Nursing Work Environment, Turnover Intention, Job Burnout, and Quality of Care: The Moderating Role of Job Satisfaction

Abstract

Globally, acute care nurses have high levels of burnout and report high intention to leave their organization (Elbarazi, Loney, Yousef, & Elias, 2017; Van Bogaert, Timmermans, et al., 2014). Burnout has been associated with lower ratings of nurse-reported quality of patient care (Van Bogaert, Kowalski, Weeks, van Heusden, & Clarke, 2013), increasing absenteeism, and turnover intention (Sasso et al., 2019). Thus, identification of factors influencing nurses' burnout and turnover intention is critical for enhancing the quality of patient care. Burnout among nurses and turnover intention seem to be driven by both individual and work-related factors. Evidence has shown that nurses are more likely to leave their job if they are male or if they hold a higher education degree (Delobelle et al., 2011). However, the evidence regarding the relationship between the level of education and nurse turnover intention is inconsistent. For example, Labrague, McEnoroe-Petitte, et al. (2018) found that nurses with a master's degree reported lower turnover intention than nurses with a

Effects of Job Satisfaction and Organizational Commitment on Nurse Retention: A Systematic Review

“…When assessing the quality of studies using the JBI Critical Appraisal, articles that use RCTs study design had a score of no more than 50%; in addition, many articles did not meet the PICOS criteria, so that they could not be included in the systematic review. In accordance with the PICOS criteria conducted, the study design was focused on cross-sectional, quasi- (Chang et al, 2015;Cowden & Cummings, 2015;Osuji et al, 2014;Weng et al, 2010) Job Characteristics -Autonomy, working groups (Cowden & Cummings, 2015;Galletta et al, 2016) Nurse Characteristics -Age, education, position, length of work (Ahn et al, 2015;Cowden & Cummings, 2015;Kim & Hwang, 2011) Job satisfaction (Al Sabei et al, 2020;Douglas & Alasmari, 2012;Gregory, 2011;Han & Sook, 2011;Sasso et al, 2019;Veličković et al, 2014; Weng et al, 2010) Organizational Commitment (Chang et al, 2015;Galletta et al, 2016;Gregory, 2011;Han & Sook, 2011;Han et al, 2015;Kim & Hwang, 2011;Osuji et al, 2014;Weng et al, 2010) experimental, and RC's, so that other study designs were not included in this review. Even though the search was carried out using filtration and limitation, study design that did not include the PICOS criteria researchers still appeared Therefore, the researcher excluded all articles not in accordance with the study design set by the researcher.…”

“…Determination of keywords was based on Medical Subject Heading (MeSH) using Boolean operator and phrase searching for 'Job Satisfaction' OR 'Work Satisfaction' OR 'Satisfaction' AND 'Organizational Commitment' OR 'Job Commitment' OR 'Commitment' AND 'Nurse Retention' OR 'Nurse Turnover' OR 'Intention To Stay' OR 'Intention to Leave'. Then all articles were selected by using the PICOS framework (Ahn et al, 2015) Work unit (Ahn et al, 2015;Rai, 2012) Salary (Douglas & Alasmari, 2012;Ahn et al, 2015) Salary (Ahn et al, 2015) Work nurse environment (Al Sabei et al, 2020 ;Hashish, 2015;Veličković et al, 2014) Mentorship (Lee & Jung, 2013;Weng et al, 2010), Leadership/Supervisor (Moneke & Umeh, 2013;Osuji et al, 2014;Veličković et al, 2014) Supervisor/ Characteristics manager (Osuji et al, 2014) Career promotion (Douglas & Alasmari, 2012) Career development (Osuji et al, 2014; Rai, 2012) Interaction ) (Douglas & Alasmari, 2012;Galletta et al, 2016) Interaction/ social support (Rai, 2012) Patient's condition (Veličković et al, 2014) Work environment (Kim & Hwang, 2011;Rai, 2012) Empowerment (Ahmad & Oranye, 2010) Workload (Rai, 2012;Veličković et al, 2014) Workload (Al Sabei et al, 2020;Osuji et al, 2014) on nurse retention, Study/Design: Crosssectional, quasi-experiment, randomized control trials. The determination and compilation of the registration protocol used is based on the center for review and dissemination and the Joanna Briggs Institute Guideline and PRISMA Checklist.…”

Classification and evaluation of the environment of the professional nursing practice in a teaching hospital

“…In Other hospitals in the national (20) and international (23) contexts also had their environments classified as mixed and it is interesting to highlight that, even in favorable environments, the "Staffing and Resource Adequacy" subscale always received the lowest score (14)(15)21) .…”

Nurses’ job satisfaction during the mass gathering of the Hajj 2018 in Saudi Arabia

“…Conceivably, such factors would have influenced the responses of the participants in this study and contributed to the nurses' overall positive attitudes towards their work during Hajj 2018. In fact, the findings may be linked with the creation of a healthy work environment, which represents a strong mediator of nurse job satisfaction globally (Lu et al 2019) and specifically in Eastern Mediterranean regions (Albashayreh et al 2019;Al-Sabei et al 2020). Therefore, improvements to the nurse work environment during Hajj 2018 could have significantly impacted on the level of job satisfaction, as organizers of Hajj 2018 made changes to processes and procedures that enhanced the preparedness of healthcare professionals compared to previous years (WHO, 2019).…”