Highly happy nurses are more productive, engaged and loyal. If nurses are satisfied, then their intention to leave is low. Aim: to investigate the impact of Saudi nurses’ happiness on their intention to turnover in t...Highly happy nurses are more productive, engaged and loyal. If nurses are satisfied, then their intention to leave is low. Aim: to investigate the impact of Saudi nurses’ happiness on their intention to turnover in the Kingdom of Saudi Arabia. Research Hypothesis: H0. There is no relationship between the nurses’ happiness on their intention to turnover among Saudi nurses. H1. The happy Saudi nurses will have a lower turnover intention among Saudi nurses in the Medina region. Design: Quantitative, cross-sectional, and correlational study designs have been used. Setting: Big public hospital in Medina from June to October 2022. Sample: A quota, convenience sample of 281 Saudi nurses. Tools: A. Oxford happiness inventory to measure the nurses’ happiness. B. Turnover Intention Scale to evaluate the Saudi nurses’ intention to leave their current job. Results: More than half of the nurses had moderate happiness, but more than 75% of the Saudi nurses had a desire to leave. The relationship between happiness and turnover intentions is negative. Conclusion: Magnet-like work environments in Saudi Arabia are critical to recruit and retain nurses with critical nursing shortages. Recommendations: Encourage governmental policy-makers to formulate national policies and KPIs in order to make them happy and retain them. .展开更多
Background:Nurses'turnover has been a major concern globally,which is strongly influenced by nurses'intent to leave.However,only a few large sample studies on the predictive factors associated with nurses'...Background:Nurses'turnover has been a major concern globally,which is strongly influenced by nurses'intent to leave.However,only a few large sample studies on the predictive factors associated with nurses'turnover intention were conducted in Jiangsu Province.This study mainly aims to examine the level and factors that influence nurses to leave their work in Jiangsu Province of Eastern China.Methods:A cross-sectional survey of 1978 nurses was conducted at 48 hospitals in 14 key cities throughout Jiangsu Province.The turnover intention in nurses was measured by the scale of intent to leave the profession.The work environment of nurses was measured by the Chinese version of the Practice Environment Scale.A multiple linear regression model was applied to analyse the factors associated with turnover intention.Results:The resignation rate of nurses in the hospitals of Jiangsu Province ranged from 0.64%to 12.71%in 2016.The mean scores were 15.50±3.44 for turnover intention,and 3.06±0.51 for work environment.Involvement in hospital affairs,resource adequacy,age,professional title,year(s)working,employment type and education level were the predictors of nurse intent to leave(P<0.05).Conclusion:The work environment of nurses in hospitals must be improved in staffing and resource and nurses'involvement in hospital affairs.The current study corroborates that nurses have high turnover intention.Thus,effective measures are needed to improve nurse accomplishment,professional status,participation in hospital affairs and career planning to reduce their turnover intention.展开更多
Objective:The paper aimed to explore the impact of work support and potential for career advancement on the nurse turnover intention in order to find an effective approach to curb high turnover.Methods:A cross-section...Objective:The paper aimed to explore the impact of work support and potential for career advancement on the nurse turnover intention in order to find an effective approach to curb high turnover.Methods:A cross-sectional survey of 526 nurses from eight teaching hospitals in Tianjin,China,was conducted to test the hypothesized multilevel model.The organizational career growth scale,work support scale,and the nurse turnover intention scale were used to measure the effect of organizational career growth and work support on nurse turnover intention.Finally,SPSS 17.0 and AMOS 17.0 software were used to analyse the relationship of these variables.Results:The score of the three scales nurse turnover,organizational career growth,and work support were 1.98±0.60,2.40±0.50,and 4.06±0.98,respectively.The total and direct effects of work support on turnover intention were0.361(p<0.01)and0.147(p<0.01),respectively.The indirect effect was0.169 with a 95%bootstrap confidence interval of0.257 to0.102.Conclusion:The study showed a lack of work support negatively and directly associated with nurse turnover intention.Additional opportunities for career growth within the organization may strengthen the effect of work support and consequently increase the retention of qualified nursing staff.展开更多
Objective: This study aims to determine the mediating effects of psychological empowerment on abusive supervision and turnover intention as perceived by nurses to provide information to change the status of nurse turn...Objective: This study aims to determine the mediating effects of psychological empowerment on abusive supervision and turnover intention as perceived by nurses to provide information to change the status of nurse turnover.Methods: A cross-sectional survey (a questionnaire examining perceptions of abusive supervision,measurement of psychological empowerment,and questionnaire for turnover intention) was used to collect data.A total of 1127 clinical nurses,who were recruited through convenience sampling,participated in the survey.Results: Nurses' average perceived abusive supervision,psychological empowerment,and turnover intention scores were 1.62 ± 0.95,3.24 ± 0.83,and 14.17 ± 3.78,respectively.Psychological empowerment was found to mediate the relationship between abusive supervision and turnover intention (P< 0.01).Turnover intention tends to be stronger and psychological empowerment reduced when nurse managers adopt an abusive leadership style.Conclusions: Nurses' psychological empowerment is an intermediary variable that predicts the relationship between abusive supervision and turnover intention.Nurse managers should manage abusive supervision to increase nurses' psychological empowerment and decrease turnover intention.展开更多
Objectives:The unrelenting migration trend of Filipino nurses to other countries has threatened the quality of patient care services in the country.This study explored the extent of nurses'organizational commitmen...Objectives:The unrelenting migration trend of Filipino nurses to other countries has threatened the quality of patient care services in the country.This study explored the extent of nurses'organizational commitment and turnover intention in the Philippines.Furthermore,predictors of nurses'organizational commitment and turnover intention were identified.Methods:A cross-sectional research design was adopted for this study.Two hundred nurses from nine rural hospitals in the Central Philippines were asked to participate in the study and 166 nurses responded(an 83%response rate).Two standardized instruments were used:the Organizational Commitment Questionnaire and the Six-item Turnover Intention Inventory Scale.Results:Findings revealed that Philippine nurses were moderately committed(3.13±0.24)to and were undecided(2.42±0.67)whether or not to leave their organization.Nurses'age(P=0.006),gender,(t=-2.25,P=0.026),education(t=2.38,P<0.001),rank(t=4.38,P<0.001),and work experience(t=2.18,P=0.031)correlated significantly with organizational commitment,while nurses'age(P=0.028)and education(t=1.99,P=0.048)correlated significantly with turnover intention.An inverse relationship was identified between the organizational commitment and turnover intention(r=-0.22,P=0.005).Conclusion:The findings of this study highlight the need for formulation and implementation of interventions to promote life-long commitment in nurses and to reduce turnover rates.展开更多
This study attempts to examine the relationship among ethical climate, job satisfaction, organizational commitment, and turnover intention in the context of the Malaysian external auditor＇s work environment. The ques...This study attempts to examine the relationship among ethical climate, job satisfaction, organizational commitment, and turnover intention in the context of the Malaysian external auditor＇s work environment. The questionnaire is sent to a sample of external auditors from Malaysian Big Four （Klynveld Peat Marwick Goerdeler （KPMG）, Ernst and Young, Deloitte KassimChan, and PricewaterhouseCoopers （PwC）） main offices. There are 167 useable responses. The regression results have provided evidence that ethical climate is directly, significantly, and positively associated with job satisfaction. In contrast, ethical climate appeared not to be directly related with external auditor＇s turnover intention. Both job satisfaction and organizational commitment were identified as significant predictors in explaining turnover intention, since they had a significant and negative effect on external auditor＇s turnover intention. This study also implied that job satisfaction had a significant effect on organizational commitment. Furthermore, the findings revealed that organizational commitment partially mediated the relationship between job satisfaction and turnover intention. The results extend the literature on external auditor＇s turnover intention and provide insights for human resource management in accurately assessing employee＇s turnover intention in order to improve retention and reduce actual turnover particularly in audit firms.展开更多
Dy Ov sfunctional audit behaviour （DAB） and staff turnover are associated with decreased audit quality （Public ersight Board, 2000）. This study develops and tests a theoretical model that turnover intentions and l...Dy Ov sfunctional audit behaviour （DAB） and staff turnover are associated with decreased audit quality （Public ersight Board, 2000）. This study develops and tests a theoretical model that turnover intentions and locus of control as antecedents of attitudes toward DAB survey results from 225 auditors support the theoretical model identifies employee performance, Using a path analysis technique,展开更多
<strong>Background & Aim:</strong> Employees’ engagement is a significant organizational competence. Turnover intention is an institutional concern that needs critical analysis of identifying its pred...<strong>Background & Aim:</strong> Employees’ engagement is a significant organizational competence. Turnover intention is an institutional concern that needs critical analysis of identifying its predictors. Studies have supported the relationship between nurses’ engagement and their desire to leave the organization. This study aims to explore the relationship between work engagement and turnover intention among nurses working in the Kingdom of Bahrain. <strong>Methods: </strong>A cross-sectional design was used for this study. A group of 922 nurses from a major tertiary hospital in the Kingdom of Bahrain was invited to complete the online self-administered survey. The work engagement was assessed using the Utrecht Work Engagement Scale (UWES). The turnover intention was assessed using the 3-item TI Scale based on Mobley <em>et al.</em> survey. The study was conducted in December 2019. <strong>Results: </strong>610 nurses completed the survey on a response rate of (66.2%). The result suggests that nurses expressed high level of work engagement Mean ± Standard Deviation [M = 4.85, SD ± 0.70], and low level of turnover intention [M = 2.29, SD ± 0.94]. Pearson correlation revealed a significant negative relationship between work engagement and turnover intention at <em>p </em>< 0.01. Furthermore, male staff have higher intention to leave. Those working in ambulatory division have higher work engagement than nurses working in critical care division.<strong> Conclusion/practical implication:</strong> It’s paramount for the nurses’ leaders and human resource development practitioners to focus on work engagement dimensions, and developing effective interventions to improve it, which eventually decreases nursing staff’s turnover intention. Retention is more preferable than recruiting, employing, and training new staff. This study confirms the significant relationship between work engagement and turnover intention among nurses.展开更多
Background: Nurse turnover is a significant cause of human resource shortage, which not only increases the workload of existing nurses, reduces job satisfaction, but also affects the quality of care. Therefore, mainta...Background: Nurse turnover is a significant cause of human resource shortage, which not only increases the workload of existing nurses, reduces job satisfaction, but also affects the quality of care. Therefore, maintaining the stability of nursing human resources becomes a great concern. Objective: To understand the current status of nurse work alienation and turnover intention and its correlationship. Methods: By convenience sampling, from May to August 2021, 1112 cases were selected and investigated from three hospitals in Wuhan by using general demographic scale, the work alienation scale and turnover intention scale. Results: The average score of nurse’s work alienation was (30.32 ± 9.84);turnover intention score was (14.83 ± 3.99). The dimensions of work alienation were positively correlated with turnover intention (P Conclusion: Nurse’s work alienation and turnover intention are in the moderate level. It is recommended that manager should focus on the nurse’s mental environments, and take active and effective measures to reduce the level of nurse’s work alienation, improving the job satisfaction of nurse and the quality of nursing work.展开更多
Background and aims:Objective To investigate the current situation of ICU nurses'hospital ethical climate in China and analyze the correlation and influencing factors of hospital ethical climate.In order to provid...Background and aims:Objective To investigate the current situation of ICU nurses'hospital ethical climate in China and analyze the correlation and influencing factors of hospital ethical climate.In order to provide a new direction and idea for creating the good hospital ethical climate,relieving the nurses'job burnout and stabilizing the nursing team.Methods:A total of 226 ICU nurses from 6 tertiary Tianjin hospitals were selected as subjects,and the Chinese version hospital ethical climate scale and psychological empowerment scale were used for investigation.Results:The gender and labor relationship of ICU nurses affected the perception of nurses'hospital ethical climate;hospital ethical climate and psychological empowerment were positively correlated;stepwise regression analysis showed that labor relationship and psychological empowerment can explain 58.5%variation rate of hospital ethical climate.Conclusion:We should pay attention to the current situation of the hospital ethical climate of ICU nurses.Managers should create a comfortable working environment not only to provide good material conditions for nurses and transfer of right,but also to pay attention to the nurses'mental state and negative impact of ethical issues.Hospital managers should reasonably allocate human resources,establish effective incentive and assessment standards,reasonable reward and punishment system and promotion mechanism.To provide comprehensive learning resources and channels.To improve nurses'awareness of their own professional value.Creating a harmonious and positive hospital ethical climate,reduce the impact of ethical issues on nurses,improve nurses'enthusiasm and satisfaction.展开更多
This paper reports literature review in the field of pharmaceutical marketing emphasizing problems faced by medical representatives. India after globalization and being the second highest populated country has emerged...This paper reports literature review in the field of pharmaceutical marketing emphasizing problems faced by medical representatives. India after globalization and being the second highest populated country has emerged as major pharmaceutical market in the world. Pharmaceutical marketing in India is highly relied on personal relationship between medical representatives and doctors. In the last decade, many foreign companies have entered in Indian market. This has posed highly competitive and challenging work environment for medical representatives. Therefore, it is indispensable to study the challenges faced by medical representatives in this dynamic environment.展开更多
文摘Highly happy nurses are more productive, engaged and loyal. If nurses are satisfied, then their intention to leave is low. Aim: to investigate the impact of Saudi nurses’ happiness on their intention to turnover in the Kingdom of Saudi Arabia. Research Hypothesis: H0. There is no relationship between the nurses’ happiness on their intention to turnover among Saudi nurses. H1. The happy Saudi nurses will have a lower turnover intention among Saudi nurses in the Medina region. Design: Quantitative, cross-sectional, and correlational study designs have been used. Setting: Big public hospital in Medina from June to October 2022. Sample: A quota, convenience sample of 281 Saudi nurses. Tools: A. Oxford happiness inventory to measure the nurses’ happiness. B. Turnover Intention Scale to evaluate the Saudi nurses’ intention to leave their current job. Results: More than half of the nurses had moderate happiness, but more than 75% of the Saudi nurses had a desire to leave. The relationship between happiness and turnover intentions is negative. Conclusion: Magnet-like work environments in Saudi Arabia are critical to recruit and retain nurses with critical nursing shortages. Recommendations: Encourage governmental policy-makers to formulate national policies and KPIs in order to make them happy and retain them. .
基金This study was supported by the Jiangsu Provincial Health and Family Planning Commission(WSGL201605)
文摘Background:Nurses'turnover has been a major concern globally,which is strongly influenced by nurses'intent to leave.However,only a few large sample studies on the predictive factors associated with nurses'turnover intention were conducted in Jiangsu Province.This study mainly aims to examine the level and factors that influence nurses to leave their work in Jiangsu Province of Eastern China.Methods:A cross-sectional survey of 1978 nurses was conducted at 48 hospitals in 14 key cities throughout Jiangsu Province.The turnover intention in nurses was measured by the scale of intent to leave the profession.The work environment of nurses was measured by the Chinese version of the Practice Environment Scale.A multiple linear regression model was applied to analyse the factors associated with turnover intention.Results:The resignation rate of nurses in the hospitals of Jiangsu Province ranged from 0.64%to 12.71%in 2016.The mean scores were 15.50±3.44 for turnover intention,and 3.06±0.51 for work environment.Involvement in hospital affairs,resource adequacy,age,professional title,year(s)working,employment type and education level were the predictors of nurse intent to leave(P<0.05).Conclusion:The work environment of nurses in hospitals must be improved in staffing and resource and nurses'involvement in hospital affairs.The current study corroborates that nurses have high turnover intention.Thus,effective measures are needed to improve nurse accomplishment,professional status,participation in hospital affairs and career planning to reduce their turnover intention.
文摘Objective:The paper aimed to explore the impact of work support and potential for career advancement on the nurse turnover intention in order to find an effective approach to curb high turnover.Methods:A cross-sectional survey of 526 nurses from eight teaching hospitals in Tianjin,China,was conducted to test the hypothesized multilevel model.The organizational career growth scale,work support scale,and the nurse turnover intention scale were used to measure the effect of organizational career growth and work support on nurse turnover intention.Finally,SPSS 17.0 and AMOS 17.0 software were used to analyse the relationship of these variables.Results:The score of the three scales nurse turnover,organizational career growth,and work support were 1.98±0.60,2.40±0.50,and 4.06±0.98,respectively.The total and direct effects of work support on turnover intention were0.361(p<0.01)and0.147(p<0.01),respectively.The indirect effect was0.169 with a 95%bootstrap confidence interval of0.257 to0.102.Conclusion:The study showed a lack of work support negatively and directly associated with nurse turnover intention.Additional opportunities for career growth within the organization may strengthen the effect of work support and consequently increase the retention of qualified nursing staff.
基金This work was supported by the Natural Science Foundation of China(No.71704040)
文摘Objective: This study aims to determine the mediating effects of psychological empowerment on abusive supervision and turnover intention as perceived by nurses to provide information to change the status of nurse turnover.Methods: A cross-sectional survey (a questionnaire examining perceptions of abusive supervision,measurement of psychological empowerment,and questionnaire for turnover intention) was used to collect data.A total of 1127 clinical nurses,who were recruited through convenience sampling,participated in the survey.Results: Nurses' average perceived abusive supervision,psychological empowerment,and turnover intention scores were 1.62 ± 0.95,3.24 ± 0.83,and 14.17 ± 3.78,respectively.Psychological empowerment was found to mediate the relationship between abusive supervision and turnover intention (P< 0.01).Turnover intention tends to be stronger and psychological empowerment reduced when nurse managers adopt an abusive leadership style.Conclusions: Nurses' psychological empowerment is an intermediary variable that predicts the relationship between abusive supervision and turnover intention.Nurse managers should manage abusive supervision to increase nurses' psychological empowerment and decrease turnover intention.
文摘Objectives:The unrelenting migration trend of Filipino nurses to other countries has threatened the quality of patient care services in the country.This study explored the extent of nurses'organizational commitment and turnover intention in the Philippines.Furthermore,predictors of nurses'organizational commitment and turnover intention were identified.Methods:A cross-sectional research design was adopted for this study.Two hundred nurses from nine rural hospitals in the Central Philippines were asked to participate in the study and 166 nurses responded(an 83%response rate).Two standardized instruments were used:the Organizational Commitment Questionnaire and the Six-item Turnover Intention Inventory Scale.Results:Findings revealed that Philippine nurses were moderately committed(3.13±0.24)to and were undecided(2.42±0.67)whether or not to leave their organization.Nurses'age(P=0.006),gender,(t=-2.25,P=0.026),education(t=2.38,P<0.001),rank(t=4.38,P<0.001),and work experience(t=2.18,P=0.031)correlated significantly with organizational commitment,while nurses'age(P=0.028)and education(t=1.99,P=0.048)correlated significantly with turnover intention.An inverse relationship was identified between the organizational commitment and turnover intention(r=-0.22,P=0.005).Conclusion:The findings of this study highlight the need for formulation and implementation of interventions to promote life-long commitment in nurses and to reduce turnover rates.
文摘This study attempts to examine the relationship among ethical climate, job satisfaction, organizational commitment, and turnover intention in the context of the Malaysian external auditor＇s work environment. The questionnaire is sent to a sample of external auditors from Malaysian Big Four （Klynveld Peat Marwick Goerdeler （KPMG）, Ernst and Young, Deloitte KassimChan, and PricewaterhouseCoopers （PwC）） main offices. There are 167 useable responses. The regression results have provided evidence that ethical climate is directly, significantly, and positively associated with job satisfaction. In contrast, ethical climate appeared not to be directly related with external auditor＇s turnover intention. Both job satisfaction and organizational commitment were identified as significant predictors in explaining turnover intention, since they had a significant and negative effect on external auditor＇s turnover intention. This study also implied that job satisfaction had a significant effect on organizational commitment. Furthermore, the findings revealed that organizational commitment partially mediated the relationship between job satisfaction and turnover intention. The results extend the literature on external auditor＇s turnover intention and provide insights for human resource management in accurately assessing employee＇s turnover intention in order to improve retention and reduce actual turnover particularly in audit firms.
文摘Dy Ov sfunctional audit behaviour （DAB） and staff turnover are associated with decreased audit quality （Public ersight Board, 2000）. This study develops and tests a theoretical model that turnover intentions and locus of control as antecedents of attitudes toward DAB survey results from 225 auditors support the theoretical model identifies employee performance, Using a path analysis technique,
文摘<strong>Background & Aim:</strong> Employees’ engagement is a significant organizational competence. Turnover intention is an institutional concern that needs critical analysis of identifying its predictors. Studies have supported the relationship between nurses’ engagement and their desire to leave the organization. This study aims to explore the relationship between work engagement and turnover intention among nurses working in the Kingdom of Bahrain. <strong>Methods: </strong>A cross-sectional design was used for this study. A group of 922 nurses from a major tertiary hospital in the Kingdom of Bahrain was invited to complete the online self-administered survey. The work engagement was assessed using the Utrecht Work Engagement Scale (UWES). The turnover intention was assessed using the 3-item TI Scale based on Mobley <em>et al.</em> survey. The study was conducted in December 2019. <strong>Results: </strong>610 nurses completed the survey on a response rate of (66.2%). The result suggests that nurses expressed high level of work engagement Mean ± Standard Deviation [M = 4.85, SD ± 0.70], and low level of turnover intention [M = 2.29, SD ± 0.94]. Pearson correlation revealed a significant negative relationship between work engagement and turnover intention at <em>p </em>< 0.01. Furthermore, male staff have higher intention to leave. Those working in ambulatory division have higher work engagement than nurses working in critical care division.<strong> Conclusion/practical implication:</strong> It’s paramount for the nurses’ leaders and human resource development practitioners to focus on work engagement dimensions, and developing effective interventions to improve it, which eventually decreases nursing staff’s turnover intention. Retention is more preferable than recruiting, employing, and training new staff. This study confirms the significant relationship between work engagement and turnover intention among nurses.
文摘Background: Nurse turnover is a significant cause of human resource shortage, which not only increases the workload of existing nurses, reduces job satisfaction, but also affects the quality of care. Therefore, maintaining the stability of nursing human resources becomes a great concern. Objective: To understand the current status of nurse work alienation and turnover intention and its correlationship. Methods: By convenience sampling, from May to August 2021, 1112 cases were selected and investigated from three hospitals in Wuhan by using general demographic scale, the work alienation scale and turnover intention scale. Results: The average score of nurse’s work alienation was (30.32 ± 9.84);turnover intention score was (14.83 ± 3.99). The dimensions of work alienation were positively correlated with turnover intention (P Conclusion: Nurse’s work alienation and turnover intention are in the moderate level. It is recommended that manager should focus on the nurse’s mental environments, and take active and effective measures to reduce the level of nurse’s work alienation, improving the job satisfaction of nurse and the quality of nursing work.
文摘Background and aims:Objective To investigate the current situation of ICU nurses'hospital ethical climate in China and analyze the correlation and influencing factors of hospital ethical climate.In order to provide a new direction and idea for creating the good hospital ethical climate,relieving the nurses'job burnout and stabilizing the nursing team.Methods:A total of 226 ICU nurses from 6 tertiary Tianjin hospitals were selected as subjects,and the Chinese version hospital ethical climate scale and psychological empowerment scale were used for investigation.Results:The gender and labor relationship of ICU nurses affected the perception of nurses'hospital ethical climate;hospital ethical climate and psychological empowerment were positively correlated;stepwise regression analysis showed that labor relationship and psychological empowerment can explain 58.5%variation rate of hospital ethical climate.Conclusion:We should pay attention to the current situation of the hospital ethical climate of ICU nurses.Managers should create a comfortable working environment not only to provide good material conditions for nurses and transfer of right,but also to pay attention to the nurses'mental state and negative impact of ethical issues.Hospital managers should reasonably allocate human resources,establish effective incentive and assessment standards,reasonable reward and punishment system and promotion mechanism.To provide comprehensive learning resources and channels.To improve nurses'awareness of their own professional value.Creating a harmonious and positive hospital ethical climate,reduce the impact of ethical issues on nurses,improve nurses'enthusiasm and satisfaction.
文摘This paper reports literature review in the field of pharmaceutical marketing emphasizing problems faced by medical representatives. India after globalization and being the second highest populated country has emerged as major pharmaceutical market in the world. Pharmaceutical marketing in India is highly relied on personal relationship between medical representatives and doctors. In the last decade, many foreign companies have entered in Indian market. This has posed highly competitive and challenging work environment for medical representatives. Therefore, it is indispensable to study the challenges faced by medical representatives in this dynamic environment.
