Nursing staff and their team: Impact on intention to leave

Trybou, Jeroen; Malfait, Simon; Gemmel, Paul; Clays, Els

doi:10.1111/inr.12216

Cited by 13 publications

(16 citation statements)

References 41 publications

(73 reference statements)

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“…This is similar to a previous study (Bolino et al ; Dasgupta ; Trybou et al. ), which suggests that TMX, as the basis for organizational effectiveness, affects job satisfaction. We, therefore, confirmed that TMX is as important as LMX in nursing organizations.…”

Section: Discussionsupporting

confidence: 92%

“…() in Korea and different from that of Woo & Shin () in Korea and Trybou et al. (). The reason why can be explained in two ways.…”

Section: Discussionmentioning

confidence: 54%

“…This, in turn, is a crucial factor affecting job satisfaction and turnover intention (Trybou et al. ). However, studies relating the impact of TMX within a nursing team context are limited.…”

Section: Introductionmentioning

confidence: 99%

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Impact of leader‐member‐exchange and team‐member‐exchange on nurses’ job satisfaction and turnover intention

Kim

2018

International Nursing Review

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Aim To investigate the impacts of leader‐member exchange and team‐member exchange on job satisfaction and turnover intention of nurses. Background Leader‐member exchange refers to the quality of relationships between leaders and members of a team and studies on this have generally focused on the aspect of member‐leader‐member exchanges. In nursing, the latter can refer to a situation where nurses (members) evaluate their relationship with their head nurse (leader). Member‐leader‐member exchange affects job satisfaction and turnover intention of nurses. However, even though all of these types of exchanges are important, few studies have examined their effects on job satisfaction and the turnover intention of nurses. Methods Participants in this descriptive study were 40 head nurses and 284 clinical nurses working at three hospitals in Korea. Data were collected from a questionnaire and analysed using hierarchical multiple regression. Results Leader‐leader‐member exchange, member‐leader‐member exchange, and team‐member exchange had a positive effect on job satisfaction. However, only leader‐leader‐member exchange and member‐leader‐member exchange affected turnover intention. Conclusions The impacts of leader‐leader‐member exchange, team‐member exchange, and member‐leader‐member exchange on job satisfaction were confirmed. To reduce turnover intention, our study found it is more important to improve leader‐member exchange than team‐member exchange. Implications for nursing practice In health organizations, there is an important need to focus on the communication and exchange relationships between leaders and their staff, well as among the members, to increase job satisfaction. This will assist leaders to play an important role in lowering nurses’ turnover intention and create an organizational culture in which nurses can communicate well with them. Implications for nursing policy Policy changes are needed so that the components of job performance evaluation for nurse leaders also include attendance at regular programmes, such as training to improve their leadership and communication skills, and consultations with their staff members

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Section: Discussionsupporting

confidence: 92%

“…() in Korea and different from that of Woo & Shin () in Korea and Trybou et al. (). The reason why can be explained in two ways.…”

Section: Discussionmentioning

confidence: 54%

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Impact of leader‐member‐exchange and team‐member‐exchange on nurses’ job satisfaction and turnover intention

Kim

2018

International Nursing Review

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“…The importance of the relationships within the nursing team, when nurses experience high-quality exchanges with their fellow team members. As these relationships solidify, nurses become more satisfied with their job and feel a greater sense of belonging to the hospital, and this minimizes the nursing staff's intention to leave [19]. There are a number of nurses who believe that the image of the nursing profession is affected by many factors, such as what is displayed and published about nursing in the media and advertising, and each individual's level of education.…”

Section: Introductionmentioning

confidence: 99%

Nurses’ Perceptions of Nursing as a Profession and Its Impact on Their Intention to Leave Their Career: Staff Nurses in Jeddah City

Aljedaani

2017

IOSR JNHS

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“…) and patient satisfaction (Mrayyan ), as well as in reducing nurses’ turnover intention (Trybou et al. ; Wang et al. ).…”

Section: Introductionmentioning

confidence: 99%

Bilateral effects of hospital patient‐safety procedures on nurses’ job satisfaction

Inoue

Karima

Harada

2017

International Nursing Review

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Aim The aim of this study was to examine how hospital patient‐safety procedures affect the job satisfaction of hospital nurses. Additionally, we investigated the association between perceived autonomy and hospital patient‐safety procedures and job satisfaction. Background Recently, measures for patient safety have been recognized as an essential requirement in hospitals. Hospital patient‐safety procedures may enhance the job satisfaction of nurses by improving the quality of their work. However, such procedures may also decrease their job satisfaction by imposing excessive stress on nurses because they cannot make mistakes. Methods The participants included 537 nurses at 10 private hospitals in Japan (The surveys were collected from March to July 2012). Factors related to hospital patient‐safety procedures were demonstrated using factor analysis, and the associations between these factors and nurses’ self‐perceived autonomy and job satisfaction were examined using structural equation modelling. Findings Five factors regarding hospital patient‐safety procedures were extracted. Additionally, structural equation modelling revealed statistically significant associations between these factors and the nurses’ self‐perceived autonomy and job satisfaction. The findings showed that nurses’ perceived autonomy of the workplace enhanced their job satisfaction and that their perceptions of hospital patient‐safety procedures promoted their job satisfaction. However, some styles of chief nurses’ leadership regarding patient safety restrict nurses’ independent and autonomous decision‐making and actions, resulting in a lowering of job satisfaction. Conclusion and implications for nursing and health policy This study demonstrated that hospital patient‐safety procedures have ambiguous effects on nurses’ job satisfaction. In particular, chief nurses’ leadership relating to patient safety can have a positive or negative effect on nurses’ job satisfaction. The findings indicated that hospital managers should demonstrate positive attitudes to improve patient safety for nurses’ job satisfaction. In addition, policymakers in the hospitals should consider that chief nurses’ leadership styles may reduce autonomy and suppress nurses’ job satisfaction.

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Nursing staff and their team: Impact on intention to leave

Abstract: This study illustrates the potential benefits of the positive influence of team-member exchange on key organizational attitudes of nursing staff, and the negative influence on intention to leave through affective commitment and job satisfaction.

Cited by 13 publications

References 41 publications

Impact of leader‐member‐exchange and team‐member‐exchange on nurses’ job satisfaction and turnover intention

Impact of leader‐member‐exchange and team‐member‐exchange on nurses’ job satisfaction and turnover intention

Nurses’ Perceptions of Nursing as a Profession and Its Impact on Their Intention to Leave Their Career: Staff Nurses in Jeddah City

Bilateral effects of hospital patient‐safety procedures on nurses’ job satisfaction

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