L J Labrague1, J A A De Los Santos2, C C Falguera3, C E Nwafor4, J R Galabay5, R A Rosales6, C N Firmo3. 1. College of Nursing, Sultan Qaboos University, Muscat, Sultanate of Oman. 2. College of Nursing, Visayas State University, Baybay City, Philippines. 3. School of Health Sciences, University of the Philippines Manila, Manila, Philippines. 4. Department of Psychology, Nnamdi Azikiwi University, Awka, Nigeria. 5. College of Nursing and Midwifery, Isabela State University - Ilagan Campus, Ilagan, Philippines. 6. College of Nursing and Health Sciences, Samar State University, Catbalogan City, Philippines.
Abstract
AIM: This study examined the role of job dimensions, job satisfaction, psychological stress and job burnout in predicting turnover intention at one and five years' time among professional nurses in the Philippines. METHODS: A cross-sectional design was utilized in the study using a convenience sample of 549 registered nurses from six hospitals in the Central Philippines during the period of October 2018 to January 2019. Five self-report scales were used in this study. RESULTS: Overall, 46.1% (n = 253) and 78.9% (n = 433) of nurses reported planning to leave the organization at one and five years' time, respectively. The type of hospital, job satisfaction and job burnout explained variances for turnover intention at one and five years' time. Separately, hospital bed capacity and job stress predicted turnover intention at five years' time. None of the job dimensions accurately predicted turnover intention in nurses. CONCLUSION: Higher turnover intention results at one and five years' time were dependent on nurses' psychological stress, job burnout and job satisfaction. IMPLICATIONS FOR NURSING PRACTICE AND POLICY: Organizational measures aimed at reducing stress and burnout and increasing job satisfaction in nurses are critically important to enhance the retention of nurses and ensure continued quality of nursing care.
AIM: This study examined the role of job dimensions, job satisfaction, psychological stress and job burnout in predicting turnover intention at one and five years' time among professional nurses in the Philippines. METHODS: A cross-sectional design was utilized in the study using a convenience sample of 549 registered nurses from six hospitals in the Central Philippines during the period of October 2018 to January 2019. Five self-report scales were used in this study. RESULTS: Overall, 46.1% (n = 253) and 78.9% (n = 433) of nurses reported planning to leave the organization at one and five years' time, respectively. The type of hospital, job satisfaction and job burnout explained variances for turnover intention at one and five years' time. Separately, hospital bed capacity and job stress predicted turnover intention at five years' time. None of the job dimensions accurately predicted turnover intention in nurses. CONCLUSION: Higher turnover intention results at one and five years' time were dependent on nurses' psychological stress, job burnout and job satisfaction. IMPLICATIONS FOR NURSING PRACTICE AND POLICY: Organizational measures aimed at reducing stress and burnout and increasing job satisfaction in nurses are critically important to enhance the retention of nurses and ensure continued quality of nursing care.
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
Authors: Andrew J Smith; Kotaro Shoji; Brandon J Griffin; Lauren M Sippel; Emily R Dworkin; Hannah M Wright; Ellen Morrow; Amy Locke; Tiffany M Love; J Irene Harris; Krzysztof Kaniasty; Scott A Langenecker; Charles C Benight Journal: Soc Psychiatry Psychiatr Epidemiol Date: 2022-02-26 Impact factor: 4.328