Predicting nurses’ organizational and professional turnover intentions

Abstract

Aim Nursing shortages remain one of the most important problems in health care around the world. Existing nurses’ turnover intention further exacerbates this problem. The aim of this study was to investigate the predictors of nurses’ organizational and professional turnover intentions. Methods This study was conducted as a secondary analysis of existing data from the original cross‐sectional study, which was conducted in three public hospitals between February, 2013 and May, 2013. Of the 1389 nurses who were working in these hospitals, 791 returned usable surveys. The data were collected by using a demographic and organizational characteristics form, an organizational and professional turnover intentions questionnaire, Organizational Commitment Scale, and Professional Commitment Scale. The data were analyzed with a stepwise logistic regression analysis. Results The common variables that predicted the organizational and professional turnover intentions were marital status, work shift, organizational affective and normative commitment, and professional affective commitment. Conclusion The relationship between the commitment and the turnover intention of the nurses was not completely consistent with the collectivist characteristics of Turkish society. The findings showed that the organizational affective and normative commitment and professional affective commitment play a significant role in influencing nurses’ organizational and professional turnover intentions. It is important for organizations to recognize the significance of these variables, not only to retain their nursing workforce but also to attract new nurses.

Factors Influencing a University Hospital Nurses’ Intentions to Leave the Unit, Organisation and Profession: A Cross-Sectional Study

“…1%) (Arslan Yürümezoğlu & Kocaman, 2016;Sabanciogullari & Dogan, 2015) and ITLorg (57. 6%) was quite high (Arslan Yürümezoğlu et al, 2018).…”

Model of Organizational Commitment Applied to Health Management Systems

“…Normative commitment, which is largely based on the ethics demonstrated by the worker and compliance with organizational standards and policies [ 16 , 20 ], is present with greater significance in healthcare institutions relative to other organizations. Increased job satisfaction and normative commitment of nursing staff is directly linked to reduced intentions to leave [ 105 , 106 ]. Gambino [ 22 ] indicates that the strongest indicator regarding the intention to stay in the job of nurses in healthcare institutions is normative commitment, which is also reinforced as a function of the older age of the workers, and therefore recommends promoting normative commitment in younger nurses.…”

“…We understand that normative commitment is shown in a particular way in healthcare institutions, and that together with affective commitment make up the two basic sources of organizational commitment in these organizations, several authors recommend potentiating these factors in the search for greater personal and institutional productivity, and for the retention and attraction of new staff [ 27 , 106 ].…”

“…Intention to leave has been related to a number of variables, although one of the most frequently studied is that which relates it to organizational commitment [ 10 , 106 , 107 , 108 , 109 , 110 , 111 , 112 , 113 , 114 , 115 , 116 , 117 , 118 , 119 , 120 , 121 , 122 , 123 , 124 , 125 , 126 , 127 , 128 , 129 , 130 , 131 , 132 , 133 , 134 , 135 , 136 , 137 , 138 , 139 , 140 , 141 , 142 , 143 , 144 , 145 , 146 , 147 , 148 ], being in some studies the only factor implicated [ 149 ]. Along these lines, several authors have also mentioned affective and normative commitment [ 22 , 105 , 106 , …”

“…Demographic and personal variables that have been shown to promote health professionals to stay in their jobs include: marital status [ 106 ], empowerment [ 70 , 151 ], autonomous motivation [ 159 ], and cultural orientation [ 10 ].…”