Nursing stress factors affecting turnover intention among hospital nurses

Lee, Eun‐Kyoung; Kim, Ji Soo

doi:10.1111/ijn.12819

Cited by 58 publications

(49 citation statements)

References 30 publications

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“…The findings of this study can help inform such manpower planning, as new insights into significant influencing factors on students’ decisions to migrate are presented. Pay and working conditions were identified as factors that influence final‐year students’ migration intentions, echoing findings from other studies nationally and internationally (INMO, 2018; Lee & Kim, 2020; Ognyanova, Young, Maier, & Busse, 2014; Sidebotham & Ahern, 2011). Findings reflect the importance of planning mechanisms and structures for supporting staff and providing positive working environments.…”

Section: Discussionsupporting

confidence: 70%

Effective workforce planning: Understanding final‐year nursing and midwifery students’ intentions to migrate after graduation

et al. 2020

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Aims To examine the factors influencing final‐year nursing/midwifery students’ intentions to migrate following graduation. Background With expanding global staff shortages, effective recruitment and retention strategies targeted at new nursing/midwifery graduates are necessary. Understanding factors that influence graduates’ decisions to migrate or remain in the health care organisation that supported their education is essential but under‐researched. Methods A cross‐sectional electronic survey was distributed to graduating nursing/midwifery students across nine higher education institutions in Ireland with a 36% (N = 407) response rate. Results 85% of Irish (n = 376) nursing/midwifery graduating students reported an intention to migrate overseas and 70% intend to return within 5 years. Pay, working conditions and career were ranked as influencing intentions to migrate. Multivariable analysis illustrated that educational opportunities and friends predict migration, while family and obligation were protective factors. Conclusion Nursing and midwifery leaders and policymakers must reconsider recruitment and retention strategies and embrace innovative and responsive approaches to address migration intentions and trends. Implications for nursing/midwifery management Strategic leadership is required to develop effective structures that support personal, professional and career opportunities for new graduates. Targeted recruitment innovations to entice graduates back into the health service are recommended.

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Section: Discussionsupporting

confidence: 70%

Effective workforce planning: Understanding final‐year nursing and midwifery students’ intentions to migrate after graduation

et al. 2020

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“…Additionally, this study found that satisfaction with job was associated with transition shock. Numerous studies have reported that nursing job satisfaction is related to nurses' stress and turnover intention (Fasbender et al, 2019; Lee & Kim, 2020; Tummers et al, 2013). The present findings may suggest that satisfaction with job is associated with not only new nurses' transition shock but also job stress and turnover intention.…”

Section: Discussionmentioning

confidence: 99%

Association of work environment and resilience with transition shock in newly licensed nurses: A cross‐sectional study

Kim

2021

Journal of Clinical Nursing

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Aims and objectives To examine transition shock in newly licensed nurses and the association of work environment and resilience with nurses' transition shock. Background Although work environment is related to transition shock in newly licensed nurses, little is known about the factors of nursing work environment associated with transition shock. Furthermore, resilience is known to help nurses positively face workplace challenges; however, there is little evidence on the associations between resilience and transition shock in new nurses. Design A cross‐sectional, descriptive study. Methods Data from 163 new nurses with <12 months of work experience in the current hospital since graduation were analysed. Participants' characteristics, work environment, nurse resilience and transition shock were self‐reported. Multivariable linear regressions were performed in three steps (following the STROBE checklist). Results The highest mean score of transition shock was obtained for the item ‘I perceive the limitations of my professional knowledge in nursing care'. In the regression analysis adjusted for all variables, two factors of work environment—‘nurse staffing and resource adequacy’ and ‘collegial nurse‐physician relationships’—were associated with transition shock. Meanwhile, resilience was not related to transition shock. Conclusions The gap between newly licensed nurses' theoretical and practical knowledge continues to exist. Adequate nurse staffing and a positive relationship with physicians, rather than nurse resilience, were more likely to associate with new nurses' transition shock. Relevance to clinical practice Hospitals need to provide ward‐based simulations and case‐based learning methods to enhance nurses' transition to professional practice. For nurses' transition, hospitals should make efforts to provide adequate nurse staffing and resources. Furthermore, hospitals should provide communication opportunities to build a positive collaborative culture between nurses and physicians. Unit nurse managers need to assess newly licensed nurses' perception of nurse–physician professional relationship and create an atmosphere of respect and understanding for each other.

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“…Based on expectations, job turnover is still at a high level since a study conducted previously in Jordan by Hayajneh et al (15). Nurses in Jordan as in other countries generally intent to leave their profession as well as their workplace, and this can be explained by low selfevaluation and poor professional status (5,16), negative perceptions towards their work (27), lack of supervisor support (28) and high workload (29). On the other hand, no significant correlation between job rotation and job conflict is observed in this study.…”

Section: Discussionmentioning

confidence: 99%

Job rotation approach in nursing profession

Alfuqaha

Al-Hairy

Al-Hemsi

et al. 2020

Scandinavian Caring Sciences

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Background The nursing profession still needs more attention from decision‐makers to enhance satisfaction and commitment in the work environment. Aims and objectives This study aims to explore the perceived level of job rotation, job satisfaction, job commitment, job turnover and job conflict among nurses who previously had job rotation experience in Jordan. The study also investigates the correlation between studied variables and job rotation approach based on the type of hospitals. Furthermore, it also evaluates the contribution of job rotation, job commitment and many demographic factors in predicting job satisfaction among nurses who had job rotation experience in Jordan. Design The study adopted the cross‐sectional survey design of the correlational type. Methods The study was performed on a stratified convenience sample of 786 nurses from five hospitals in Jordan. The scales used to explore the perceived level of studied variables were obtained from previously published studies, translated to Arabic language and then checked for validity and reliability before being used. Results Results show that job rotation, job satisfaction, job commitment, job turnover and job conflict are all found to be at high levels. Job rotation approach among nurses seems necessary since job satisfaction and job commitment are positively correlated with job rotation. Also, job commitment, job rotation and gender are identified as significant predictors of job satisfaction among nurses in Jordan. Conclusion Nurses who experienced job rotation are found have high levels of job satisfaction and job commitment. However, job turnover is also found to be at high level which should be emphasised. Nurse leaders are advised to apply the job rotation approach by moving nurses between different departments in a planned manner to increase the level of job satisfaction and job commitment.

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Nursing stress factors affecting turnover intention among hospital nurses

Cited by 58 publications

References 30 publications

Effective workforce planning: Understanding final‐year nursing and midwifery students’ intentions to migrate after graduation

Effective workforce planning: Understanding final‐year nursing and midwifery students’ intentions to migrate after graduation

Association of work environment and resilience with transition shock in newly licensed nurses: A cross‐sectional study

Job rotation approach in nursing profession

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