ABSTRACT
Objective To investigate the status of the nurse work environment, organizational commitment and intent to stay, and explore the relationships among them, ultimately provide some references for the managers. Methods 1 168 registered nurses were recruited from seven hospitals in Zhejiang province. They were investigated with Nursing Work Environment Scale, Organizational Commitment Scale and Intent to Stay Scale. Multiple regression analysis utilized the intent to stay of nurses as the dependent variable, and the demographic data, the dimensions of work environment and dimensions of organizational commitment as the independent variables. Results The mean scores of work environment, organizational commitment and intent to stay were 2.78 ± 0.39, 2.42 ± 0.43, 3.30 ± 0.67, respectively. Among nurse work environment, organizational commitment and intent to stay,there was a significant positive correlation between any two of them. Duty, affective commitment, position of work, sufficient manpower and resources, normative commitment, leadership and ability of manager, gender, shift, housing condition (rent house), employment nature and education are the main factors for the intent to stay, which can explain 40.3% of the variations of nurse retention. Conclusions The results of the study showed that the nurse work environment and intent to work of the 1168 registered nurses were at a medium level, and the organization′s commitment was at a lower-middle level. Managers can refer to the factors affecting the intent of nurses to stay, develop retention strategies, and increase their intent to stay.
ABSTRACT
PURPOSE: This study was performed to measure nursing professionalism, organizational communication, and intent to stay, and investigate the relationship among these three variables in geriatric hospital nurses. METHODS: A cross-sectional survey was done with the participation of 195 nurses working at 23 geriatric hospitals in B city of Gyeongsangnam-do, Korea. Data were collected from January 19 to 25, 2018 using structured questionnaires and were analyzed using SPSS/WIN program. RESULTS: The geriatric hospital nurses' scores for nursing professionalism, organizational communication, and intent to stay were relatively lower than those of general hospital nurses. Each of these three variables was differently perceived according to participants' general characteristics but there was a positive correlation between them. The factors influencing intent to stay were organizational communication, age and through newspapers/advertising (one of motivations for working at geriatric hospitals). These three variables explained 47% of intent to stay. CONCLUSION: To increase intent to stay in geriatric hospital nurses, nursing or hospital managers must develop and apply programs that help improve nurses' professionalism and organizational communication. Especially geriatric hospital nursing managers should try to provide organizational communication enhancement programs for young and inexperienced nurses.
Subject(s)
Cross-Sectional Studies , Hospitals, General , Korea , Nursing , ProfessionalismABSTRACT
PURPOSE: This study was performed to investigate the effects of job embeddedness and nursing professionalism on intent to stay in hospital nurses. METHODS: The study was a cross-sectional survey. Participants were 242 nurses working at four general hospitals in P city of Gyeongbuk Province, Korea. Data were collected from August 29 to September 10, 2016. Structured questionnaires were used and analyzed with the SPSS/PC program. RESULTS: The scores were, for job embeddedness, 3.19 (out of 5.0), nursing professionalism, 3.50 (out of 5.0), and intent to stay, 5.30 (out of 8.0). The three variables were all different according to participants' general characteristics. Factors influencing intent to stay were organization fitness (one of 4 sub-factors of job embeddedness), social recognition (one of 5 sub-factors of nursing professionalism) and age (one of participants' general characteristics). These three variables explained 34% of intent to stay. CONCLUSION: To increase competent career nurses' intent to stay, nursing and hospital managers must develop and implement programs that help improve nurses' organization fitness to adjust well in their organization and healthcare institutions and nursing organizations must continue efforts to raise social recognition of nurses and to improve nurses' working conditions.
Subject(s)
Cross-Sectional Studies , Delivery of Health Care , Hospitals, General , Korea , Nursing , ProfessionalismABSTRACT
Objective To investigate the status quo of job enbeddedness and intent to stay among the clinical specialist nurses and to explore the correlation between them. Method A total of 200 clinical specialist nurses participated in the investigation by means of general nurses' questionnaire, job embeddedness scale and intent to stay scale. Results The score of job embeddedness was (3.40 ± 0.46), the dimension of community association scored highest (3.68 ±0.67), the dimension of organization sacrifice the lowest (3.12±0.53) and the intent stay (3.69 ± 0.80). There was a positive correlation between job placement and intent to stay as well as its dimensions of community matching, organization sacrifice (P <0.05 or P <0.01). Community matching served as a major factor in predicting the intent of a specialist nurse. Conclusion Nursing managers should pay attention to the needs of specialist nurses and take relevant measures to improve the job embeddednee level of specialist nurses and thus improve their intent to stay as well.
ABSTRACT
Objective To explore the relationships among nurses’intent to stay,occupational commitment and managers’ leadership styles in emergency department.Methods A total of 130 nurses in emergency department were recruited by convenience sampling method from three tertiary hospitals in Guangzhou.They were investigated by using Nurses’Intent to Stay Questionnaire, Nurses’Occupational Commitment Questionnaire and Multifactor Leadership Questionnaire(MLQ).Results The score of nurses’ intent to stay and occupational commitment were(20?19±3?74)and(76?16±12?13),respectively;both were at medium levels and occupational commitment,transformational leadership style were positively correlated with nurses’intent to stay(P<0?05).Nurses perceived their managers as transformational leaders more often than transactional leaders.Conclusions Both the current nurses’ intent to stay,occupational commitment were at medium levels.The influential factors of nurses’intent to stay in emergency department included emergency work experience,emotional commitment and normative commitment.In order to increase nurses’retention and stabilize the healthy development of nursing personnel,nurse managers should improve the level of nurses’occupational commitment.
ABSTRACT
BACKGROUND: The phenomenon of nursing turnover has been explained by organizational commitment, job satisfaction, or intent to stay in previous studies; yet the combined contribution of these factors to nurse turnover has not been examined. OBJECTIVES: The purpose of this study was to develop and test a turnover model which included professionalism, job-related variables, job satisfaction, organizational commitment, and intent to stay. METHOD: A total of 424 registered nurses in a university hospital completed a self-administered questionnaire including Professionalism Scale, Job Diagnostic Survey, Nurse Assessment Survey, and intention to stay. Nurses were classified as to whether they remained in or had left the organization 18 months after the survey. Multiple regression and logistic regression analyses were conducted to test the model. RESULTS: Overall job satisfaction and intent to stay were the most important determinants of nursing turnover. Organizational commitment positively affected intent to stay and indirectly decreased turnover through intent to stay. Satisfaction with coworkers and supervisor were the most important factors in explaining overall job satisfaction. Satisfaction with pay, autonomy, and feedback from job also positively affected overall job satisfaction. CONCLUSION: Using the results of the tested model nurse managers and administrators could predict turnover by monitoring its determinants, and ultimately reduce the turnover rate through early intervention.