Testing a model of Thai nurses’ intent to stay in employment

Abstract

To test the causal model of intent to stay in employment of nurses in regional medical centers. Background: Effectiveness and quality of nursing care are determined by an adequate number of nursing staff; however, there is an ongoing challenge of nursing shortage. Improving nurses' intention to remain in employment is an effective way to address the problem of nursing shortage. Methods: This study employed a cross-sectional design. The sample was 1224 registered nurses from nine regional medical centers across Thailand, selected using multistage random sampling. Data were collected between January and July 2019 and analyzed with structural equation modeling. Results and discussion:The final model could explain 40.3% of the variance in intent to stay. Transformational leadership, coworker support, professional autonomy, opportunities for promotion, marital status, and job satisfaction positively affected intent to stay, while burnout negatively affected intent to stay. This indicates that seven factors that should be considered by nurse managers in developing a framework for constructing interventions to increase nurses' intention to continue working in their organization. Implication for nursing and nursing policy: Nurse managers should strengthen the intent to stay of nurses by providing consultations, building a positive work atmosphere, and encouraging nurse leaders to apply transformational leadership behaviors to the organizational administration. Policymakers should consider enacting policies and regulations for nurses' benefits, such as allocating civil servant positions to temporary nursing staff, expanding the framework of career advancement to a senior professional position, and considering salary and overtime pay, to increase nurses' intent to stay in an organization.

Factors influencing nursing faculty members' intent to stay: A structural equation modeling approach

“…The ITS of nursing faculty members increased when they were fulfilled in their positions and had strong bonds with the organization (Hodgkins et al, 2020). Similarly, the more satisfied they were with their job choices and their positions, the more likely they were to stay employed (Theucksuban et al, 2022). Scholars have mentioned that improving JS among nursing faculty members would improve ITS (Darnell et al, 2020).…”

Safeguarding the retention of nurses: A systematic review on determinants of nurse's intentions to stay

“…Much is known about the regressive lag indicators and corrosive factors that cause intention to leave, which in up to 80% of cases can result in actual leavers (Applebaum et al, 2010; Kagwe et al, 2019; Perry et al, 2018), and yet there is limited insight into the forward‐looking indicators of why nurses stay and the potential of the positive impact on turnover. For that reason, while ever these factors remain undefined nurse retention is not being approached from a solution‐focused perspective (Kelly et al, 2022; Theucksuban et al, 2022); a seemingly missed opportunity in the face of the reality of the brittle global nurse workforce position.…”

“…It is seemingly evermore improbable that globally, we will be able to recruit into fixing the nursing workforce problem, and it is suggested that one part of the solution lies in retaining nurses already working within our healthcare systems. It is propositioned that significant gains to the nursing workforce are in the main, achievable through the implementation of effective strategies to retain existing staff and that nurse retention is the critical factor in counterbalancing the demand–supply equation (Sherman, 2014 ; Theucksuban et al, 2022 ; Van den Heede et al, 2013 ). Thus, there is an urgency to understand how to improve nurse retention to realise a turning point and support more nurses to stay (World Health Organization (WHO), 2020 ).…”

Missed Nursing Care as a Mediator in the Relationship between Career Calling and Turnover Intention

“…Higher nurse turnover rates increase the workload, reduce job satisfaction and lead to physical and mental health problems for remaining workforce (Chang & Cho, 2022). Furthermore, increased nurse turnover rates result in a shortage of experienced nurses, making it difficult to provide high‐quality care to patients and increasing the risk of infection, hospitalization and death (Labrague et al., 2020; Theucksuban et al., 2022). Thus, the healthcare sector should focus on the problem of nurses’ turnover intention and develop practical prevention measures to encourage nurses to stay.…”