Tracy L Cowden1, Greta G Cummings. 1. Tracy L. Cowden, BSN, MHA, PhD, RN, is Senior Practice Consultant, Interprofessional Education, Health Professions Strategy and Practice, Alberta Health Services, Cold Lake, Canada. Greta G. Cummings, PhD, RN, is Professor, Faculty of Nursing, University of Alberta, Canada. E-mail: greta.cummings@ualberta.ca.
Abstract
BACKGROUND: Published theoretical models of nurses' intent to stay (ITS) report inconsistent outcomes, and not all hypothesized models have been adequately tested. Research has focused on cognitive rather than emotional determinants of nurses' ITS. PURPOSE: The aim of this study was to empirically verify a complex theoretical model of nurses' ITS that includes both affective and cognitive determinants and to explore the influence of relational leadership on staff nurses' ITS. METHODOLOGY: The study was a correlational, mixed-method, nonexperimental design. A subsample of the Quality Work Environment Study survey data 2009 (n = 415 nurses) was used to test our theoretical model of clinical nurses' ITS as a structural equation model. RESULTS: The model explained 63% of variance in ITS. Organizational commitment, empowerment, and desire to stay were the model concepts with the strongest effects on nurses' ITS. Leadership practices indirectly influenced ITS. PRACTICE IMPLICATIONS: How nurses evaluate and respond to their work environment is both an emotional and rational process. Health care organizations need to be cognizant of the influence that nurses' feelings and views of their work setting have on their intention decisions and integrate that knowledge into the development of retention strategies. Leadership practices play an important role in staff nurses' perceptions of the workplace. Identifying the mechanisms by which leadership influences staff nurses' intentions to stay presents additional focus areas for developing retention strategies.
BACKGROUND: Published theoretical models of nurses' intent to stay (ITS) report inconsistent outcomes, and not all hypothesized models have been adequately tested. Research has focused on cognitive rather than emotional determinants of nurses' ITS. PURPOSE: The aim of this study was to empirically verify a complex theoretical model of nurses' ITS that includes both affective and cognitive determinants and to explore the influence of relational leadership on staff nurses' ITS. METHODOLOGY: The study was a correlational, mixed-method, nonexperimental design. A subsample of the Quality Work Environment Study survey data 2009 (n = 415 nurses) was used to test our theoretical model of clinical nurses' ITS as a structural equation model. RESULTS: The model explained 63% of variance in ITS. Organizational commitment, empowerment, and desire to stay were the model concepts with the strongest effects on nurses' ITS. Leadership practices indirectly influenced ITS. PRACTICE IMPLICATIONS: How nurses evaluate and respond to their work environment is both an emotional and rational process. Health care organizations need to be cognizant of the influence that nurses' feelings and views of their work setting have on their intention decisions and integrate that knowledge into the development of retention strategies. Leadership practices play an important role in staff nurses' perceptions of the workplace. Identifying the mechanisms by which leadership influences staff nurses' intentions to stay presents additional focus areas for developing retention strategies.
Authors: Norma J Stewart; Martha L P MacLeod; Julie G Kosteniuk; Janna Olynick; Kelly L Penz; Chandima P Karunanayake; Judith C Kulig; Mary Ellen Labrecque; Debra G Morgan Journal: J Adv Nurs Date: 2020-10-13 Impact factor: 3.187