Factors Influencing Nurses’ Intention to Leave and Intention to Stay: An Integrative Review

2020 ◽  
Vol 32 (4) ◽  
pp. 218-228 ◽  
Author(s):  
Luma Ghazi Al Zamel ◽  
Khatijah Lim Abdullah ◽  
Chong Mei Chan ◽  
Chua Yan Piaw
Keyword(s):  
Leadership Style ◽  
Turnover Intention ◽  
Quality Care ◽  
Intention To Leave ◽  
Critical Issue ◽  
Integrative Review ◽  
Quality Of Work Life ◽  
Intention To Stay ◽  
Nursing Retention ◽  
Work Family

Nursing retention is a critical issue for organization. High nurses’ turnover impact negatively on an organization requirement to meet patient needs and quality care. This integrative review aims to critically review and synthesize published studies to obtain better understanding of the determinants of nurse’s intention to leave or stay in the organization. Thirty-seven studies which met the inclusion criteria from different locations using a variety of instruments and research designs were identified using PRISMA guideline. Many factors including job satisfaction, organizational commitment, quality of work life, work environment, leadership style, bullying at work, family reason, and job security were identified to be associated negatively with nurse’s intention to leave and positively with intention to stay in organization. More qualitative studies are needed to understand in depth, the reasons and factors that underlie and influence turnover, intention to leave or remain in organization.

Turnover Intention Among the Navy People: The Role of Work Family Interference and Organizational Commitment

2021 ◽  
Vol 7 (2) ◽  
pp. 172
Author(s):  
Muhamad Zafran Whab ◽  
Raida Abu Bakar
Keyword(s):  
Organizational Commitment ◽  
Turnover Intention ◽  
Structural Equation ◽  
Negative Impact ◽  
High Capacity ◽  
Intention To Leave ◽  
Equation Modeling ◽  
Work Family ◽  
Navy Personnel

Human capital is a critical component of any organization's competitiveness. The absence of a high-capacity employee can have a negative impact on operational performance. The researcher examined the significance of organizational commitment as a mediator between work-family interference and turnover intention in the Royal Malaysian Navy. Data were collected from 400 navy personnel at the Lumut Naval Base in Perak, Malaysia, using structured questionnaires. Partial Least Squares-Structural Equation Modeling (PLS-SEM) was used to analyze the data. Organizational commitment serves as a mediator between work-family interference and turnover intention in the Royal Malaysian Navy. According to the findings of this study, organizational commitment mediated the relationship between work-family interference and turnover intention. Additionally, work-family interference is a significant predictor of intention to leave the RMN.

scholarly journals I Quit! Effects of Work-Family Policies on the Turnover Intention

2021 ◽  
Vol 18 (4) ◽  
pp. 1893
Author(s):  
José Aurelio Medina-Garrido ◽  
José María Biedma-Ferrer ◽  
María Vanessa Rodríguez-Cornejo
Keyword(s):  
Turnover Intention ◽  
Structural Equation ◽  
Service Sector ◽  
Intention To Leave ◽  
Well Being ◽  
Work And Family ◽  
Turnover Rates ◽  
Family Policies ◽  
Work Family ◽  
The Impact

The retention of key human resources is a challenge and a necessity for any organisation. This paper analyses the impact of the existence and accessibility of work-family policies on the well-being of workers and their intention to leave the organisation. To test the proposed hypotheses, we applied a structural equation model based on the partial least squares path modelling (PLS-SEM) approach to a sample of 558 service sector workers. The results show that the existence and accessibility of work-family policies directly reduce the intention to leave the organisation. Moreover, this relationship also occurs indirectly, by mediating the well-being that is generated by these work-family policies. We also analysed the moderating role that gender and hierarchy could have in the above relationships. In addition to the above theoretical implications, this study has practical implications. The findings show that employees with family and work balance problems experience lower emotional well-being, more health problems and eventually higher turnover rates. To avoid these problems, management must focus not only on the implementation of work-family policies but also on their accessibility, without subsequent retaliation or prejudice to employees. Additionally, management should pay special attention to female managers, given their greater difficulty in balancing work and family life.

scholarly journals Intraorganizational Communication and Job Satisfaction Among Flemish Hospital Nurses: An Exploratory Multicenter Study

2017 ◽  
Vol 66 (1) ◽  
pp. 16-23 ◽  
Author(s):  
Peter Vermeir ◽  
Cal Downs ◽  
Sophie Degroote ◽  
Dominique Vandijck ◽  
Els Tobback ◽  
...  
Keyword(s):  
Job Satisfaction ◽  
Turnover Intention ◽  
Intent To Leave ◽  
Quality Care ◽  
Maslach Burnout Inventory ◽  
Intention To Leave ◽  
Communication Satisfaction ◽  
Hospital Nurses ◽  
Management Interventions ◽  
Efficient Communication

Intraorganizational communication affects job satisfaction and turnover. The goal of this study was to explore relationships between communication and job satisfaction, intention to leave, and burnout among Flemish hospital nurses. A multicenter questionnaire study was conducted in three hospitals using the Communication Satisfaction Questionnaire, the Turnover Intention subscale of the Questionnaire on the Experience and Evaluation of Work, and the Maslach Burnout Inventory. A visual analog scale measured job satisfaction. The mean job satisfaction score was 7.49/10 (±1.43). Almost 7% of nurse participants (93/1,355) reported a high intent to leave, and 2.9% of the respondents (41/1,454) had a score indicative of burnout. All dimensions of communication were associated with job satisfaction. A low score on any dimension of communication satisfaction, except “Relationship With Employees,” was associated with higher intent to leave and burnout. Study findings support the need for management interventions to enhance efficient communication and ensure high-quality care and patient safety.

scholarly journals A influência do estilo de liderança nos resultados com pacientes, profissionais e instituições

2019 ◽  
Author(s):  
Renata Cristina Gasparino ◽  
Gabriel Reis de Mesquita ◽  
Giulia Cipriano de Melo ◽  
Mariana Santos de Oliveira ◽  
Ana Flávia Bucci ◽  
...  
Keyword(s):  
Transformational Leadership ◽  
Patient Safety ◽  
Patient Outcomes ◽  
Leadership Style ◽  
Intention To Leave ◽  
Integrative Review ◽  
Review Of The Literature ◽  
Personnel Turnover ◽  
Literature Evidence ◽  
Positive Results

Objective: to investigate, in the literature, evidence on the influence of different styles of leadership on results with patients, professionals and institutions. Method: integrative review of the literature on the portals Virtual Health Library (VHL) and Pubmed and databases Scopus, CINAHL and Embase, using the following descriptors: "leadership", "nursing", "patient safety", “burnout, professional”, "absenteeism" and "personnel turnover" in original articles. Results: 26 publications were included, of which 14 were related to patient outcomes (patient safety), ten related to professionals (burnout) and four to the institution (rotation). Regarding the patients, the leadership style that contributed the most to the favorable results was the transformational, followed by situational, ethical, clinical and coaching. Regarding the development of burnout, the leadership that contributed the most to the reduction of the level of the syndrome was the authentic one, followed by the transformational one and, as far as the intention to leave the job, the authentic one, followed by the transformational leadership were the ones that contributed the most to diminish this intention. In this item, abusive leadership contributed to the desire of professionals to quit their jobs. Conclusion: transformational and authentic leaderships were the ones that most influenced the positive results with patients, professionals and institutions.

scholarly journals PENGARUH ISLAMIC QUALITY OF WORK LIFE, WORK FAMILY CONFLICT, DAN KOMPENSASI TERHADAP TURNOVER INTENTION PENGRAJIN BATIK

2020 ◽  
Vol 11 (1) ◽  
pp. 69
Author(s):  
Umi Apriliyani ◽  
Siti Amaroh
Keyword(s):  
Significant Influence ◽  
Family Conflict ◽  
Turnover Intention ◽  
Work Life ◽  
Quality Of Work Life ◽  
Work Family Conflict ◽  
Software Application ◽  
Quality Of Work ◽  
Work Family

This study aims to analyze and understand the significance of Islamic Quality of Work Life influence on turnover intention, the significance of Work Family Conflict influence on turnover intention, and the significance of Compensation influence on turnover intention on craftsman of Industry Batik Tulis Bakaran in Juwana Pati. This type of research is included in the interpretive quantitative analysis. This research uses purposive sampling method in determining the sample. The number of respondents is 200 craftsman. Methods of data collection in this study are interviews, documentation, and questionnaires. Data analysis techniques used in this study is the analysis with the SPSS software application program. The results showed that Islamic Quality of Work Life had a positive and significant influence on turnover intention, the Work family Conflict had a negative and significant influence on turnover intention, and the Compensation had a positive and significant influence on turnover intention.

scholarly journals Choosing for leaving a job: what is the most important consideration of married woman?

2020 ◽  
Vol 18 (2) ◽  
pp. 409-417
Author(s):  
Ni Made Dwi Puspitawati ◽  
I Wayan Gede Supartha ◽  
I Gusti Ayu Manuati Dewi ◽  
I Gede Riana
Keyword(s):  
Work Engagement ◽  
Turnover Intention ◽  
Structural Equation ◽  
Response Rate ◽  
Intention To Leave ◽  
Equation Modeling ◽  
Saturated Sample ◽  
Female Employees ◽  
Work Family ◽  
Married Female

Attitude is very crucial in determining the decision for a woman to stay in the job. This means that employees tend to have a desire to leave if they feel not attached to the company. Female employees who tend to be married have a role as an employee and family member. Married female employees will have high work engagement if they feel their work brings benefits to family life. This study aims to determine the effect of work-family enrichment on work engagement and turnover intention. The population of this research was 391 married women employees who worked at least a year in four-star hotels in Bali, Indonesia. The sample in this study is determined using a nonprobability sampling method with a saturated sample based on specified criteria, 331 questionnaires returned (response rate of 85%), but only 325 questionnaires were complete and feasible to be analyzed (usable response rate of 83%). Data were collected via questionnaire and analyzed using SEM (structural equation modeling). The results showed that married female employees were more enthusiastic about working when they could fulfill their multiple roles in work and be better family members. Their involvement in work seriously and feeling proud to be part of the company can reduce their intention to leave. This research is expected to be a consideration for management in making policies related to decreasing turnover intention.

scholarly journals Factors Affecting the Intention of Millennial Workers in Indonesia to Leave

2019 ◽  
Vol 4 (2) ◽  
pp. 83-89
Author(s):  
Nurul Komari ◽  
Sulistiowati Sulistiowati
Keyword(s):  
Work Stress ◽  
Turnover Intention ◽  
Intention To Leave ◽  
Work Life ◽  
Quality Of Work Life ◽  
Factors Affecting ◽  
Quality Of Work ◽  
The Relationship ◽  
Life Work

Objective – This study examines the effect of mediating work pressure on the relationship between the quality of work life and the desire to leave of millennial employees. Methodology/Technique – The highest portion of the workforce in Indonesia in 2016 is the millennial generation, which comprises around 62.5 million people. Millennials possess different attitudes, characteristics and skills than the Baby Boomer generation. Millennial employees are perceived to look for the value of work to improve the quality of work life rather than financial benefits. Organizations must understand the character of millennial employees to gain the best talents. Findings – The findings of the study show that quality of work life has a negative and significant effect on work stress. Meanwhile, work stress has a positive and significant effect on intention to leave. Finally, the quality of work life has a negative and significant effect on intention to leave. Research Limitations / Implications – This study concludes that work stress mediates the relationship between the quality of work life and intention to leave. This study concludes that quality of work life is very important for low work stress and reducing the intention to leave among millennial employees. Novelty – These findings expand upon existing research related to the quality of work life, work stress and turnover intention and provides recommendations for organizations to retain millennial employees. Type of Paper: Empirical. Keywords: Millennial; Quality of Work Life; Work Stress; Intention to Leave. Reference to this paper should be made as follows: Komari, N.; Sulistiowati. 2019. Factors Affecting the Intention of Millennial Workers in Indonesia to Leave, J. Bus. Econ. Review 4 (2): 83 – 89 https://doi.org/10.35609/jber.2019.4.2(2) JEL Classification: J60, J61, J69.

Work–family Conflict, Family–work Conflict and Intention to Leave the Organization: Evidences Across Five Industry Sectors in India

2017 ◽  
Vol 18 (2) ◽  
pp. 524-536 ◽  
Author(s):  
Nimitha Aboobaker ◽  
Manoj Edward ◽  
Pramatha K.P.
Keyword(s):  
Family Conflict ◽  
Turnover Intention ◽  
Intention To Leave ◽  
Multiple Regression Model ◽  
Work Family Conflict ◽  
Family Work ◽  
Work Conflict ◽  
Work Family ◽  
Industry Sectors ◽  
Family Work Conflict

With the attrition rates across different industry sectors likely to rise to up to a global high of 20 per cent by 2017 in India, organizations are finding it harder to understand its antecedents and thus devise and employ new strategies aimed at retaining their employees. Very few studies have tried to understand the dynamics of work–family conflict and its relationship with turnover intention in a collectivistic society like India. This research study is aimed at understanding the strength of relationship between employees’ work–family conflict and family–work conflict and their intention to leave the organization. The total 150 sample respondents comprised of 30 employees each from five different industry sectors—banking, IT (software development), IT-enabled services, insurance and telecom. Data were collected using Carlson’s measure of work–family conflict and Mobley’s turnover intention scale. Results revealed that time-based and strain-based conflict showed the highest correlations with turnover intention, with variations across different industry sectors. Multiple regression model predicted R square of 0.403, explaining 40.3 per cent of variance in turnover intention (dependent variable), by work–family conflict and family–work conflict (independent variables). Family–work conflict contributed more to turnover intention, than work–family conflict. Interesting relationships between different demographic factors and variables under study are discussed.

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