The Relationship of Trust and Intent to Stay Among Registered Nurses at Jordanian Hospitals

Atiyeh, Huda Mohammad; AbuAlRub, Raeda

doi:10.1111/nuf.12195

Cited by 3 publications

(7 citation statements)

References 32 publications

(45 reference statements)

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“…The nurses were more likely to intend to stay in their work if they had more years of experience. This is consistent with previous studies; a descriptive correlational study among nurses in Jordan demonstrated a positive association between years of experience and nurses' intent to stay (43). Also, a cross-sectional study in the Ethiopian public sector examined factors associated with nurses' intention to leave their jobs and con rmed that nurses' turnover intentions were associated with years of service (34).…”

Section: Discussionsupporting

confidence: 90%

“…In addition, nurses working in public hospitals cannot be red unless the decision is approved by a long chain of formal and hierarchical positions in the ministry of health, and then by Jordan's prime minister. Furthermore, nurses working in public hospitals may have better fringe bene ts than those working in other hospitals, such as health insurance that covers all types of healthcare services, as well as free meals, transportation, and dormitory housing for those living outside the governorate borders (4,32,43). Another probable explanation could be the difference in nurse-related characteristics between studies.…”

Section: Discussionmentioning

confidence: 99%

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The Effect of Work Motivation and Work Engagement on Intention to Stay Among Jordanian Nurses

Alhadidi¹,

Khrais

Khalifeh

et al. 2023

Preprint

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Aim This study explores the relationship between Jordanian nurses' work motivation, engagement, and intention to stay among Jordanian nurses. Methods Descriptive cross-sectional correlational design was performed. Data were collected from nurses by convenience sampling from three major public hospitals in Jordan. The data were collected using the Motivation at Work Scale Utrecht, Work Engagement Scale, and McCain Behavioral Commitment Scale. Results A total of 195 nurses completed the survey. Half of the participants were female, 50.3%, with 40% aged between (22–29) years. The level of nurses' motivation, work engagement, and intention to stay at work was high, 26 (SD = 1.04), 4.80 (SD = 1.06), and 3.81 (SD = 1.19), respectively. The results showed a strong positive correlation between nurses' intention to stay with work motivation (r = 0.665, P < 0.000) and work engagement (r = 0.653, P < 0.000). Moreover, multiple hierarchical regression revealed that gender, total years of experience, work motivation, and work engagement were predictors of intention to stay. Conclusion Jordanian nurses' intention to stay associated with work motivation and engagement has a high general perception level of professional self-concept and moderate problem-solving ability. However, based on the nurses' responses, there are opportunities to improve nurses' work motivation and participation in Jordanian governmental hospitals to enhance their intent to remain in their current workplace.

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Section: Discussionsupporting

confidence: 90%

Section: Discussionmentioning

confidence: 99%

The Effect of Work Motivation and Work Engagement on Intention to Stay Among Jordanian Nurses

Alhadidi¹,

Khrais

Khalifeh

et al. 2023

Preprint

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show abstract

“…There are seven relational factors within the group of professional relationships and dynamics: leadership, teamwork, trust, organizational conflict, job embeddedness, social support and belonging. Almost half (15) of all studies reported findings on relational factors (AbuAlRub et al, 2012 ; AbuAlRub & Alghamdi, 2012 ; AbuAlRub & Nasrallah, 2017 ; Al‐Hamdan et al, 2016 ; Atiyeh & AbuAlRub, 2017 ; Chen, Ho, et al, 2016 ; Dechawatanapaisal, 2018 ; Hewko et al, 2015 ; Li et al, 2020 ; Liang et al, 2016 ; Lyu et al, 2022 ; Reinhardt et al, 2020 ; Robson & Robson, 2015 ; Shacklock & Brunetto, 2011 ; Yarbrough et al, 2017 ; Eltaybani et al, 2018 ).…”

Section: Resultsmentioning

confidence: 99%

“…Work environment, work conditions and organizational culture have an associated interdependence with job control, emotional intelligence, empowerment and autonomy (Hewko et al, 2015 ; Li et al, 2020 ; Meng et al, 2015 ). Years of nursing experience are directly associated with increased satisfaction, with nurses who have more than 10 years of experience reporting higher perceptions of safety and trust than nurses who have 1–2 years of experience (Atiyeh & AbuAlRub, 2017 ; Shacklock & Brunetto, 2011 ; Yarbrough et al, 2017 ). It is argued that this is because older nurses or nurses who have worked longer in the role have higher levels of intrinsic or learned ability to manage the pressure that enables them to better navigate the conditions of work (Gholami et al, 2019 ).…”

Section: Discussionmentioning

confidence: 99%

“…Almost half ( 15) of all studies reported findings on relational factors AbuAlRub & Alghamdi, 2012;AbuAlRub & Nasrallah, 2017;Al-Hamdan et al, 2016;Atiyeh & AbuAlRub, 2017;Chen, Ho, et al, 2016;Dechawatanapaisal, 2018;Hewko et al, 2015;Li et al, 2020;Liang et al, 2016;Lyu et al, 2022;Reinhardt et al, 2020;Robson & Robson, 2015;Shacklock & Brunetto, 2011;Yarbrough et al, 2017;Eltaybani et al, 2018).…”

Section: Relational Factors: Professional Dynamicsmentioning

confidence: 99%

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

Pressley

Garside

2023

Nursing Open

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Aim To explore factors that influence registered nurses' intention to stay working in the healthcare sector. Design A systematic review and narrative synthesis. Methods CINAHL, Medline and Cochrane library databases were searched from Jan 2010 to Jan 2022 inclusive and research selected using a structured criterion, quality appraisal and data extraction and synthesis were guided by Campbell's Synthesis Without Meta‐analysis. Results Thirty‐four studies identified that nurses stay if they have job satisfaction and/or if they are committed to their organizations. The factors permeating these constructs weigh differently through generations and while not an infallible explanation, demonstrate stark differences in workplace needs by age, which influence the intention to stay, job satisfaction, organizational commitment and ultimately nurse turnover. Public Contribution Environmental, relational and individual factors have bearing on improving nurse satisfaction and commitment. Understanding why nurses stay through a generational behavioural and career stage lens can bolster safeguarding nurse retention.

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Mediating Influences of the Exchange Relationship with a Preceptor on the Relationship between Burnout and Job Retention Intention among New Nurses in Korea

Kim,

Yang

2023

Healthcare

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The main factor in the turnover of new nurses in Korea is burnout, and a high turnover rate can lead to discontinuation in the nursing profession, due to failure to adapt to the organization. This study aimed to examine the mediating influences of an exchange relationship with the preceptor on the relationship between burnout and job retention intention among new nurses in Korea. Data were collected from 210 new nurses in three general hospitals from 2 May to 30 June 2023. The following statistical analysis were conducted: t-test, ANOVA, the Scheffé test, Pearson’s correlation coefficient analysis, and Hayes Process Macro Model 4 (to test the mediating effect). Burnout was negatively associated with job retention intention (r = −0.54, p < 0.001) and the exchange relationship with the preceptor (r = −0.29, p = 0.001). The exchange relationship with the preceptor was positively associated with job retention intention (r = 0.38, p < 0.001). Furthermore, the mediation analysis indicated that the exchange relationship with the preceptor mediated the relationship between burnout and job retention intention. According to the results, the impact of burnout on the job retention intention was mediated by the exchange relationship with the preceptor. Therefore, to increase the job retention intention of new nurses, developing programs to enhance the exchange relationship with the preceptor are recommended.

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The Relationship of Trust and Intent to Stay Among Registered Nurses at Jordanian Hospitals

Abstract: Building trust between RNs and their immediate supervisors could be an important retention strategy.

Cited by 3 publications

References 32 publications

The Effect of Work Motivation and Work Engagement on Intention to Stay Among Jordanian Nurses

The Effect of Work Motivation and Work Engagement on Intention to Stay Among Jordanian Nurses

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

Mediating Influences of the Exchange Relationship with a Preceptor on the Relationship between Burnout and Job Retention Intention among New Nurses in Korea

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