A Nantsupawat1, W Kunaviktikul1, R Nantsupawat1, O-A Wichaikhum1, H Thienthong2, L Poghosyan3. 1. Faculty of Nursing, Chiang Mai University, ChiangMai, Thailand. 2. Nursing Service Division, Maharaj Nakorn Chiang Mai Hospital, ChiangMai, Thailand. 3. School of Nursing, Columbia University, New York, NY, USA.
Abstract
BACKGROUND: The nursing shortage is a critical issue in many countries. High turnover rates among nurses is contributing to the shortage, and job dissatisfaction, intention to leave, and burnout have been identified as some of the predictors of nurse turnover. A well-established body of evidence demonstrates that the work environment for nurses influences nurse job dissatisfaction, intention to leave, and burnout, but there never has been a study undertaken in Thailand to investigate this relationship. OBJECTIVES: To investigate how work environment affects job dissatisfaction, burnout, and intention to leave among nurses in Thailand. METHODS: The study used a cross-sectional survey to collect data from 1351 nurses working in 43 inpatient units in five university hospitals across Thailand. The participants completed the Practice Environment Scale of the Nursing Work Index, the Maslach Burnout Inventory, and measures of job dissatisfaction and intention to leave. Logistical regression models assessed the association between work environment and nurse-reported job dissatisfaction, burnout, and intent to leave. RESULTS: Nurses working in university hospitals with better work environments had significantly less job dissatisfaction, intention to leave, and burnout. CONCLUSION: The nurse work environment is a significant feature contributing to nurse retention in Thai university hospitals. IMPLICATIONS FOR NURSING AND HEALTH POLICY: Improving the work environment for nurses may lead to lower levels of job dissatisfaction, intention to leave, and burnout. Focusing on these nurse outcomes can be used as a strategy to retain nurses in the healthcare system. Addressing the challenges of poor work environments requires coordinated action from policymakers and health managers.
BACKGROUND: The nursing shortage is a critical issue in many countries. High turnover rates among nurses is contributing to the shortage, and job dissatisfaction, intention to leave, and burnout have been identified as some of the predictors of nurse turnover. A well-established body of evidence demonstrates that the work environment for nurses influences nurse job dissatisfaction, intention to leave, and burnout, but there never has been a study undertaken in Thailand to investigate this relationship. OBJECTIVES: To investigate how work environment affects job dissatisfaction, burnout, and intention to leave among nurses in Thailand. METHODS: The study used a cross-sectional survey to collect data from 1351 nurses working in 43 inpatient units in five university hospitals across Thailand. The participants completed the Practice Environment Scale of the Nursing Work Index, the Maslach Burnout Inventory, and measures of job dissatisfaction and intention to leave. Logistical regression models assessed the association between work environment and nurse-reported job dissatisfaction, burnout, and intent to leave. RESULTS: Nurses working in university hospitals with better work environments had significantly less job dissatisfaction, intention to leave, and burnout. CONCLUSION: The nurse work environment is a significant feature contributing to nurse retention in Thai university hospitals. IMPLICATIONS FOR NURSING AND HEALTH POLICY: Improving the work environment for nurses may lead to lower levels of job dissatisfaction, intention to leave, and burnout. Focusing on these nurse outcomes can be used as a strategy to retain nurses in the healthcare system. Addressing the challenges of poor work environments requires coordinated action from policymakers and health managers.
Authors: Eileen T Lake; Jordan Sanders; Rui Duan; Kathryn A Riman; Kathryn M Schoenauer; Yong Chen Journal: Med Care Date: 2019-05 Impact factor: 2.983
Authors: Tanekkia M Taylor-Clark; Pauline A Swiger; Colleen V Anusiewicz; Lori A Loan; Danielle M Olds; Sara T Breckenridge-Sproat; Dheeraj Raju; Patricia A Patrician Journal: J Nurs Adm Date: 2022-02-01 Impact factor: 1.737