Predictor of Turnover Intention of Register Nurses: Job Satisfaction or Work Engagement?

Abstract

Both employee job satisfaction (JS) and employee work engagement (WE) have been examined as possible predictors of employees’ intention to voluntarily leave a specific job or company, known as turnover intention (TI). While the body of knowledge has grown concerning the nature of TI, there remains the unsettled question of which of the two concepts most accurately predicates TI. The high turnover rate of registered nurses (RNs) in hospitals in the U.S. presented an opportunity to examine if JS and WE predict, and to what degree, among RNs. For this quantitative correlational research probability sampling was used to identify 155 participants, all full-time registered nurses with 2 or more years of employment in New York hospitals. Data, obtained from surveys, were analyzed via multiple linear regression. The results revealed that only job satisfaction predicted turnover intention among the nurses sampled, <em>F</em> (5,154) = 12.008, <em>p</em> R<sup>2</sup> = 287.The findings indicate that leaders of healthcare organizations, might lower nurse turnover intention by focusing on improving job satisfaction. Specifically, TI may be lower by addressing the issues identified from regular job satisfaction surveys, and by a greater emphasis on creating a more satisfying workplace. A more stable RN workforce could reduce healthcare disruptions in communities.

The Influence of Organizational Factors on Registered Nurses’ Work Attitudes in Nigeria

“…These results agreed with some past research findings relating to this study. Many studies have examined the antecedents of registered nurses' job satisfaction, affective commitment and turnover intention with findings corroborating the results of this study (Gragnano, Simbula, & Miglioretti, 2020;Coudounaris, Akuffo, & Nkulenu, 2020;Hariyati & Safril, 2018;Edwards-Dandridge, Simmons, & Campbell, 2020;Yürümezoğlu, Kocaman, & Haydarl, 2019;Osuji, Uzoka, Aladi, & El-Hussein, 2014;Lum, Kervin, Clark, Reid, & Sirola, 1998). In this study, the hypothesis is that organizational factors such as competence development practices, work-life balance, perceived organizational support, organization's commitment to employees have a significant positive influence on registered nurses' job satisfaction and affective commitment but a significant negative influence on turnover intention was accepted.…”

COVID-19: The effects of perceived organizational justice, job engagement, and perceived job alternatives on turnover intention among frontline nurses

“…Employees who feel validated show great enthusiasm, stay longer, and work for their organizations through reciprocity ( Juhdi et al, 2013 ). Several other studies (e.g., Edwards-Dandridge, 2019 ; Cao et al, 2020 ; and Zhang X. et al, 2020 ) also found work engagement to mitigate one’s desire to leave their work voluntarily. Therefore, from the perspective of social exchange theory and other related literature, the study hypothesizes that:…”

Thriving or surviving at work: how workplace learning opportunities and subjective career success are connected with job satisfaction and turnover intention?

“…Correlation analysis (Table 1) showed that all eight SCSI factors correlated positively (range from 0.12 to 0.67) with each other. According to the discussion related to effect sizes (Cohen, 1988), the strength of these correlations varies from small to large (small effect: r = 0.1, medium effect: r = 0.3, large effect: r = 0.5). The strongest correlation was between SCSI5 (authenticity) and SCSI8 (satisfaction) factors (r = 0.67).…”

“…Consequently, specific environments or events do not directly cause JS; rather, JS originates from individuals' perceptions, interpretations and appraisals of those environments and events (Fisher, 2010). Previous research has shown that the contrast between JS and TI is high: both intention to quit and actual turnover are negatively related to JS (Edwards-Dandridge et al, 2020;Griffeth et al, 2000;Kim and Kao, 2014;Labrague et al, 2020;Lu et al, 2005;Tett and Meyer, 1993;Tschopp et al, 2014). Instead of further examining the relationship between JS and TI, the present study aims to examine factors related to TI and JS.…”