Predictors of nurses’ turnover intention at one and five years’ time

Abstract

AimThis study examined the role of job dimensions, job satisfaction, psychological stress and job burnout in predicting turnover intention at one and five years’ time among professional nurses in the Philippines.MethodsA cross‐sectional design was utilized in the study using a convenience sample of 549 registered nurses from six hospitals in the Central Philippines during the period of October 2018 to January 2019. Five self‐report scales were used in this study.ResultsOverall, 46.1% (n = 253) and 78.9% (n = 433) of nurses reported planning to leave the organization at one and five years’ time, respectively. The type of hospital, job satisfaction and job burnout explained variances for turnover intention at one and five years’ time. Separately, hospital bed capacity and job stress predicted turnover intention at five years’ time. None of the job dimensions accurately predicted turnover intention in nurses.ConclusionHigher turnover intention results at one and five years’ time were dependent on nurses’ psychological stress, job burnout and job satisfaction.Implications for nursing practice and policyOrganizational measures aimed at reducing stress and burnout and increasing job satisfaction in nurses are critically important to enhance the retention of nurses and ensure continued quality of nursing care.

Impact of organizational silence and favoritism on nurse's work outcomes and psychological well‐being

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“…As of 2018, there are approximately 3,000 nurses working all hospitals within the region, with most nurses employed in government hospitals. As a consequence of increased migration of experienced nurses to other countries, such as the UK, the United States and countries in the Middle East, the current nurse workforce in the region is composed mainly of young nurses with an average age of 27 to 35 years (Bautista et al ., 2020; Labrague et al ., 2020).…”

Organisational and professional turnover intention among nurse managers: A cross‐sectional study

“…From 2012 to 2017, about 92,000 licensed Filipino nurses migrated to other countries to work as nurses there (Del Mundo 2018), a trend believed to be caused by a variety of factors in the Philippines including unfavourable work environment, organisational politics, unrealistic workload, lack of career enhancement and inadequate enforcement of nursing law (Bautista et al, 2019;Labrague, Gloe, McEnroe, Konstantinos, & Colet, 2018). The nursing workforce situation is expected to deteriorate considering the increasing number of nurses at all levels reporting intentions to leave their position (Labrague et al, 2020). If this situation is not addressed, such may result in an extensive shortage of both experienced nurses and those holding managerial positions.…”