The relationship between quality of work life and turnover intention of primary health care nurses in Saudi Arabia

Almalki, Mohammed; FitzGerald, Gerry; Clark, Michele

doi:10.1186/1472-6963-12-314

Cited by 196 publications

(271 citation statements)

References 59 publications

(85 reference statements)

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“…According to many scholars, the quality of the job is an indicating factor which influences performance [33,55]. Consequently, the hospital administrators must push nurses' performance forward to a high level of competency through provision of an exemplary work climate that allows nurses to share ideas, team spirit and creativity.…”

Section: Resultsmentioning

confidence: 99%

Study of the Relationship between Organizational Climate and Nurses' Performance: A University Hospital Case

Mohamed¹,

Gaballah²

2018

AJNR

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Background: Competent nurses' performance and typical work climate are targets that challenge hospital administrators to achieve likely results for success. A positive work climate leads to and sustains nurses' motivation and high performance. Aim: This study aimed to explore the relationship between organizational climate and nurses' performance. Material and methods: A quantitative descriptive correlational research design was utilized. A sample of 110 nurses was recruited from all inpatients' department of the Main Mansoura University Hospital. Tools of data collection: Personal and job characteristics of the participants, organizational climate questionnaire and nurses' performance evaluation. Results: The study findings highlighted that 51% of the nurses had positive work climate with a higher mean score (12.15±2.39) for customer service while the lowest mean score (5.65±3.1) for compensation. And 30.9 % of nurses had competent performance level with a higher mean score for hospital behavioral expectations domain (75.51±10.41), while the lowest mean score was for education domain (6.91±1.42). A significant relationship was found only between nurses' performance and age (8.44) and educational level (8.42). Conclusion: The study concluded that a statistically significant positive association was also identified between nurses' perception of work climate and job performance (.049). So, hospital administrators must push nurses' performance forward to a high level of competency through creating an exemplary work climate which values nurses, and allows them to share ideas, team spirit and creativity.

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Section: Resultsmentioning

confidence: 99%

Study of the Relationship between Organizational Climate and Nurses' Performance: A University Hospital Case

Mohamed¹,

Gaballah²

2018

AJNR

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“…HİYKÖ'den alınan toplam puanın artması hemşirele-rin iş yaşamı kalitesinin yüksek olduğunu, azalması ise hemşirelerin iş yaşamı kalitesinin düşük olduğunu göstermekte-dir. Çalışmada kullanılan HİYKÖ aralarında İran, İngiltere ve Suudi Arabistan ülkelerinin de bulunduğu yurtdışı hemşire-lik çalışmalarında kullanılmıştır (11,14,20).…”

Section: Tanıtıcı öZellikler Formuunclassified

Determination of nurses' quality of work life and influencing factors

Çatak¹,

Bahçecik²

2015

MUSBED

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Hemşirelerin iş yaşamı kalitesi ve etkileyen faktörlerin belirlenmesiAmaç: Bu araştırma, hemşirelerin iş yaşamı kalitesi (İYK) ve etkileyen faktörlerin belirlenmesi amacıyla tanımlayıcı olarak yapıldı. Yöntem: Araştırma, İstanbul ilinde yer alan dokuz özel hastane ile üç eğitim ve araştırma hastanesinde çalışan 310 hemşire ile Mart 2013 ile Haziran 2013 tarihleri arasında gerçekleştirildi. Verilerin toplanmasında hemşirelerin sosyo-demografik özelliklerini içeren ''Tanıtıcı Özellikler Formu'' ve ''Hemşirelik İş Yaşamı Kalitesi Ölçeği'' (HİYKÖ) kullanıldı. Verilerin değerlendirilmesinde, yüzdelik, aritmetik ortalama, standart sapma, One-way Anova, Tukey HDS, Student t, Kruskal Wallis, Mann Whitney U ve ki-kare testleri kullanıldı. Bulgular: Hemşirelerin HİYKÖ Cronbach's Alpha katsayısının 0.89 ve ölçek ortalama puanının 110.35±19.35 olarak iyi düzeyde olduğu belirlendi. Özel hastanede çalışan hemşirelerin HİYKÖ puan ortalaması (115.12±19.12) iyi düzeyde, eğitim ve araştırma hastanesinde (105.12±18.12) orta düzeyde bulundu. Hemşirelerin HİYKÖ alt boyut alanlarından en yüksek puanın, eğitim ve araştırma hastanesinde (3.50±0.65) ve özel hastanede (3.68±0.63) iş algısı alt boyut puanına, en düşük puanın ise eğitim ve araştırma hastanesinde iş/çalışma ortamı (2.59±0.78), özel hastanede ise iş koşulları alt boyut puanına (3.02±0.50) ait olduğu görüldü. Hemşirelerin tanıtıcı özelliklerinden olan, yaş grubu, eğitim durumu ve mesleki özelliklerinden olan çalışılan kurum, aylık gelir, mesleki ve kurumdaki çalışma süresi, haftalık çalışma saati, iş akışını belirten yazı veya çizelgenin varlığı, kurumdaki kariyer hedeflerinin varlığı, mesleği isteyerek seçme, kurumdan ayrılma isteği, alınan kararlara katılımın sağlanması ve yönetici hemşirelerin çalışanlarına karşı adaletli davranma durumunun HİYKÖ alt boyutlarını etkilediği ve aralarında istatistiksel olarak anlamlı fark olduğu görüldü (p<0.05). Sonuç: Hemşirelerin genel olarak ve özel hastanede çalışan hemşirelerin İYK'nin iyi düzeyde olduğu, eğitim ve araştırma hastanesinde çalışan hemşirelerin İYK'nin ise orta düzeyde olduğu görüldü. Özellikle eğitim araştırma hastanesinde çalışan hemşirelerin iş yaşamı koşullarının iyileştirilmesi için gerekli çalışmaların sağlık kurumları yöneticileri tarafından yürütülmesi ve hemşirelerin İYK'nin yükseltilmesi için desteklenmesi önerildi. Anahtar sözcükler: hemşirelik, iş yaşamı kalitesi, kalite ABS TRACT Determination of nurses' quality of work life and influencing factorsObjective: This study was conducted as a descriptive study and aimed to determine nurses' quality of work life (QWL) and the influencing factors. Method: The study was conducted with 310 nurses working at nine private hospitals and three training and research hospitals in Istanbul between March and June 2013. Data were collected with the "Nurses Data Sheet" containing the socio-demographic characteristics of nurses and with the "Quality of Nursing Work Life Scale" (QNWL). The percentage, arithmetic mean, standard deviation, One-way ANOVA, Tukey's HSD, Student t, Krus...

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“…The study found that there are two principal reasons why Turnovers occur in the industrial sector in the country under study: the work environment, and salary. Work environments should be improved and the money offered to employees should be increased to limit turnovers [35]. Work Stress and its Impact on Working Turnover for the Workers in Border Guards Centers in Eastern Region (K.S.A): This study aims at understanding how work pressure affects turnover at Border Guards' centers.…”

Section: Literature Reviewmentioning

confidence: 99%

Factors Affecting the Employees’ Turnover at the Ministry of High Education in Gaza Governorates-Case study: North and West Gaza Directorates of Education

Al-Habil¹,

Allah²,

Shehadah³

2017

Arts Social Sci J

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All governmental and private organizations are trying to implement the optimal utilization of their resources, whether human or financial resources or raw materials to achieve their goals and objectives. The human resources are of the most important of these resources because an organization can organize and control the exploitation of the rest of the organization's resources appropriately through human resource management. The basis of the progress and development in various fields of life is the organization's ability to explore the elements of the human performance in terms of efficiency and productivity, which leads to developing the overall effectiveness of the organization. Employee's turnover is a much studied phenomenon. However, there is no standard account for why people choose to leave an organization. This is noteworthy because it is typically the occasions where people choose to leave that concern organizations and organizational theorists [1]. Employee turnover refers to the termination of an official and psychological contract between an employee and an organization. There are two major types of employee turnover: involuntary and voluntary [2]. Involuntary turnover is initiated by the organization to terminate the relationship with an employee, whereas voluntary turnover is primarily initiated by the employees themselves [3]. In the academic literature, turnover intention is commonly used as a measure of anticipated workplace turnover. Intent to leave, intent to quit, intention to leave and turnover intention are often used interchangeably. Voluntary turnover incurs significant cost, both in terms of direct costs (replacement, recruitment and selection, temporary staff, management time), and also (and perhaps more significantly) in terms of indirect costs (morale, pressure on remaining staff, costs of learning, product/service quality, organizational memory) and the loss of social capita [4]. The issue of voluntary turnover has been rigorously studied over the past few decades. Empirical evidence indicates that a high rate of voluntary turnover is costly for organizations because it negatively affects organizational effectiveness and success [5]. Losing good employees can negatively affect an organization's competitive advantage; lowering the morale of other staff [6], as well as reducing productivity and work quality [7]. Despite these unfavourable consequences, the voluntary turnover rate across the globe remains relatively high. Previous research suggests that high work engagement leads to lower voluntary turnover. Highly engaged employees exhibit higher quality behaviours and performance. The evidence suggests that having engaged employees results in greater profitability, shareholder returns, productivity and customer satisfaction. Employees are an AbstractThis study aims at identifying the factors which influence the turnover phenomenon of the Employees of the Ministry of Education and Higher Education in the Gaza Strip. The Ministry of Education in Gaza suffers from the employee turnover p...

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The relationship between quality of work life and turnover intention of primary health care nurses in Saudi Arabia

Cited by 196 publications

References 59 publications

Study of the Relationship between Organizational Climate and Nurses' Performance: A University Hospital Case

Study of the Relationship between Organizational Climate and Nurses' Performance: A University Hospital Case

Determination of nurses' quality of work life and influencing factors

Factors Affecting the Employees’ Turnover at the Ministry of High Education in Gaza Governorates-Case study: North and West Gaza Directorates of Education

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