Voluntary turnover among nurses working in Kuwaiti hospitals

Alotaibi, Muhammad

doi:10.1111/j.1365-2834.2007.00802.x

Cited by 15 publications

(12 citation statements)

References 38 publications

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“…Alamri and colleagues [62], however, found that people in Saudi Arabia understand the importance of nursing and they believe jobs must be occupied by locals; however, for their young, they prefer high prestige occupations such as medicine [62,63]. This view of nursing in Saudi Arabia is in-line with other countries such as Iran, Japan, Jordan and Kuwait [10,23,24,64]. Public stereotypes are found to negatively affect nursing practice and retention [65,66].…”

Section: Discussionmentioning

confidence: 97%

Quality of work life among primary health care nurses in the Jazan region, Saudi Arabia: a cross-sectional study

2012

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BackgroundQuality of work life (QWL) is defined as the extent to which an employee is satisfied with personal and working needs through participating in the workplace while achieving the goals of the organization. QWL has been found to influence the commitment and productivity of employees in health care organizations, as well as in other industries. However, reliable information on the QWL of primary health care (PHC) nurses is limited. The purpose of this study was to assess the QWL among PHC nurses in the Jazan region, Saudi Arabia.MethodsA descriptive research design, namely a cross-sectional survey, was used in this study. Data were collected using Brooks’ survey of quality of nursing work life and demographic questions. A convenience sample was recruited from 134 PHC centres in Jazan, Saudi Arabia. The Jazan region is located in the southern part of Saudi Arabia. A response rate of 91% (n = 532/585) was achieved (effective response rate = 87%, n = 508). Data analysis consisted of descriptive statistics, t-test and one way-analysis of variance. Total scores and subscores for QWL items and item summary statistics were computed and reported using SPSS version 17 for Windows.ResultsFindings suggested that the respondents were dissatisfied with their work life. The major influencing factors were unsuitable working hours, lack of facilities for nurses, inability to balance work with family needs, inadequacy of vacations time for nurses and their families, poor staffing, management and supervision practices, lack of professional development opportunities, and an inappropriate working environment in terms of the level of security, patient care supplies and equipment, and recreation facilities (break-area). Other essential factors include the community’s view of nursing and an inadequate salary. More positively, the majority of nurses were satisfied with their co-workers, satisfied to be nurses and had a sense of belonging in their workplaces. Significant differences were found according to gender, age, marital status, dependent children, dependent adults, nationality, nursing tenure, organizational tenure, positional tenure, and payment per month. No significant differences were found according to education level of PHC nurses and location of PHC.ConclusionsThese findings can be used by PHC managers and policy makers for developing and appropriately implementing successful plans to improve the QWL. This will help to enhance the home and work environments, improve individual and organization performance and increase the commitment of nurses.

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Section: Discussionmentioning

confidence: 97%

Quality of work life among primary health care nurses in the Jazan region, Saudi Arabia: a cross-sectional study

2012

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“…In other words, RNs will not sacrifice easily their sense of job security and this, in turn, will increase their intent to stay in their current jobs. This explanation could be supported by the results revealed by a Kuwaiti study conducted by Alotaibi (2008) in which the author concluded that the important source of complaints of nurses related to voluntary turnover was the inability to express freely work-related problems and uncooperative managers. The relation between the two variables was consistent with other studies (Alotaibi, 2008;Lai, 1998;Laschinger & Finegan, 2005).…”

Section: The Relationship Between the Rns' Level Of Trust With Immedimentioning

confidence: 87%

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

Atiyeh

AbuAlRub

2016

Nurs Forum

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“…Nurse turnover is a rapidly-growing human resource problem currently affecting the healthcare sector worldwide. The rate across the world is considered high, ranging from 15 to 44% [1–3]. Limited studies published in Indonesian Journal showed that several private hospitals reveal figures similar to international literature, ranging between 13 and 35% [4–6].…”

Section: Introductionmentioning

confidence: 99%

Nurse turnover and perceived causes and consequences: a preliminary study at private hospitals in Indonesia

2018

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BackgroundDespite the inevitable growing rate of nurse turnover worldwide and its consequences, limited empirical data has been published in Indonesia. This study aims to describe the nurse turnover pattern at private hospitals, its causes and consequences as perceived by the hospitals’ managers.MethodsA survey method was used to obtain secondary and primary data from five private general hospitals in three administrative regions in East Java, Indonesia. The data of nurse turnover and demographic characteristics were collected. Mann Whitney test and relative risk analysis was performed to explore the role of nurse characteristics on nurses’ decision to leave their job. To explore the causes and consequences of nurse turnover, an online survey was conducted to twelve hospital managers. The data was then classified based on similar themes.ResultsThe data show that nurse turnover is between 12 and 34%. Being up to thirty years old, single, and having worked in the hospital up to three years significantly increase the risk of turnover. Personal reasons, external attractions and unsuitable working conditions are the three common nurse turnover reasons revealed by hospital managers. Hospital managers admitted that nurse turnover disturbs hospital operations, further impacting the hospital’s revenue and costs.ConclusionsThe nurse turnover is higher than the acceptable level which is significantly predicted by age, marital status and job tenure. Further research is needed to develop nurse retention strategy in their early years of employment, based on the nurse’s point of view.Electronic supplementary materialThe online version of this article (10.1186/s12912-018-0317-8) contains supplementary material, which is available to authorized users.

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Voluntary turnover among nurses working in Kuwaiti hospitals

Cited by 15 publications

References 38 publications

Quality of work life among primary health care nurses in the Jazan region, Saudi Arabia: a cross-sectional study

Quality of work life among primary health care nurses in the Jazan region, Saudi Arabia: a cross-sectional study

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

Nurse turnover and perceived causes and consequences: a preliminary study at private hospitals in Indonesia

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