Testing a model of absence and intent to stay in employment: a study of registered nurses in Malta

Abstract

This study used a cross-sectional, correlational design to test a model of absence and turnover of registered nurses developed from a review of the research literature (Gauci Borda and Norman, 1997). Testing the model involved comparing the relationship between job satisfaction, kinship responsibility, pay, employment opportunity, intent to stay in employment and absence for male and female registered nurses. All registered nurses (n = 254) working in clinical areas on a full-time shift basis, in one large general hospital in Malta were surveyed by questionnaire and their absence data were obtained from the hospital personnel records. A response rate of 67% (N = 171) was achieved. The results showed that nurses were satisfied with their job and intended to stay in their present employment for the next 12 months. Relationships between variables differed between male and female nurses, with job satisfaction being associated with intent to stay for male nurses but not for females and kinship responsibility and intent to stay being associated with absence in female but not male nurses. In contrast to many previous studies of nurses, an association was found between job satisfaction and absence. Several variables, including fear of change, which may influence intent to stay of Maltese nurses, were identified. The proposed model of absence and turnover stood up reasonably well to testing, but the results for the whole sample, and the sub-samples of male and female nurses supported different parts of the model. The main implication for future research is that male and female nurses should be studied separately due to differences found between the two groups. ~CI 1997 Elsevier Science Ltd. All rights reserved.Background

Influence of selected sociodemographic factors on psychosocial workload of nurses and association of this burden with absenteeism at work

“…We observed that absenteeism at work was also higher among nurses being free from chronic conditions and showing lower levels of well-being. This finding is consistent with the results of majority of previous studies, confirming that greater job satisfaction is associated with lower levels of absenteeism at work [10,30]. Therefore, both our findings and data from literature point to a presence of a specific vicious circle: one's dissatisfaction with working conditions is reflected by higher level of his/her absenteeism, which in turn results in deterioration of working conditions of the remaining personnel; this stimulates reluctance to the colleagues who are too frequently on a sick leave.…”

Absenteeism amongst health workers – developing a typology to support empiric work in low-income countries and characterizing reported associations

“…It has further been suggested that unplanned absence is often short-term and sometimes voluntary [23]. Borda and Norman [37] in their study of nurses in Malta considered one-day or two-day absence frequency as a measure of ‘avoidable’ absence and related to job satisfaction, which was of concern in their study. Voluntary absence can also be planned as in the case of maternity [26] and annual [24] leaves.…”

Sağlik Çalişanlari Arasinda Işe Devamsizlik Düzeyi Ve Mali Yükü

“…Married physicians and nurses were reported to have a lower absenteeism rate in Finland (Kivimaki et al, 2001) while, in Sweden, domestic responsibilities were reported to increase the possibility of absenteeism in female nurses (Borda and Norman, 1997) and, in Nigeria, married health professionals were more frequently absent from work due to domestic problems (Isah et al, 2008).…”