scholarly journals Why Do They Stay? Intention to Stay among Registered Nurses in Nursing Homes

2020 ◽  
Vol 17 (22) ◽  
pp. 8485
Author(s):  
Ji Yeon Lee ◽  
Juh Hyun Shin
Keyword(s):  
Registered Nurses ◽  
Safety Culture ◽  
Organizational Support ◽  
Organizational Factors ◽  
Organizational Level ◽  
Individual Factors ◽  
Multilevel Regression ◽  
Intention To Stay ◽  
Cross Sectional ◽  
Significant Relationships

Purpose: The purpose of this study was to examine the factors associated with nursing home (NH) registered nurses’ (RNs’) intention to stay in their workplace. Methods: A cross-sectional questionnaire survey was used in this study. Organizational NH data were acquired from the administrators of 56 NHs. Individual RN data were acquired from 189 RNs in 56 NHs across Korea. The questionnaire assessed RNs’ intention to stay in their workplace as well as potential associated factors, including individual and organizational factors. Multilevel regression analysis was used to determine which factors explain RNs’ intention to stay in their workplace. Findings: NH RNs’ intention to stay was positively associated with RNs’ years of experience in NHs, career promotion opportunities, and perceptions of NH resident safety culture. At the organizational level, no factors were found to significantly relate to the intention to stay of NH RNs. Conclusions: Although this study found that organizational factors have no statistically significant relationship with RNs’ intention to stay, organizational support must precede changes in individual factors that have significant relationships. Clinical Relevance: Organizational (NH) and individual (RN) efforts must be made to enhance RNs’ intention to stay because individual factors can change after implementing efforts such as providing educational programs, promotional opportunities, and forming a positive resident safety culture at an organizational level.

scholarly journals People equity model as an effort to increase employees’ intention to stay

2020 ◽  
Author(s):  
Tatin Wahyanto ◽  
Stefanus Supriyanto ◽  
Nyoman Anita Damayanti ◽  
Sri Hartini ◽  
Retno Lestari
Keyword(s):  
Structural Equation ◽  
Organizational Factors ◽  
Intention To Leave ◽  
Measurement Model ◽  
Individual Factors ◽  
High Turnover ◽  
Intention To Stay ◽  
Cross Sectional ◽  
Occupational Factors ◽  
Equity Model

Background: The high turnover rate in the healthcare industry needs serious attention since it influences hospital service quality. So, there is a need to develop a new framework known as people equity, that can be used to manage intangible assets and reduce employees’ intention to leave. The purpose of this study therefore was to develop a model of people equity as a strategy for enhancing employees’ intention to stay.Design and methods: An analytical cross-sectional design was used to measure the associations between variables. 154 respondents were selected from stratified random sampling technique. Partial Least Squares Structural Equation Modelling (PLS-SEM) was used to analyze the measurement model. Results: The results indicated that people equity was influenced by organizational factors (P=0.210), individual factors (P=0.183), and occupational factors (P=0.141). In addition to this, predictors for employees’ intention to stay were people equity (P=0.432), individual factors (P=0.308), and environmental factors (P=0.117). Conversely, working and marital status, environment, and workload have no significant effect on people equity and intention to stay. Conclusions: People equity was influenced by organizational, individual, and occupational factors through the implementation of the Human Resources System. People equity model increased employees’ intention to stay by improving organizational factors.

scholarly journals Work-life interface and intention to stay in the midwifery profession among pre- and post-clinical placement students in Canada

2020 ◽  
Vol 18 (1) ◽  
Author(s):  
Farimah HakemZadeh ◽  
Elena Neiterman ◽  
James Chowhan ◽  
Jennifer Plenderleith ◽  
Johanna Geraci ◽  
...  
Keyword(s):  
Personal Life ◽  
Clinical Placement ◽  
Intention To Stay ◽  
Cross Sectional ◽  
Personal Lives ◽  
Personal Involvement ◽  
Significant Relationships ◽  
Midwifery Education ◽  
Life Enhancement ◽  
Work Interference

Abstract Background Midwifery students’ intention to stay in the profession can be influenced by how the interface of their work and personal life is affected by their clinical placement experience. The purpose of this study is to compare the intention to stay in the midwifery profession and its association with three work/personal life interface constructs among pre- and post-clinical placement midwifery students in Canada. The constructs investigated are work interference with personal life, personal life interference with work, and work/personal life enhancement. Methods Quantitative cross-sectional data were collected through two separate online surveys completed by pre- and post-clinical placement students. In total, 456 midwifery students attending six different midwifery education programs responded to the surveys. Results Compared to pre-clinical placement students, post-clinical placement students had significantly lower intention to stay in the profession. For pre-clinical placement students, higher personal life interference with work was significantly associated with lower intention to stay in the profession. For post-clinical placement students, higher work interference with personal life was associated with lower intention to stay in the profession. We did not find any significant relationships between work/personal life enhancement and intention to stay in the profession in pre- or post-clinical placement students. Conclusion Pre- and post-clinical placement students have different intentions to stay in the profession. For pre-clinical placement students, those who report that their personal lives highly interfere with work are less likely to want to stay in the midwifery profession. Post-clinical placement students reported that when working interfered with their personal lives they were less likely to want to stay in the profession. Our findings highlight the importance of offering students a realistic preview of the required commitment, workload, and personal involvement in the midwifery profession prior to applying or accepting a spot in a midwifery education program. Furthermore, facilitating the development of skills to better manage the expectations in midwifery work and personal lives might help with maintaining positive intentions to stay in the profession.

scholarly journals Do Personal Differences and Organizational Factors Influence Nurses’ Decision Making? A Qualitative Study

2021 ◽  
Vol 11 (3) ◽  
pp. 714-727
Author(s):  
Rana Alaseeri ◽  
Aziza Rajab ◽  
Maram Banakhar
Keyword(s):  
Decision Making ◽  
Organizational Support ◽  
Cultural Awareness ◽  
Organizational Factors ◽  
Influential Factors ◽  
Psychological Status ◽  
Organizational Level ◽  
Structured Interviews ◽  
Ministry Of Health ◽  
Qualitative Research Design

Decision-making processes (DMPs) can be altered by several factors that might impact patient outcomes. However, nurses’ views and experiences regarding the multitude of personal and organizational factors that may facilitate or inhibit their decision-making abilities have rarely been studied. Purpose: To explore the personal and organizational factors that influence nurse DMPs in clinical settings at Ministry of Health hospitals (MOH). Method: A qualitative research design was conducted. A purposive sample of 52 nurses was recruited from general and critical wards in two major Ministry of Health hospitals in Hail, Saudi Arabia. A total of eight focus groups (semi-structured interviews) were conducted to elicit participant responses. Results: In this study, the personal differences covered nurses’ experience, physical and psychological status, autonomy, communication skills, values, and cultural awareness. Organizational factors included the availability of resources, organizational support, workload, the availability of educational programs, the availability of monitoring programs, and the consistency and unity of policies, rules, and regulation applications. Conclusions: The major contribution of this study is the comprehensive illustration of influential factors at both the personal level and the organizational level that impact DMPs to achieve desired outcomes for patients and health organizations. This study utilizes a framework that could explain the nature of nurse DMPs.

scholarly journals Performance Model of Nurse Community Approach to Organizational Culture in Indonesia

2016 ◽  
Vol 5 (3) ◽  
pp. 240
Author(s):  
Suhartono Suhartono ◽  
Sulistiawati Sulistiawati ◽  
Esty Yunitasari
Keyword(s):  
Linear Regression ◽  
Linear Regression Analysis ◽  
Sampling Technique ◽  
Organizational Factors ◽  
Cultural Factors ◽  
Performance Model ◽  
Individual Factors ◽  
P Value ◽  
Simple Linear Regression ◽  
Cross Sectional

National problem faced by Indonesia today is the handling of the low quality of Human Resources (HR). HR issues that need attention is the issue of performance. Performance is the rate of success in carrying out the task, as well as the ability to achieve the goals set. The aim of this study was to determine the influence of individual factors, organizational factors, organizational and cultural factors on the Performance of Nurses. This study used a cross sectional study approach. The population used in this study were nurses ponkesdes Tuban and Lamongan district in accordance with the inclusion criteria as much as 55, with a sample size of 48 respondents specified research using simple random sampling technique. The independent variable in this study is the individual factors (abilities and skills), organizational cultural factors and organizational factors, dependent variable is the performance of nurse ponkesdes. Instruments used in the collection of data in the form of questionnaires and performance evaluation sheet. Research analysis using simple linear regression test. Simple linear regression analysis showed variable organizational cultural factors were not statistically significant effect on the performance of the p-value (0.000), organizational factors also significantly influence the performance of the pvalue (0.027). While the variable factors of individual (skills and abilities) does not significantly influence the performance<br />of the p-value (0.103).

Enablers and Barriers to Registered Nurses Expanding Their Scope of Practice in Australia: A Cross-Sectional Study

2019 ◽  
Vol 20 (3) ◽  
pp. 145-152 ◽  
Author(s):  
Melanie Birks ◽  
Jenny Davis ◽  
John Smithson ◽  
Daniel Lindsay
Keyword(s):  
Health Service ◽  
Registered Nurses ◽  
Organizational Support ◽  
Early Stage ◽  
Cross Sectional Study ◽  
Scope Of Practice ◽  
Positive Health ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
The One

A number of resources exist to assist registered nurses in Australia to determine their scope of practice; however, the ability of a professional nurse to expand his or her practice is highly context dependent. This article reports on barriers and enablers to expanding scope of practice, as identified by registered nurses across Australia. A cross-sectional survey administered online in 2016 returned 1,205 useable submissions. Results indicated that nurses wishing to expand their practice felt supported to do so by nursing colleagues and were aware of professional and regulatory documents relating to expanding scope of practice. Less support for this process was evident from other health professionals or employers. Respondents also indicated that they were motivated to expand their scope by professional satisfaction, potential for career advancement, and the desire to meet health service user's needs. The majority of respondents identified barriers to expanding scope of practice, including lack of remuneration and the absence of supportive guidelines. Respondents in the early stage of their careers were more likely to perceive organizational support for expanding their scope of practice. When required to expand their role, the majority of respondents indicated that they had undertaken additional training or accessed various resources to guide them in this process. Barriers to expanding nursing scope of practice can result in underutilization of the one of the greatest resources in the health care system. This article identifies a number of strategies that can facilitate role expansion to ensure that nursing continues to make a significant contribution to positive health service outcomes in Australia.

scholarly journals Performance Model of Nurse Community Approach to Organizational Culture in Indonesia

2016 ◽  
Vol 5 (3) ◽  
pp. 240
Author(s):  
Suhartono Suhartono ◽  
Sulistiawati Sulistiawati ◽  
Esty Yunitasari
Keyword(s):  
Linear Regression ◽  
Linear Regression Analysis ◽  
Sampling Technique ◽  
Organizational Factors ◽  
Cultural Factors ◽  
Performance Model ◽  
Individual Factors ◽  
P Value ◽  
Simple Linear Regression ◽  
Cross Sectional

<p>National problem faced by Indonesia today is the handling of the low quality of Human Resources (HR). HR issues that need attention is the issue of performance. Performance is the rate of success in carrying out the task, as well as the ability to achieve the goals set. The aim of this study was to determine the influence of individual factors, organizational factors, organizational and cultural factors on the Performance of Nurses. This study used a cross sectional study approach. The population used in this study were nurses ponkesdes Tuban and Lamongan district in accordance with the inclusion criteria as much as 55, with a sample size of 48 respondents specified research using simple random sampling technique. The independent variable in this study is the individual factors (abilities and skills), organizational cultural factors and organizational factors, dependent variable is the performance of nurse ponkesdes. Instruments used in the collection of data in the form of questionnaires and performance evaluation sheet. Research analysis using simple linear regression test. Simple linear regression analysis showed variable organizational cultural factors were not statistically significant effect on the performance of the p-value (0.000), organizational factors also significantly influence the performance of the pvalue (0.027). While the variable factors of individual (skills and abilities) does not significantly influence the performance of the p-value (0.103).</p>

scholarly journals Factors Associated With Healthcare Workers' Insomnia Symptoms and Fatigue in the Fight Against COVID-19, and the Role of Organizational Support

2021 ◽  
Vol 12 ◽  
Author(s):  
Xia Zou ◽  
Shaokun Liu ◽  
Jie Li ◽  
Wen Chen ◽  
Jiali Ye ◽  
...  
Keyword(s):  
Risk Factors ◽  
Organizational Support ◽  
Healthcare Workers ◽  
Organizational Level ◽  
Point Scale ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Factors Associated ◽  
Positive Effects ◽  
Insomnia Symptoms

Background: Healthcare workers (HCWs) have been exposed to increased risks of insomnia and fatigue during the COVID-19 pandemic. In this study, we identify important risk factors associated with insomnia symptoms and fatigue among HCWs, and evaluate the effect of organizational support on insomnia and fatigue symptoms.Methods: This is an online cross-sectional survey of HCWs in China administered during the COVID-19 epidemic (from February 27, 2020 to March 12, 2020). We employed the AIS-8 scale for insomnia screening, and a self-reported ten-point scale to evaluate subjects' degrees of fatigue. We also designed a four-point scale to assess the degree of social support provided on an organizational level. Additionally, we conducted logistic regression analysis to identify risk factors.Results: This study included a total of 3,557 participants, 41% of which consisted of non-frontline HCWs and 59% of which was frontline HCWs. Of the non-frontline HCWs, 49% reported insomnia symptoms, and 53.8% reported a moderate to high degree of fatigue. Meanwhile, among the frontline HCWs, the percentages for insomnia and moderate to high fatigue were 63.4% and 72.2%, respectively. Additionally, frontline HCWs and HCWs employed at Centers for Disease Control and Prevention (CDCs) had elevated risks of insomnia and fatigue. However, with increased organizational support, insomnia symptoms decreased among frontline HCWs. Also, organizational support mitigated the positive correlation between daily working hours and degree of fatigue among HCWs.Conclusion: Frontline HCWs and staff in Chinese CDCs have been at a high risk of insomnia symptoms and fatigue during the fight against COVID-19. This study provides evidence for the positive effects of organizational support in relation to insomnia and fatigue among HCWs. This sheds light on government responses to the COVID-19 epidemic for other countries.

Intensive Care Unit Registered Nurses' Perceived Barriers Towards VAP Prevention in Southeast Iran: An Observational Study

2020 ◽  
Author(s):  
Tayebe Akafzadeh ◽  
Mansoor Arab ◽  
Mahlagha Dehghan ◽  
Alireza Malakoutikhah ◽  
Mansooreh Azizzadeh Forouzi
Keyword(s):  
Intensive Care Unit ◽  
Intensive Care ◽  
Registered Nurses ◽  
Organizational Factors ◽  
Perceived Barriers ◽  
Ventilator Associated Pneumonia ◽  
Cross Sectional ◽  
Job Experience ◽  
Health Care Associated Infections ◽  
Healthcare Associated

Abstract Background: Health Care-Associated Infections are the most common complications in hospitalized patients. Ventilator-Associated Pneumonia is a subset of Healthcare-Associated Pneumonia. This study aimed to investigate the intensive care unit registered nurses' perceived barriers towards VAP prevention in southeast Iran.Methods: This was a cross-sectional descriptive-analytical study investigating ICU registered nurses in hospitals affiliated to Kerman University of Medical Sciences, Kerman, Iran. The study population consisted of nurses in ICUs and EDs in three hospitals. The sample size was estimated as 242 nurses. The data was collected through a demographic characteristics questionnaire and a researcher-made ventilator-associated pneumonia barriers prevention questionnaire.Results: Nurses’ mean age was 32.9 ± 5.87. 80.2% of the participants were female. The job experience mean score was 9.51 ± 5.14 years. 45% of nurses had received VAP prevention training. The mean score of nurses' perceived barriers towards VAP prevention was 2.82 ± 0.46. The highest mean score of perceived barriers were related to items of "Lack of staff", "Lack of a team-based approach to care and interventions ", and "Lack of support from Management”.Conclusions: According to the present study, most of the barriers mentioned were related to organizational factors such as lack of teamwork. One of the major problems of most Kerman hospitals seems to be the shortage of staff. Further studies are needed in Kerman and other cities of Iran to obtain more accurate results.

scholarly journals Factors affecting nurses’ work motivation level at a governmental hospital: A cross-sectional study

2019 ◽  
Vol 9 (9) ◽  
pp. 25
Author(s):  
Reem A. Baljoon ◽  
Hasnah Banjar ◽  
Maram Banakhar
Keyword(s):  
Registered Nurses ◽  
Positive Relationship ◽  
Work Motivation ◽  
Organizational Factors ◽  
Cross Sectional Study ◽  
Healthcare Organizations ◽  
Cross Sectional ◽  
Factors Affecting ◽  
Motivation Level ◽  
Cross Sectional Design

Background and aim: Nurses are working in different healthcare organizations; each healthcare organization has different organizational resources. Therefore, factors affecting nurses’ work motivation are varied among nurses in different healthcare organizations. The aim of this study was to identify factors affecting nurses’ work motivation levels at a governmental hospital in Saudi Arabia.Methods: A cross-sectional design was used and recruited registered nurses (n = 280) who worked for at least one year of experience. The survey was distributed among registered nurses working in one governmental hospital in the Kingdom of Saudi Arabia to measure nurses' work motivation level and to identify the affecting factors.Results: This study showed that nurses' work motivation level is affected by several personal and organizational factors. A positive relationship was found between higher order need strength and shared values and nurses' work motivation (intrinsic and extrinsic). This study revealed that there is a positive relationship between pay, promotion, supervision, fringe benefits, contingent rewards, co-workers, nature of work, communication and working conditions and nurses' work motivation level.Conclusions: There is a need to enhance and promote the motivational strategies within the current study setting by providing satisfactory remuneration, equitable benefits increase the chances of promotion and encourage supportive supervision. Additionally, there is a need to create healthy workplace environment that support co-workers relationship.

Sign in / Sign up

Export Citation Format

Share Document