Job satisfaction and turnover intent of primary healthcare nurses in rural South Africa: a questionnaire survey

Abstract

Strategies aimed at improving job satisfaction and retention of primary healthcare nurses in rural South Africa should rely not only on financial rewards and improved work conditions but also on adequate human resource management.

Nurses Intent to Leave and Job Satisfaction in Hematology/Oncology Areas: Implications for Policy and Practice

“…They are planning to leave their current unit, or totally leave the hospital. This alarming finding was consistent with the two study results of Sloane et al [21] and Delobelle et al [22] where half of the nurses included in both studies were planning to leave their jobs within two years and 30% of them, were planning to leave the country. It had been evident that nurses were leaving the H/O area and the hospital, and this study has been able to give additional context, identifying some key demographics around who was leaving as well as addressing why staff is leaving.…”

“…The effect and stress caused by disease relapse and common sudden death of patients adds more burdens on the nurses working in such areas and influences their intent to leave [34,35]. Interestingly, it was found that all areas of specialties have an influence on nurses' rate of turnover [12,22]. In another study, with nurses who did not have a choice in place of work, their intent to leave was higher than those who have chosen their working unit [36].…”

Analyzing U.S. nurse turnover: Are nurses leaving their jobs or the profession itself?

“…younger nurses are more likely to leave whereas older nurses are more committed to the organization. [9][10][11] Other personal factors, such as having dependents in the household, were shown to be negatively associated with organizational and professional turnover. [4,21,22] The relationship between nurses' level of education and organizational and professional turnover is less clear.…”

“…[3,27] More importantly, studies pointed out that the nurses' intent to leave their workplace and the subsequent organizational turnover are influenced more by supervisors than by co-workers, which can be due to the increased importance of mentoring in the nursing field. [10,28] Studies have also specifically discussed the importance of teams and collaboration at the workplace to motivate employees to stay with an organization or within the nursing profession. [29,30] 1.1.4 Work organizational factors Gardner et al reported that nurses who disagreed with staffing and scheduling in their units were more likely to leave their jobs.…”

“…[7,8] Despite ongoing research interest in nurse turnover, there is significant variation in how this is defined, [7] ranging from the actual leaving the organization to the intent to leave in the near future. [9][10][11] Furthermore, the direction of leaving, yet another dimension of job turnover, has received very little attention in the literature. [4] The direction of leaving is the path that a registered nurse takes upon leaving an organization.…”