BACKGROUND: It is necessary to adjust and mediate environmental, personal, and structural aspects to reduce the turnover rate among healthcare nurses, and awareness of flexible work systems, organizational commitment and quality of life are factors contained in this category. OBJECTIVE: The purpose of this study was to identify the influence of awareness regarding flexible work systems, organizational commitment, and quality of life on turnover intentions among healthcare nurses. METHODS: Two hundred and twenty-six healthcare nurses participated in the study. Data were collected from September 1 to October 1, 2018, and analyzed using SPSS/WIN 23.0 version. RESULTS: The results in the first analysis revealed that being dissatisfied with work (β= 0.287) and having poor subjective health (β= 0.197) were significant influencing factors with a combined explanatory power of 14.9% (p< 0.001). In the second analysis, dissatisfied with work satisfaction (β= 0.143), organizational commitment (β=-0.389), and quality of life (β= 0.256) were significant influencing factors with a combined explanatory power of 29.5% (p< 0.001). CONCLUSION: It is necessary to reflect awareness of flexible work systems, organizational commitment and quality of life in interventions to reduce the turnover intention of healthcare nurses.
BACKGROUND: It is necessary to adjust and mediate environmental, personal, and structural aspects to reduce the turnover rate among healthcare nurses, and awareness of flexible work systems, organizational commitment and quality of life are factors contained in this category. OBJECTIVE: The purpose of this study was to identify the influence of awareness regarding flexible work systems, organizational commitment, and quality of life on turnover intentions among healthcare nurses. METHODS: Two hundred and twenty-six healthcare nurses participated in the study. Data were collected from September 1 to October 1, 2018, and analyzed using SPSS/WIN 23.0 version. RESULTS: The results in the first analysis revealed that being dissatisfied with work (β= 0.287) and having poor subjective health (β= 0.197) were significant influencing factors with a combined explanatory power of 14.9% (p< 0.001). In the second analysis, dissatisfied with work satisfaction (β= 0.143), organizational commitment (β=-0.389), and quality of life (β= 0.256) were significant influencing factors with a combined explanatory power of 29.5% (p< 0.001). CONCLUSION: It is necessary to reflect awareness of flexible work systems, organizational commitment and quality of life in interventions to reduce the turnover intention of healthcare nurses.
Authors: Mercedes Rodríguez-Fernández; Juan Herrera; Carlos de Las Heras-Rosas Journal: Int J Environ Res Public Health Date: 2021-04-23 Impact factor: 3.390