Nurses' intent to leave the profession

Borkowski, Nancy; Amann, Robert; Song, Seongjoo; Weiss, Cynthia

doi:10.1097/01.hmr.0000267793.47803.41

Cited by 47 publications

(19 citation statements)

References 7 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

“…Gender relations in nursing have been gaining increasing attention in the specialist literature—both because historically the profession is associated with women [34] and because of men’s increasing participation in the profession [35]. Borkowski et al [36] observed greater job dissatisfaction among the men in their sample: the authors found that in their job, male nurses encountered more resistance from those in leadership positions, female colleagues, and patients. Evans & Frank [34] observed that male nurses live in constant defence of their professional choice, their value to nursing, and their sexuality.…”

Section: Discussionmentioning

confidence: 99%

Intention to leave profession, psychosocial environment and self-rated health among registered nurses from large hospitals in Brazil: a cross-sectional study

Oliveira

Griep

Portela

et al. 2017

BMC Health Serv Res

110

View full text Add to dashboard Cite

BackgroundNurses’ intention to leave their profession is a worldwide concern. Studies have shown that it can take the form of a chain reaction: many nurses first leave the unit, then the hospital, and finally the profession. Organisation and other labour factors, personal and conjunctural, have been associated with the intention to quit nursing. This study aimed to examine the factors associated with the intention to leave the profession among registered nurses (RNs) at large public hospitals in Brazil.MethodsThis was a cross-sectional study, conducted from 2010 to 2011: all RNs at Rio de Janeiro’s 18 largest public hospitals (>150 beds) were invited to participate. The study sample comprised 3,229 RNs (82.7% of those eligible), who answered a self-completed, multidimensional paper questionnaire. The outcome was defined as thoughts of leaving the profession sometimes a month or more. We based the analyses on hierarchical logistic regression models, considering three blocks of determinants: socio-demographic data (block I), occupational factors (block II), and health conditions (block III).ResultsOf the study population, 22.1% indicated the intention to leave the profession. In the final model after adjustment, the variables associated with the intention to leave were as follows: male sex (odds ratio [OR] = 1.65), not holding a leadership position (OR = 1.28), highly demanding work (OR = 2.49), passive work (OR = 2.10), effort-reward imbalance (OR = 2.00), poor self-rated health (OR = 1.92), over-commitment to the job (OR = 1.87), and poor supervisor support (OR = 1.33). The likelihood of expressing the intention to leave increased with age (OR = 0.98 for the oldest).ConclusionsSelf-rated health and factors connected with the work environment, particularly those that generate psychosocial strain, were most strongly associated with the intention to leave the profession. From the profiles of nurses who wished to leave the profession, we found that for many people who go into nursing—especially men and younger entrants—their prospects of remaining in the profession are poor. The potential role of psychosocial job characteristics and self-rated health indicates the need for long-term action involving all stakeholders, i.e. managers, employers, and workers.

show abstract

Section: Discussionmentioning

confidence: 99%

Intention to leave profession, psychosocial environment and self-rated health among registered nurses from large hospitals in Brazil: a cross-sectional study

Oliveira

Griep

Portela

et al. 2017

BMC Health Serv Res

110

View full text Add to dashboard Cite

show abstract

“…[21] Pay and other benefits have been shown to influence nurses' intent to leave an organization and is more important for males than females. [23] However, Frijters et al reported that an increase in nurses' pay had a low impact on retention rates, which suggests that an increase in pay alone will not solve the organizational turnover issue. [31] 1.1.5 Job satisfaction Job satisfaction can be defined as the extent to which an employee likes his or her job.…”

Section: Social Work Environmentmentioning

confidence: 99%

“…Master's degree) may have higher levels of professional commitment, and are therefore less likely to leave the profession. [22,23] …”

Section: Individual Factorsmentioning

confidence: 99%

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

Mazurenko

Gupte

Shan

2015

JHA

View full text Add to dashboard Cite

show abstract

“…This also seems to be a common trend in comparable studies, where fewer men than women responded to follow-up questionnaires [73-76]. One possible explanation for the smaller number of male respondents could be linked to findings showing that men differ from women in that they: less often enter nursing as a first choice [77], less often complete their education [56,78], have a more critical view towards nursing education [58] and are more inclined to leave the profession [79,80]. As a result, men can be assumed to be less interested in participating in a study directly addressing nursing issues.…”

Section: Methods Discussionmentioning

confidence: 99%

Monitoring the newly qualified nurses in Sweden: the Longitudinal Analysis of Nursing Education (LANE) study

et al. 2010

View full text Add to dashboard Cite

BackgroundThe Longitudinal Analysis of Nursing Education (LANE) study was initiated in 2002, with the aim of longitudinally examining a wide variety of individual and work-related variables related to psychological and physical health, as well as rates of employee and occupational turnover, and professional development among nursing students in the process of becoming registered nurses and entering working life. The aim of this paper is to present the LANE study, to estimate representativeness and analyse response rates over time, and also to describe common career pathways and life transitions during the first years of working life.MethodsThree Swedish national cohorts of nursing students on university degree programmes were recruited to constitute the cohorts. Of 6138 students who were eligible for participation, a total of 4316 consented to participate and responded at baseline (response rate 70%). The cohorts will be followed prospectively for at least three years of their working life.ResultsSociodemographic data in the cohorts were found to be close to population data, as point estimates only differed by 0-3% from population values. Response rates were found to decline somewhat across time, and this decrease was present in all analysed subgroups. During the first year after graduation, nearly all participants had qualified as nurses and had later also held nursing positions. The most common reason for not working was due to maternity leave. About 10% of the cohorts who graduated in 2002 and 2004 intended to leave the profession one year after graduating, and among those who graduated in 2006 the figure was almost twice as high. Intention to leave the profession was more common among young nurses. In the cohort who graduated in 2002, nearly every fifth registered nurse continued to further higher educational training within the health professions. Moreover, in this cohort, about 2% of the participants had left the nursing profession five years after graduating.ConclusionBoth high response rates and professional retention imply a potential for a thorough analysis of professional practice and occupational health.

show abstract

Nurses' intent to leave the profession

Cited by 47 publications

References 7 publications

Intention to leave profession, psychosocial environment and self-rated health among registered nurses from large hospitals in Brazil: a cross-sectional study

Intention to leave profession, psychosocial environment and self-rated health among registered nurses from large hospitals in Brazil: a cross-sectional study

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

Monitoring the newly qualified nurses in Sweden: the Longitudinal Analysis of Nursing Education (LANE) study

Contact Info

Product

Resources

About