally ill patient and thinking about quitting the profession in the near future. Nurses acquired a moderate score on the Compassion Fatigue, Thanatophobia and Professional Commitment scales. It is recommended to evaluate Compassion Fatigue, Thanatophobia, and Professional Commitment in nurses regularly, to provide training for nurses who cared for patients who have fear of death or who have died, to rotate nurses working in this field, and to strengthen the collaboration among employees to increase their commitment to the profession.

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Section: What Are the Levels Of Cf Ts And Pc Of Nurses?supporting

confidence: 85%

The effect of thanatophobia and professional commitment on compassion fatigue in nurses in Türkiye: Cross sectional study

Gökçay,

Akkuş

2024

Health Sci. Q.

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“…Furthermore, conflicts with colleagues or the supervisor were associated with an increase in turnover intention [ 93 ]. Organisational commitment is positively correlated with job retention [ 123 ], which is confirmed by Karimi et al(2022); nurses who are less interested in the organisation had higher turnover intention than their colleagues [ 101 ]. Chen et al (2021) showed the willingness to provide services with a positive impact on retention rates [ 111 ].…”

Section: Resultsmentioning

confidence: 92%

“…The amount of working years [ 80 ] or working experience is related to turnover intention [ 81 – 84 , 87 , 123 , 124 ]. Nurses who worked in the hospital for less than five years showing intention to leave scores than those working over six years in the hospital [ 77 ].…”

Section: Resultsmentioning

confidence: 99%

Determinants of intention to leave among nurses and physicians in a hospital setting during the COVID-19 pandemic: A systematic review and meta-analysis

de Vries,

Maniscalco,

Matranga

et al. 2024

PLoS ONE

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Background The global outbreak of COVID-19 has brought to light the profound impact that large-scale disease outbreaks can have on healthcare systems and the dedicated professionals who serve within them. It becomes increasingly important to explore strategies for retaining nurses and physicians within hospital settings during such challenging times. This paper aims to investigate the determinants of retention among nurses and physicians during the COVID-19 pandemic. Method A systematic review of other potential determinants impacting retention rates during the pandemic was carried out. Secondly, a meta-analysis on the prevalence of intention to leave for nurses and physicians during the COVID-19 pandemic. Findings A comprehensive search was performed within four electronic databases on March 17 2023. Fifty-five papers were included in the systematic review, whereas thirty-three papers fulfilled the eligibility criteria for the meta-analysis. The systematic review resulted in six themes of determinants impacting intention to leave: personal characteristics, job demands, employment services, working conditions, work relationships, and organisational culture. The main determinants impacting the intention to leave are the fear of COVID-19, age, experience, burnout symptoms and support. Meta-analysis showed a prevalence of intent to leave the current job of 38% for nurses (95% CI: 26%-51%) and 29% for physicians (95% CI: 21%-39%), whereas intention to leave the profession for nurses 28% (95% CI: 21%-34%) and 24% for physicians (95% CI: 23%-25%). Conclusion The findings of this paper showed the critical need for hospital managers to address the concerning increase in nurses’ and physicians’ intentions to leave during the COVID-19 pandemic. This intention to leave is affected by a complex conjunction of multiple determinants, including the fear of COVID-19 and the confidence in and availability of personal protective equipment. Moreover, individual factors like age, experience, burnout symptoms, and support are maintained in this review. Understanding the influence of determinants on retention during the COVID-19 pandemic offers an opportunity to formulate prospective strategies for retaining nurses and physicians within hospital settings.

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“…In Australia, nurse managers identified long working hours and increases in anxiety as impacting nurses’ ability to cope and ultimately commit to their organisations (Middleton et al, 2021). While in New Zealand, the less experienced nurses, were seen to be more likely to leave the profession (Shayestehazar et al, 2022).…”

Section: Introductionmentioning

confidence: 99%

Australian and New Zealand Nurses: Social and Emotional Attributes and Work Engagement

Sheridan,

Wilson,

Alonzo

et al. 2023

International Journal of Qualitative Methods

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The COVID-19 pandemic presented significant job engagement challenges for the nursing workforce with increased pressures and workplace changes. Nursing staff shortages have increased nurse anxiety, burnout, fear, low morale and intentions to leave the profession. Nursing care is inherently stressful and at times complex, with stress often due to work inconsistencies, a lack of role clarity, workloads and time pressures. This study explores nurses job engagement, by looking specifically at nurses social-emotional attributes – Occupational Commitment, Self-efficacy Beliefs, Collective Efficacy Beliefs, Resilience, Adaptability and Emotional Labour. This protocol describes a mixed methods convergent parallel study, incorporating a survey questionnaire. The survey comprised of quantitative and qualitative questions, with data collected simultaneously, analysed separately, and integrated in the final analysis step. The survey design used validated social-emotional items, sorting and ranking questions and short answer responses. Analysis will involve individual and comparative analysis of the two participants groups, they are: Australian nurses ( n = 86) and New Zealand Nurses ( n = 275). Data collection was conducted during two different time periods – Australian pilot (2020-21) and in New Zealand (2022–2023). Recruitment involved the use of professional and personal nursing networks, newsletters and social media communications. Ethics approval was obtained through participating universities in both countries. Results will be disseminated through peer-reviewed publications, conferences, blogs, newsletters and reports to nursing networks. The study will provide valuable insights into nurses’ social-emotional attributes and the role they play in job engagement.

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Influential factors in job retention and organizational commitment among the nurses working in COVID-19 outbreak

Cited by 4 publications

References 25 publications

The effect of thanatophobia and professional commitment on compassion fatigue in nurses in Türkiye: Cross sectional study

The effect of thanatophobia and professional commitment on compassion fatigue in nurses in Türkiye: Cross sectional study

Determinants of intention to leave among nurses and physicians in a hospital setting during the COVID-19 pandemic: A systematic review and meta-analysis

Australian and New Zealand Nurses: Social and Emotional Attributes and Work Engagement

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