Nurses’ Intention to Leave: Do Demographic Factors Matter?

Abstract

Many factors are found to contribute to nurses' intention to leave and past studies revealed that the factors could be individual, organizational, environmental as well as demographic factors. However, this study focused on examining the effect of demographic factors on intention to leave among nurses in Malaysian public hospitals. The study employed a quantitative research design whereby 700 questionnaires were distributed to 11 selected hospitals and those hospitals are considered major public hospitals in Peninsular Malaysia. There were 436 questionnaires returned but only 398 were usable. The data was analyzed using SPSS software. The results of estimating ANOVA revealed that only income and organizational tenure show significant differences on nurses' intention to leave. In other words, this study also revealed thatnurses who are serving in public hospitals in Malaysia perceived that age, marital status and education level are not significant contributors to their intention to leave the organization.

Intention to leave the profession and related factors in nurses: A cross‐sectional study in Kermanshah, Iran

“…In the current study, the median age of those who intended to leave the profession was 34 years. Consistent with previous studies (Hoseini‐Esfidarjani et al, 2018 ; Omar et al, 2015b ), the present research showed no statistically significant relationship between age and intention to leave. Evidence suggests that intention to leave the profession decreases with age (Beecroft et al, 2008 ), which is consistent with the findings of a study in Tanzania (Blaauw et al, 2013 ).…”

“…The results showed that the median of work experience in nurses who tended to leave was 10 years and there was no statistically significant relationship between the intention to leave and work experience. Evidence suggests that there is an inverse relationship between work experience and intention to leave so that as nurses' work experience increases, their intention to leave decreases (de Oliveira et al, 2017 ; Labrague et al, 2018 ; Omar et al, 2015a ; Slater et al, 2021 ; Vermeir et al, 2018 ). In this regard, newly graduated nurses are more likely than other nurses to leave the profession; so, as many as 30% of American nurses, 32% of Danish nurses and 28% of Taiwanese nurses leave the nursing profession in the first year of employment (Zhang et al, 2017 ).…”

Organisational Justice and Employees’ Engagement Towards Turnover Intention. An Explanatory Study Among Hospital Employees in Malaysia

“…The estimation of this develop frequently involves utilising a specific timeframe. The idea behind utilising this interim as an estimation is that workers turnover intention is a tedious procedure [5]. There are various variables that influenced a worker's intention to leave particularly for hospital employees [6].…”

Intent to Quit Among Nurses in Edo State Tertiary Health Institutions: A Cross-Sectional Study

“…It is a desire to stop being an employee in a given organisation (Treglown, et al , 2018). The desire to quit starts as a psychological and emotional withdrawal that eventually leads to actual turnover (Omar, et al , 2015).…”

“…Literature revealed that the majority of the nurses quitting their jobs are younger, and they do so within five years of employment ( Abubakar, et al, 2014), and about 13% of them find their way outside Nigeria (Okafor & Chimereze, 2020) for a better-paying nursing job, contrary to the United States, where older nurses are quitting, especially when faced with continuous stress (Mazurenko, et al, 2015), whereas the Omar et al (2015) study revealed that older Malaysian nurses tend to stay than the young ones. However, about 2 percent of American nurses indicated an interest in leaving their profession due to COVID-19 impact (Rosa and Fitzpatrick, 2021); 80 percent of nurses left the profession in Europe due to individual and occupational factors (Sharififard et al, 2019); and 60.9% planned to leave their work within a year (Masum et al, 2016).…”