The relationship between practice environment, job satisfaction and intention to leave in critical care nurses

Alenazy, Faisal S.; Dettrick, Zoe; Keogh, Samantha

doi:10.1111/nicc.12737

Cited by 26 publications

(25 citation statements)

References 44 publications

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“…Previous national and international studies also highlighted this relationship between the work environment and intention to leave. Consistently with the results obtained, adequate work environments, thus being favorable to practice, should minimize intention to leave [1,8,12,24,43] and, consequently, the time/cost associated with integration processes and the risk of loss in quality of care provided during the replacement periods. Thus, ensuring favorable work environments is crucial to mitigate intentions to leave and promote nurse retention.…”

Section: Discussionmentioning

confidence: 60%

“…According to previous studies, factors that include work environment, emotional exhaustion, practice safety, and shortage of staff, associated with professionals' characteristics (such as age and education), can bring about nurses' desire to leave their unit, department, or organization. Inadequate staffing, including an increased workload in work environments unfavorable to nursing practices, usually motivates professionals to leave [4,7,12,13]. Professional development opportunities are also a determining factor.…”

Section: Introductionmentioning

confidence: 99%

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Organizational Commitment and Intention to Leave of Nurses in Portuguese Hospitals

Neves

Parreira

Rodrigues

et al. 2022

IJERPH

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Intention to leave is influenced by the commitment and individual and structural factors. It is a critical dimension in health systems due to the shortage of professionals and the potential impact on the quality of care. The present paper: (i) characterizes organizational commitment and intention to leave; (ii) analyzes the relationship between structural factors (such as, work environment and nurse staffing), individual factors (age), and nurses’ organizational commitments and intention to leave; and (iii) analyzes the differences in the intention to leave and in the organizational commitment according to service specialty, nurses’ specialization, and contractual relationship in Portuguese public hospitals. A cross-sectional study was conducted with a sample of 850 nurses from 12 public hospitals units. The results show a high affective and continuance commitment of nurses with the hospital, and a reduced tendency of the intention to leave. A significant positive association was also found between the intent to leave and individual/structural factors. Organizational commitment and intention to leave levels are satisfactory, despite the influence of several factors, such as nurse staffing, work environment, or other opportunities for professional development. The results identify particularly sensitive areas that, through adequate health and management policies, can reduce nurses’ intentions to leave and promote the sustainability of the health system.

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Section: Discussionmentioning

confidence: 60%

Section: Introductionmentioning

confidence: 99%

Organizational Commitment and Intention to Leave of Nurses in Portuguese Hospitals

Neves

Parreira

Rodrigues

et al. 2022

IJERPH

View full text Add to dashboard Cite

show abstract

“…Other factors that were associated with turnover intention among HCWs include poor job resources [ 45 ], low staff morale [ 45 ] and perceived high pandemic impact on practice [ 57 ]. Conversely, a study from Saudi Arabia found that a positive nursing practice environment was negatively correlated with turnover intention [ 30 ].…”

Section: Resultsmentioning

confidence: 99%

A global overview of healthcare workers’ turnover intention amid COVID-19 pandemic: a systematic review with future directions

et al. 2022

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Background Globally, the health workforce has long suffered from labour shortages. This has been exacerbated by the workload increase caused by the COVID-19 pandemic. Major collapses in healthcare systems across the world during the peak of the pandemic led to calls for strategies to alleviate the increasing job attrition problem within the healthcare sector. This turnover may worsen given the overwhelming pressures experienced by the health workforce during the pandemic, and proactive measures should be taken to retain healthcare workers. This review aims to examine the factors affecting turnover intention among healthcare workers during the COVID-19 pandemic. Methods A mixed studies systematic review was conducted. The PubMed, Embase, Scopus, CINAHL, Web of Science and PsycINFO databases were searched from January 2020 to March 2022. The Joanna Briggs Institute’s Critical Appraisal Tools and the Mixed Methods Appraisal Tool version 2018 were applied by two independent researchers to critically appraise the methodological quality. Findings were synthesised using a convergent integrated approach and categorised thematically. Results Forty-three studies, including 39 quantitative, two qualitative and two mixed methods studies were included in this review. Eighteen were conducted in the Middle East, ten in the Americas, nine in the Asia–Pacific region and six in Europe. Nurses (n = 35) were included in the majority of the studies, while physicians (n = 13), allied health workers (n = 11) and healthcare administrative or management staff (n = 7) were included in a smaller proportion. Five themes emerged from the data synthesis: (1) fear of COVID-19 exposure, (2) psychological responses to stress, (3) socio-demographic characteristics, (4) adverse working conditions, and (5) organisational support. Conclusions A wide range of factors influence healthcare workers’ turnover intention in times of pandemic. Future research should be more focused on specific factors, such as working conditions or burnout, and specific vulnerable groups, including migrant healthcare workers and healthcare profession minorities, to aid policymakers in adopting strategies to support and incentivise them to retain them in their healthcare jobs.

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“…Previous studies have indicated that the practice environment can affect nurses' mental and physical health (Silva & Marcolan, 2020), job satisfaction (Ogata et al, 2018; Suliman & Aljezawi, 2018), burnout (Hunsaker et al, 2015; Ogata et al, 2018), quality of life and well‐being (Misiak et al, 2020) and work engagement (Al‐Hamdan & Bani Issa, 2021). These effects are then followed by organizational ones such as nurse turnover (Alenazy et al, 2021) and nursing care quality (Aiken et al, 2011).…”

Section: Introductionmentioning

confidence: 99%

Association between nursing practice environment and sense of coherence among staff nurses: A cross‐sectional study in Japan

Ogata

Sato

Sasaki

et al. 2022

J Nursing Management

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Aim This study aimed to investigate the association between work environment and sense of coherence among staff nurses. Background In Antonovsky's salutogenetic theory, factors that causes stress are not always harmful when people's sense of coherence is high. Although the effects of sense of coherence have repeatedly been confirmed, few studies have examined factors that increase sense of coherence. Methods We used cross‐sectional data (N = 6172) surveyed in 2017 from a 2‐year longitudinal study in 2016 and 2017. Multiple group structural equation modelling was conducted for years of nurse experience of different groups. Results Work environment subscale scores for nurses with less than 5 years of experience ranged from 2.3 to 2.9 and for those with more than 5 years, from 2.1 to 2.7. The averages of sense of coherence for the groups were 36.9 and 39.7, respectively. For both groups, there was a statistically significant association between work environment and sense of coherence. Conclusions Improvement of nurses' work environment may increase sense of coherence, leading to improvements in health. Implications for Nursing Management The study suggests that nurse managers should improve the work environment to increase sense of coherence of staff nurses, leading to improved health for any length of a nurse's experience.

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The relationship between practice environment, job satisfaction and intention to leave in critical care nurses

Cited by 26 publications

References 44 publications

Organizational Commitment and Intention to Leave of Nurses in Portuguese Hospitals

Organizational Commitment and Intention to Leave of Nurses in Portuguese Hospitals

A global overview of healthcare workers’ turnover intention amid COVID-19 pandemic: a systematic review with future directions

Association between nursing practice environment and sense of coherence among staff nurses: A cross‐sectional study in Japan

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