A Conceptual Model of Nurses' Turnover Intention
The World Health Organisation predicts a lack of 15 million health professionals by 2030. The lack of licenced professionals is a problem that keeps emerging and is carefully studied on a global level. Strategic objectives aimed at stimulating employment, improving working conditions, and keeping th...
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| Veröffentlicht in: | International journal of environmental research and public health 2022-07, Vol.19 (13), p.8205 |
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| container_title | International journal of environmental research and public health |
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| creator | Smokrović, Eva Kizivat, Tomislav Bajan, Antun Šolić, Krešimir Gvozdanović, Zvjezdana Farčić, Nikolina Žvanut, Boštjan |
| description | The World Health Organisation predicts a lack of 15 million health professionals by 2030. The lack of licenced professionals is a problem that keeps emerging and is carefully studied on a global level. Strategic objectives aimed at stimulating employment, improving working conditions, and keeping the nurses on board greatly depends on identifying factors that contribute to their turnover. The aim of this study was to present a conceptual model based on predictors of nurses' turnover intention.
A quantitative, non-experimental research design was used. A total of 308 registered nurses (RNs) took part in the study. The Multidimensional Work Motivation Scale (MWMS) and Practice Environment Scale of the Nursing Work Index (PES-NWI) were used.
The conceptual model, based on the binary regression models, relies on two direct significant predictors and four indirect significant predictors of turnover intention. The direct predictors are job satisfaction (OR = 0.23) and absenteeism (OR = 2.5). Indirect predictors that affect turnover intention via job satisfaction are: amotivation (OR = 0.59), identified regulation (OR = 0.54), intrinsic motivation (OR = 1.67), and nurse manager ability, leadership and support of nurses (OR = 1.51).
The results of the study indicate strategic issues that need to be addressed to retain the nursing workforce. There is a need to ensure positive perceptions and support from managers, maintain intrinsic motivation, and promote even higher levels of motivation to achieve satisfactory levels of job satisfaction. |
| doi_str_mv | 10.3390/ijerph19138205 |
| format | Article |
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A quantitative, non-experimental research design was used. A total of 308 registered nurses (RNs) took part in the study. The Multidimensional Work Motivation Scale (MWMS) and Practice Environment Scale of the Nursing Work Index (PES-NWI) were used.
The conceptual model, based on the binary regression models, relies on two direct significant predictors and four indirect significant predictors of turnover intention. The direct predictors are job satisfaction (OR = 0.23) and absenteeism (OR = 2.5). Indirect predictors that affect turnover intention via job satisfaction are: amotivation (OR = 0.59), identified regulation (OR = 0.54), intrinsic motivation (OR = 1.67), and nurse manager ability, leadership and support of nurses (OR = 1.51).
The results of the study indicate strategic issues that need to be addressed to retain the nursing workforce. There is a need to ensure positive perceptions and support from managers, maintain intrinsic motivation, and promote even higher levels of motivation to achieve satisfactory levels of job satisfaction.</description><identifier>ISSN: 1660-4601</identifier><identifier>ISSN: 1661-7827</identifier><identifier>EISSN: 1660-4601</identifier><identifier>DOI: 10.3390/ijerph19138205</identifier><identifier>PMID: 35805865</identifier><language>eng</language><publisher>Switzerland: MDPI AG</publisher><subject>21st century ; Absenteeism ; Decision making ; Employee turnover ; Employment ; Experimental research ; Humans ; Intention ; Job Satisfaction ; Joint ventures ; Leadership ; Medical personnel ; Motivation ; Nurses ; Nursing ; Nursing Staff, Hospital ; Personnel Turnover ; Regression analysis ; Research design ; Research methodology ; Surveys and Questionnaires ; Working conditions ; Workplace</subject><ispartof>International journal of environmental research and public health, 2022-07, Vol.19 (13), p.8205</ispartof><rights>2022 by the authors. Licensee MDPI, Basel, Switzerland. This article is an open access article distributed under the terms and conditions of the Creative Commons Attribution (CC BY) license (https://creativecommons.org/licenses/by/4.0/). Notwithstanding the ProQuest Terms and Conditions, you may use this content in accordance with the terms of the License.</rights><rights>2022 by the authors. 2022</rights><lds50>peer_reviewed</lds50><oa>free_for_read</oa><woscitedreferencessubscribed>false</woscitedreferencessubscribed><citedby>FETCH-LOGICAL-c418t-36867b982f40e1f6ece839b3eb3e950c80277fc95c11725d66d73f7e321062113</citedby><cites>FETCH-LOGICAL-c418t-36867b982f40e1f6ece839b3eb3e950c80277fc95c11725d66d73f7e321062113</cites><orcidid>0000-0001-8289-0710 ; 0000-0002-5374-1609 ; 0000-0002-2523-6007</orcidid></display><links><openurl>$$Topenurl_article</openurl><openurlfulltext>$$Topenurlfull_article</openurlfulltext><thumbnail>$$Tsyndetics_thumb_exl</thumbnail><linktopdf>$$Uhttps://www.ncbi.nlm.nih.gov/pmc/articles/PMC9266265/pdf/$$EPDF$$P50$$Gpubmedcentral$$Hfree_for_read</linktopdf><linktohtml>$$Uhttps://www.ncbi.nlm.nih.gov/pmc/articles/PMC9266265/$$EHTML$$P50$$Gpubmedcentral$$Hfree_for_read</linktohtml><link.rule.ids>230,314,727,780,784,885,27923,27924,53790,53792</link.rule.ids><backlink>$$Uhttps://www.ncbi.nlm.nih.gov/pubmed/35805865$$D View this record in MEDLINE/PubMed$$Hfree_for_read</backlink></links><search><creatorcontrib>Smokrović, Eva</creatorcontrib><creatorcontrib>Kizivat, Tomislav</creatorcontrib><creatorcontrib>Bajan, Antun</creatorcontrib><creatorcontrib>Šolić, Krešimir</creatorcontrib><creatorcontrib>Gvozdanović, Zvjezdana</creatorcontrib><creatorcontrib>Farčić, Nikolina</creatorcontrib><creatorcontrib>Žvanut, Boštjan</creatorcontrib><title>A Conceptual Model of Nurses' Turnover Intention</title><title>International journal of environmental research and public health</title><addtitle>Int J Environ Res Public Health</addtitle><description>The World Health Organisation predicts a lack of 15 million health professionals by 2030. The lack of licenced professionals is a problem that keeps emerging and is carefully studied on a global level. Strategic objectives aimed at stimulating employment, improving working conditions, and keeping the nurses on board greatly depends on identifying factors that contribute to their turnover. The aim of this study was to present a conceptual model based on predictors of nurses' turnover intention.
A quantitative, non-experimental research design was used. A total of 308 registered nurses (RNs) took part in the study. The Multidimensional Work Motivation Scale (MWMS) and Practice Environment Scale of the Nursing Work Index (PES-NWI) were used.
The conceptual model, based on the binary regression models, relies on two direct significant predictors and four indirect significant predictors of turnover intention. The direct predictors are job satisfaction (OR = 0.23) and absenteeism (OR = 2.5). Indirect predictors that affect turnover intention via job satisfaction are: amotivation (OR = 0.59), identified regulation (OR = 0.54), intrinsic motivation (OR = 1.67), and nurse manager ability, leadership and support of nurses (OR = 1.51).
The results of the study indicate strategic issues that need to be addressed to retain the nursing workforce. There is a need to ensure positive perceptions and support from managers, maintain intrinsic motivation, and promote even higher levels of motivation to achieve satisfactory levels of job satisfaction.</description><subject>21st century</subject><subject>Absenteeism</subject><subject>Decision making</subject><subject>Employee turnover</subject><subject>Employment</subject><subject>Experimental research</subject><subject>Humans</subject><subject>Intention</subject><subject>Job Satisfaction</subject><subject>Joint ventures</subject><subject>Leadership</subject><subject>Medical personnel</subject><subject>Motivation</subject><subject>Nurses</subject><subject>Nursing</subject><subject>Nursing Staff, Hospital</subject><subject>Personnel Turnover</subject><subject>Regression analysis</subject><subject>Research design</subject><subject>Research methodology</subject><subject>Surveys and Questionnaires</subject><subject>Working conditions</subject><subject>Workplace</subject><issn>1660-4601</issn><issn>1661-7827</issn><issn>1660-4601</issn><fulltext>true</fulltext><rsrctype>article</rsrctype><creationdate>2022</creationdate><recordtype>article</recordtype><sourceid>EIF</sourceid><sourceid>ABUWG</sourceid><sourceid>AFKRA</sourceid><sourceid>AZQEC</sourceid><sourceid>BENPR</sourceid><sourceid>CCPQU</sourceid><sourceid>DWQXO</sourceid><recordid>eNpdkUtLw0AUhQdRbK1uXUrAhW5S55F5bYRSfBSqbup6SCc3NiXNxJmk4L83pbW0woW5MN-ce85chK4JHjKm8UOxBF8viCZMUcxPUJ8IgeNEYHJ60PfQRQhLjJlKhD5HPcYV5krwPsKjaOwqC3XTpmX05jIoI5dH760PEO6iWesrtwYfTaoGqqZw1SU6y9MywNXuHKDP56fZ-DWefrxMxqNpbBOimpgJJeRcK5onGEguwIJies6gK82xVZhKmVvNLSGS8kyITLJcAqMEC0oIG6DHrW7dzleQ2W66T0tT-2KV-h_j0sIc31TFwny5tdFUCCp4J3C_E_Duu4XQmFURLJRlWoFrg6FCSUkTpXWH3v5Dl64L3sXbUIIQopONo-GWst6F4CHfmyHYbJZhjpfRPbg5jLDH_36f_QJhrYR3</recordid><startdate>20220705</startdate><enddate>20220705</enddate><creator>Smokrović, Eva</creator><creator>Kizivat, Tomislav</creator><creator>Bajan, Antun</creator><creator>Šolić, Krešimir</creator><creator>Gvozdanović, Zvjezdana</creator><creator>Farčić, Nikolina</creator><creator>Žvanut, Boštjan</creator><general>MDPI AG</general><general>MDPI</general><scope>CGR</scope><scope>CUY</scope><scope>CVF</scope><scope>ECM</scope><scope>EIF</scope><scope>NPM</scope><scope>AAYXX</scope><scope>CITATION</scope><scope>3V.</scope><scope>7X7</scope><scope>7XB</scope><scope>88E</scope><scope>8C1</scope><scope>8FI</scope><scope>8FJ</scope><scope>8FK</scope><scope>ABUWG</scope><scope>AFKRA</scope><scope>AZQEC</scope><scope>BENPR</scope><scope>CCPQU</scope><scope>DWQXO</scope><scope>FYUFA</scope><scope>GHDGH</scope><scope>K9.</scope><scope>M0S</scope><scope>M1P</scope><scope>PIMPY</scope><scope>PQEST</scope><scope>PQQKQ</scope><scope>PQUKI</scope><scope>PRINS</scope><scope>7X8</scope><scope>5PM</scope><orcidid>https://orcid.org/0000-0001-8289-0710</orcidid><orcidid>https://orcid.org/0000-0002-5374-1609</orcidid><orcidid>https://orcid.org/0000-0002-2523-6007</orcidid></search><sort><creationdate>20220705</creationdate><title>A Conceptual Model of Nurses' Turnover Intention</title><author>Smokrović, Eva ; 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The lack of licenced professionals is a problem that keeps emerging and is carefully studied on a global level. Strategic objectives aimed at stimulating employment, improving working conditions, and keeping the nurses on board greatly depends on identifying factors that contribute to their turnover. The aim of this study was to present a conceptual model based on predictors of nurses' turnover intention.
A quantitative, non-experimental research design was used. A total of 308 registered nurses (RNs) took part in the study. The Multidimensional Work Motivation Scale (MWMS) and Practice Environment Scale of the Nursing Work Index (PES-NWI) were used.
The conceptual model, based on the binary regression models, relies on two direct significant predictors and four indirect significant predictors of turnover intention. The direct predictors are job satisfaction (OR = 0.23) and absenteeism (OR = 2.5). Indirect predictors that affect turnover intention via job satisfaction are: amotivation (OR = 0.59), identified regulation (OR = 0.54), intrinsic motivation (OR = 1.67), and nurse manager ability, leadership and support of nurses (OR = 1.51).
The results of the study indicate strategic issues that need to be addressed to retain the nursing workforce. There is a need to ensure positive perceptions and support from managers, maintain intrinsic motivation, and promote even higher levels of motivation to achieve satisfactory levels of job satisfaction.</abstract><cop>Switzerland</cop><pub>MDPI AG</pub><pmid>35805865</pmid><doi>10.3390/ijerph19138205</doi><orcidid>https://orcid.org/0000-0001-8289-0710</orcidid><orcidid>https://orcid.org/0000-0002-5374-1609</orcidid><orcidid>https://orcid.org/0000-0002-2523-6007</orcidid><oa>free_for_read</oa></addata></record> |
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| subjects | 21st century Absenteeism Decision making Employee turnover Employment Experimental research Humans Intention Job Satisfaction Joint ventures Leadership Medical personnel Motivation Nurses Nursing Nursing Staff, Hospital Personnel Turnover Regression analysis Research design Research methodology Surveys and Questionnaires Working conditions Workplace |
| title | A Conceptual Model of Nurses' Turnover Intention |
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