Turnover Intention Among Hospital‐Based Registered Nurses in the Eastern Caribbean

Abstract

Initiatives to improve the work environment and the delivery of high-quality care are important to RNs in the Eastern Caribbean. Managing the negative impact of continuous outflow of nurses through turnover requires long-term coordinated policy and human resource development and management initiatives to sustain the supply of RNs in the subregion.

The work environment of haemodialysis nurses and its impact on patients’ outcomes

“…Nurses have positive relationships with the physicians in the surveyed dialysis units, giving the highest score among all subscales. This finding is consistent with other studies . In health‐care organizations, there is a high level of interdependence mainly between nurses and physicians.…”

Predicting Quality of Work Life on Nurses’ Intention to Leave

“…However, the model did not support the hypothesized influence on ITLorg of the remaining three QWL dimensions: head nurse's or supervisor's management, teamwork and communication, or a milieu of respect and autonomy. The failure of head nurse's or supervisor's management to predict ITLorg is inconsistent with the research of Duffield, Roche, Blay, and Stasa (), who found that having a good nurse manager negatively predicted ITLorg, but is consistent with the study of Lansiquot, Tullai‐McGuinness, and Madigan (), who found that there is nonsignificant correlation between turnover intention and nurse manager ability, leadership, and support. The failure of teamwork and communication to predict ITLorg is inconsistent with Kivimaki et al's () finding that lower teamwork contributed to both ITLorg and nurses quitting their job.…”

Nurse administrators’ intentions and considerations in recruiting inactive nurses

“…Nurse administrators play a pivotal role in making positive workforce policies and in promoting clinical nurses’ professional competence (Lansiquot et al . ). Therefore, our results have important implications for nursing management.…”