Missed Nursing Care as a Mediator in the Relationship between Career Calling and Turnover Intention

Abstract

AimTo explore the role of missed nursing care in mediating the relationship between career calling and intention to leave among nurses.IntroductionIncreasing nurse turnover is still a major concern in the global healthcare system. The most reliable indicator of turnover is turnover intention. It is crucial to understand its affecting elements to suggest measures to lower nurses’ turnover intention.BackgroundTurnover intention has been linked to career calling and missed nursing care. Little empirical research has investigated the possibility that missed nursing care mediates between career calling and turnover intention.MethodsA cross‐sectional survey of 347 nurses was conducted. The survey instruments included the General Information Questionnaire, Calling Scale, Missed Nursing Care Scale and Turnover Intention Questionnaire. Structural equation models were used to build the model. This study made use of the STROBE checklist.ResultsFor 43.8% of nurses, turnover intention was high or very high. Missed nursing care and turnover intention were negatively correlated with career calling. Missed nursing care and turnover intention were positively related. Missed nursing care mediated the relationship between career calling and turnover intention.DiscussionCareer calling and missed nursing care can both influence turnover intention. Career calling can reduce the likelihood of turnover by preventing missed nursing care.ConclusionMissed nursing care mediated the relationship between career calling and intention to leave.Implications for nursing and nursing policyNursing managers should improve nurses’ career calling through professional education and minimize missed nursing care by using electronic nursing reminder devices to reduce turnover intention.

Translation and psychometric testing of the Chinese version of the Perinatal Missed Care Survey

“…Moreover, missed nursing care can affect nurses negatively and has been linked to poor job satisfaction, increased tendency to turn over, low levels of career calling, and compassion competence [ [11] , [12] , [13] , [14] ]. Nurses with burnout and decreased job satisfaction were more likely to leave necessary nursing care undone [ 15 ].…”

Why do male nurses choose to work in foreign countries? A qualitative study on Chinese male nurses working in Japan

“…Driven by gender stereotypes rooted in the influence of Confucianism in East Asian culture [ 10 , 11 ], men have historically been perceived as the main breadwinners in Chinese families and are usually involved in prestigious paid work outside the home. Meanwhile, heavy workloads, irregular working hours, patient and public prejudice [ 12 ], job burnout, lack of interest in nursing [ 13 ], and low payment [ 14 ] have influenced the participation of Chinese men in nursing. As of 2019, male nurses accounted for only 2.3 % of China mainland's 4.09 million registered nurses [ 15 ], a proportion considerably below that of Western countries [ 16 ], such as New Zealand (9 %), the US (9.6 %), the UK (11 %), Australia (11.7 %), and the Netherlands (23 %).…”