scholarly journals Factors Influencing Nurses' Intention to Leave Profession in Iran

2021 ◽  
Author(s):  
Zohreh Hosseini Marznaki ◽  
Saeed Barzegari ◽  
Waliu Jawula Salisu ◽  
Maryam Azarnivand ◽  
Khatere Khanjankhani
Keyword(s):  
Scientific Information ◽  
Intention To Leave ◽  
Nursing Profession ◽  
Cochrane Library ◽  
Clinical Environment ◽  
Cross Sectional ◽  
The Hierarchical Structure ◽  
Analytic Hierarchical Process ◽  
Hierarchy Process ◽  
Information Database

Background: Several reasons account for nurses' intention to leave the nursing profession. Understanding these factors is a step towards reducing such incidents which pose a threat to the nursing profession. This study aimed to identify and rank the circumstances that influence the intention to leave the nursing profession in Iran. Methods: The present study is a cross-sectional analytical study, which employed four other methods to reach a sound conclusion in 2019.The electronic databases, including the Scientific Information Database, PubMed, Scopus, Science Direct, OVID, Cochrane Library, CINAHL,, were searched for studies published from the year 1998 to December 2018 for scientific studies conducted among factor associated intention to leave in Iran. The Exploratory Factor Analysis (EFA) method was then used to extract hidden factors and determine the hierarchical structure of the review's findings. Using the combination of Analytical Hierarchy Process and Fuzzy Logic, the weight of each one of the factors that affect the intention to leave the nursing profession was then calculated. Finally, the accuracy of the results of the Consistency Ratio and Fuzzy analytic hierarchical process (FAHP), was calculated and evaluated. Results: The electronic search delivered 100 studies, from which we identified and extracted 26 most occurring reasons for the desire to leave the nursing profession. Based on the EFA results, we identified four criteria (personal, managerial, organizational, and side issues) with eigenvalues ​​higher than 1. The first criteria (personal issues) scored the highest (53.39 %), while side issues scored the lowest (13.40 %) as reasons accounting for the intention to leave the nursing profession. Conclusion: Job stress, the lack of freedom and independence in the clinical environment, discrimination, and the probability of catching an illness have higher prominence in influencing nurses' tendency to leave work. These factors can be mitigated by altering managerial techniques within organizations.

scholarly journals Changes in Fetal Circulation After Maternal Corticosteroid Administration: A Systematic Review

2018 ◽  
Vol 7 (2) ◽  
pp. 156-162
Author(s):  
Sanaz Mousavi ◽  
Simin Taghavi ◽  
Fatemeh Abbasalizadeh ◽  
Shabnam Vazifekhah ◽  
Mohammad Naghavi-Behzad
Keyword(s):  
Umbilical Artery ◽  
Information Science ◽  
Scientific Information ◽  
Relevant Literature ◽  
Knowledge Network ◽  
Cochrane Library ◽  
Corticosteroid Administration ◽  
Fetal Circulation ◽  
Before And After ◽  
Information Database

Objectives: The present study aimed at reviewing the existing literature on the effects of maternal corticosteroid administration on pulsatility index (PI) values in the umbilical artery and middle cerebral artery (MCA). Materials and Methods: The search for relevant materials on "evaluating the effect of corticosteroids on fetal circulation" included the following databases: PubMed, Scopus, Cochrane Library, ISI Web of Science, Proquest, Google Scholar, EMBASE, and Iranian Databases of Magiran, Iran Medex, Barakat knowledge network system, Scientific Information Database, Iranian Research Institute for Information Science and Technology, from 1990 to June 2017. Results: In our search for the relevant literature, 19 articles were found. In total, these studies included 654 pregnant women, who were evaluated for fetal circulation before and after corticosteroid (betamethasone or dexamethasone) injection, for PI values in the umbilical artery and MCA. The effects of steroid injection were evaluated between 23 and 34 weeks of gestation. Conclusions: Overall, the results of the reviewed studies indicated that antenatal exposure to corticosteroids reduces umbilical artery PI and MCA PI and improves fetal circulation during pregnancy.

New Registered Nurse Transition to the Workforce and Intention to Leave: Testing a Theoretical Model

2020 ◽  
pp. 084456212095784
Author(s):  
Amy J. Hallaran ◽  
Dana S. Edge ◽  
Joan Almost ◽  
Deborah Tregunno
Keyword(s):  
Theoretical Model ◽  
Structural Equation ◽  
Intention To Leave ◽  
Role Stress ◽  
Nursing Profession ◽  
Equation Modeling ◽  
Cross Sectional ◽  
New Nurses ◽  
Quality Patient Care ◽  
Personal Community

Background The transition of new nurses into practice has been identified as challenging, and new nurses report having intentions to leave (ITL) jobs. Concerns of ITL are worrisome for the nursing profession, especially when faced with the need to replace an aging nursing workforce and to maintain quality patient care. Purpose Guided by components of Meleis et al.’s mid-range transition theory, the purpose of this study was to test a theoretical model linking transition and ITL, as well as the personal, community and societal conditions of transition. Methods A predictive, non-experimental design using cross-sectional data was employed. Ontario registered nurses, who had graduated within two years, were randomly selected to complete a mailed questionnaire in 2015 ( N = 217). Structural equation modeling was undertaken to test the model. Results The new nurses reported a relatively positive transition; yet, 44% of the respondents indicated leaving their first job, and 1% departed the nursing profession. A revised model of the constructs showed a more adequate fit with the data, but overall, the hypothesized model was not supported and methodological validity of tools questioned. From the modeling, lower role stress led to a positive transition. Conclusions Given organizational and governmental investments in orientation and transition programs, challenges in measuring transition and ITL requires additional research. Our findings highlight the value of organizations supporting new nurses by reducing role stress through reasonable workloads and expectations, which in turn contributes to a positive transition.

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