AIMS: To investigate factors associated with nurses' intention to leave current employment in Macao. BACKGROUND: The shortage of nursing staff and nurses voluntarily leaving their jobs has continued to be a problem affecting the delivery of health care all over the world. One way to alleviate this shortfall is via recruitment, but this is not always successful. Another way is to reduce the rate at which nurses voluntarily leave their work places. DESIGN: A descriptive survey was conducted and data were collected using a self-reported structured questionnaire. Nurses were recruited in the Health Bureau and one private hospital in Macao. The status of nurses' intention to leave current employment (yes vs. no) was the dependent variable and nurses' predisposing characteristics, organisational environments and five components on job satisfaction outcomes were independent variables. RESULTS: Of 426 nurses, 166 (39.0%) indicated an intention to leave current employment. The results showed that age (p < 0.001), work experience (p < 0.001), workplace (p = 0.015) and job satisfaction: pay and benefits (p < 0.001) were significant risk factors to predict nurses' intention to leave current employment. CONCLUSIONS: More than one-third of the nurses in Macao indicated an intention to leave current employment. This figure may be a cause of concern for the hospital management and highlights the need to implement strategies to improve the communication between nurses and the organisation, to enhance nurse job satisfaction and commitment to the organisation. RELEVANCE TO CLINICAL PRACTICE: Our findings outline some issues contributing to this problem and provide the nurse manager with information regarding specific influences on nurses' turnover in Macao. Given the complexity of issues outlined in this analysis, nurse managers should assist their nursing staff to deal with those influences, make efforts to address the nursing shortage that will require additional communications and recognise the needs and values of their staff and empower them to create a better work environment. As a consequence, their commitment to the organisation can be fostered.
AIMS: To investigate factors associated with nurses' intention to leave current employment in Macao. BACKGROUND: The shortage of nursing staff and nurses voluntarily leaving their jobs has continued to be a problem affecting the delivery of health care all over the world. One way to alleviate this shortfall is via recruitment, but this is not always successful. Another way is to reduce the rate at which nurses voluntarily leave their work places. DESIGN: A descriptive survey was conducted and data were collected using a self-reported structured questionnaire. Nurses were recruited in the Health Bureau and one private hospital in Macao. The status of nurses' intention to leave current employment (yes vs. no) was the dependent variable and nurses' predisposing characteristics, organisational environments and five components on job satisfaction outcomes were independent variables. RESULTS: Of 426 nurses, 166 (39.0%) indicated an intention to leave current employment. The results showed that age (p < 0.001), work experience (p < 0.001), workplace (p = 0.015) and job satisfaction: pay and benefits (p < 0.001) were significant risk factors to predict nurses' intention to leave current employment. CONCLUSIONS: More than one-third of the nurses in Macao indicated an intention to leave current employment. This figure may be a cause of concern for the hospital management and highlights the need to implement strategies to improve the communication between nurses and the organisation, to enhance nurse job satisfaction and commitment to the organisation. RELEVANCE TO CLINICAL PRACTICE: Our findings outline some issues contributing to this problem and provide the nurse manager with information regarding specific influences on nurses' turnover in Macao. Given the complexity of issues outlined in this analysis, nurse managers should assist their nursing staff to deal with those influences, make efforts to address the nursing shortage that will require additional communications and recognise the needs and values of their staff and empower them to create a better work environment. As a consequence, their commitment to the organisation can be fostered.
Authors: Abdul Kadar Muhammad Masum; Md Abul Kalam Azad; Kazi Enamul Hoque; Loo-See Beh; Peter Wanke; Özgün Arslan Journal: PeerJ Date: 2016-04-26 Impact factor: 2.984
Authors: Helga Naburi; Phares Mujinja; Charles Kilewo; Nicola Orsini; Till Bärnighausen; Karim Manji; Gunnel Biberfeld; David Sando; Pascal Geldsetzer; Guerino Chalamila; Anna Mia Ekström Journal: Hum Resour Health Date: 2017-09-06
Authors: Mavis Agyemang Opoku; Hyejung Yoon; Seung-Wan Kang; Myoungsoon You Journal: Int J Environ Res Public Health Date: 2021-06-21 Impact factor: 3.390
Authors: Ying Wang; Weizhen Dong; Kristen Mauk; Peiying Li; Jin Wan; Guang Yang; Lyuying Fang; Wan Huan; Chun Chen; Mo Hao Journal: PLoS One Date: 2015-09-18 Impact factor: 3.240