Nursing practice environment, resilience, and intention to leave among critical care nurses

Abstract

Background: Retaining experienced critical care nurses (CCNs) remains a challenge for health care organizations. Nursing practice environment and resilience are both seen as modifiable factors in ameliorating the impact on CCNs' intention to leave andhave not yet been explored in Malaysia.Aims and objectives: To assess the association between perceived nursing practice environment, resilience, and intention to leave among CCNs and to determine the effect of resilience on intention to leave after controlling for other independent variables.Design: This was a cross-sectional survey.Methods: The universal sampling method was used to recruit nurses from adult and paediatric (including neonatal) critical care units of a large public university hospital in Malaysia. Descriptive analysis and χ 2 and hierarchical logistic regression tests were used to analyse the data.Results: A total of 229 CCNs completed the self-administrated questionnaire. Of the nurses, 76.4% perceived their practice environment as being favourable, 54.1% were moderately resilient, and only 20% were intending to leave. The logistic regression model explained 13.1% of variance in intention to leave and suggested that being single, an unfavourable practice environment, and increasing resilience were significant predictors of nurses' intention to leave. Conclusion:This study found that an unfavourable practice environment is a strong predictor of intention to leave; however, further exploration is needed to explain the

Effects of resilience, social support, and work environment on turnover intention in newly graduated nurses: The mediating role of transition shock

“…The findings support hypothesis 1 in this study that resilience directly affected transition shock and turnover intention and hypothesis 3 that transition shock mediated the relationship between resilience and turnover intention. Our results are in parallel to the findings of prior studies on experienced nurses, which indicated that higher resilience resulted in lower turnover intention (Cao & Chen, 2021;Ying et al, 2020). Our results are also similar to a previous study, where self-efficacy as a personal resilience resource protected Korean NGNs from transition shock (Kim & Yeo, 2019).…”

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Nurse leaders' resilience and their role in supporting nurses' resilience during the COVID‐19 pandemic: A scoping review

“…In the context of the COVID‐19 pandemic, Markey et al ( 2021 ) stated that nurse leaders have an essential role in supporting nurses to continue working, increasing job performance, and ensuring safe and quality care. Previous studies have shown that a good work environment (Ying et al, 2021 ) and resilience (Jo et al, 2021 ) can improve nurse retention. Moreover, nurse leaders may empower nurses in participative ways, i.e., encourage them through confidence and care for their well‐being (Tau et al, 2018 ; Wei et al, 2018 ).…”

Trauma, Compassion Fatigue, and Burnout in Nurses

“…5,6 Nurses who have a history of childhood trauma and who work in high-acuity settings are at risk of being retraumatized through exposure to stressful situations, leading to anxiety, depression, post-traumatic stress disorder, compassion fatigue, and burnout. 7 The implementation of trauma-informed care by nurses, particularly in patient populations with high levels of trauma, can also lead to compassion fatigue and burnout. 8 These feelings of compassion fatigue and burnout are associated with negative work performance, nurse turnover, increased financial burden for employers, decreased patient satisfaction, and worsened quality of care delivery.…”