Nurses' intention to stay: The impact of perceived organizational support, job control and job satisfaction

Abstract

Aim To propose a theoretical model of intention to stay (ITS) and examine the effects of perceived organizational support, job control and job satisfaction on ITS. Design Cross‐sectional multicentre survey. Methods The survey was conducted from January 2017‒July 2017 and comprised 3,240 clinical nurses from nine tertiary hospitals in eastern, central and western China, with 2,352 effective responses. Structural equation modelling was used to analyse the relationship between ITS and its correlative factors. Results The hypothesized model was supported. Job control, perceived organizational support and job satisfaction significantly and directly affected nurses' ITS. Furthermore, job control and perceived organizational support showed indirect effects on ITS, which was mediated by job satisfaction. Perceived organizational support could positively influence job control to have a further impact on job satisfaction and ITS. Conclusion Based on a large sample of Chinese tertiary hospital nurses, this study proposed and verified a theoretical model of nurses' ITS, revealing that organization characteristics, work characteristics and affective response to work can have an impact on ITS. Impact This study was the first to examine the relationships among perceived organizational support, job control, job satisfaction and ITS, enriching the theoretical model of ITS. Nurse managers can improve nurses' ITS by enhancing their perceived organizational support, job control and job satisfaction.

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How Robots Help Nurses Focus on Professional Task Engagement and Reduce Nurses’ Turnover Intention

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“…Overall job satisfaction reflects the overall positive assessment of a job (Falatah & Conway, 2019; Rajamohan, Porock, & Chang, 2019). This assessment offers nurses a positive prospect of working as nurses, and therefore can effectively reduce the intention to leave a nursing job (Falatah & Conway, 2019; Li et al, 2020). Hence, we hypothesize: H5: Overall job satisfaction is negatively related to professional turnover intention.…”