Fatigue in new registered nurses: A 12‐month cross‐lagged analysis of its association with work motivation, engagement, sickness absence and turnover intention

2020 ◽  
Vol 28 (3) ◽  
pp. 606-614 ◽  
Author(s):  
Stéphanie Austin ◽  
Claude Fernet ◽  
Sarah‐Geneviève Trépanier ◽  
Mélanie Lavoie‐Tremblay
Keyword(s):  
Registered Nurses ◽  
Sickness Absence ◽  
Turnover Intention ◽  
Work Motivation ◽  
New Registered Nurses

Erratum to “Factors influencing turnover intention among registered nurses in Samar, Philippines” [Applied Nursing Research 39C (2018) 200–206]

2018 ◽  
Vol 41 ◽  
pp. 86
Author(s):  
Leodoro J. Labrague ◽  
Donna S. Gloe ◽  
Denise M. McEnroe-Petitte ◽  
Konstantinos Tsaras ◽  
Paolo C. Colet
Keyword(s):  
Registered Nurses ◽  
Turnover Intention ◽  
Nursing Research ◽  
Factors Influencing

scholarly journals Predictor of Turnover Intention of Register Nurses: Job Satisfaction or Work Engagement?

2020 ◽  
Vol 19 (1) ◽  
Author(s):  
Yolanda Edwards-Dandridge ◽  
Brandon D Simmons ◽  
Douglas G Campbell
Keyword(s):  
Job Satisfaction ◽  
New York ◽  
Registered Nurses ◽  
Work Engagement ◽  
Turnover Intention ◽  
The Body ◽  
Full Time ◽  
Healthcare Organizations ◽  
High Turnover ◽  
Nurse Turnover

Both employee job satisfaction (JS) and employee work engagement (WE) have been examined as possible predictors of employees’ intention to voluntarily leave a specific job or company, known as turnover intention (TI). While the body of knowledge has grown concerning the nature of TI, there remains the unsettled question of which of the two concepts most accurately predicates TI. The high turnover rate of registered nurses (RNs) in hospitals in the U.S. presented an opportunity to examine if JS and WE predict, and to what degree, among RNs. For this quantitative correlational research probability sampling was used to identify 155 participants, all full-time registered nurses with 2 or more years of employment in New York hospitals. Data, obtained from surveys, were analyzed via multiple linear regression. The results revealed that only job satisfaction predicted turnover intention among the nurses sampled, <em>F</em> (5,154) = 12.008, <em>p</em> R<sup>2</sup> = 287.The findings indicate that leaders of healthcare organizations, might lower nurse turnover intention by focusing on improving job satisfaction. Specifically, TI may be lower by addressing the issues identified from regular job satisfaction surveys, and by a greater emphasis on creating a more satisfying workplace. A more stable RN workforce could reduce healthcare disruptions in communities.

scholarly journals The Influence of Person-Environment Fit on the Turnover Intention of Nurses in Jordan: The Moderating Effect of Psychological Empowerment

2021 ◽  
Vol 2021 ◽  
pp. 1-14
Author(s):  
Saleh Amarneh ◽  
Ali Raza ◽  
Sheema Matloob ◽  
Raed Khamis Alharbi ◽  
Munir A. Abbasi
Keyword(s):  
Registered Nurses ◽  
Turnover Intention ◽  
Quantitative Research ◽  
Psychological Empowerment ◽  
Moderating Effect ◽  
Healthcare Organizations ◽  
High Turnover ◽  
Design Data ◽  
Nurse Turnover ◽  
Person Organization Fit

There is an acute shortage of nurses worldwide, including in Jordan. The nursing shortage is considered to be a crucial and complex challenge across healthcare systems and has stretched to a warning threshold. High turnover among nurses in Jordan is an enduring problem and is believed to be the foremost cause of the nurse shortage. The purpose of this study was to investigate the multidimensional impact of the person-environment (P-E) fit on the job satisfaction (JS) and turnover intention (TI) of registered nurses. The moderating effect of psychological empowerment (PE) on the relationship between JS and TI was also investigated. Based on a quantitative research design, data were collected purposively from 383 registered nurses working at private Jordanian hospitals through self-administered structured questionnaires. Statistical Package for Social Sciences (SPSS) 25 and Smart Partial Least Squares (PLS) 3.2.8 were used to analyze the statistical data. The results showed that there is a significant relationship between person-job fit (P-J fit), person-supervisor fit (P-S fit), and JS. However, this study found an insignificant relationship between person-organization fit (P-O fit) and JS. Moreover, PE was also significantly moderate between JS and TI of nurses. This study offers an important policy intervention that helps healthcare organizations to understand the enduring issue of nurse turnover. Additionally, policy recommendations to mitigate nurse turnover in Jordan are outlined.

scholarly journals The Influence of Work Motivation on Turnover Intention among Gen Y Employees

2019 ◽  
Vol 8 (3S2) ◽  
pp. 708-713
Keyword(s):  
Turnover Intention ◽  
Random Sampling ◽  
Sampling Method ◽  
Turnover Intentions ◽  
Work Motivation ◽  
Interpersonal Relationship ◽  
Stratified Random Sampling ◽  
Gen Y ◽  
Significant Difference ◽  
Influential Variable

Work motivation has been identified as an influential variable associated with turnover intention. However, only a few studies have examined its prediction on turnover intention. This study discussed the influences of work motivational factors (compensation, nature of job and interpersonal relationship) on turnover intention among Gen Y employees. The sampling method used in this study was stratified random sampling and the sample size was 108 employees in the manufacturing company. The results indicated that the level of work motivation among Gen Y employees is moderate, while the level of turnover intention is high. The result also shows that there is no significant difference of work motivation based on gender among Gen Y employees. The multiple regression results indicated that the three factors of work motivation such as interpersonal, compensation, and nature of the job did not have significant influence on turnover intentions of Gen Y employees. This research concludes with the recommendations for the employees and future works for researcher.

The Relative Geographic Immobility Of New Registered Nurses Calls For New Strategies To Augment That Workforce

2011 ◽  
Vol 30 (12) ◽  
pp. 2293-2300 ◽  
Author(s):  
Christine T. Kovner ◽  
Sean P. Corcoran ◽  
Carol S. Brewer
Keyword(s):  
Registered Nurses ◽  
New Registered Nurses ◽  
New Strategies

scholarly journals The Correlation Between Work Motivation and Turnover Intention Among Primary Health Workers in China

2021 ◽  
Author(s):  
Huiwen Li ◽  
Beibei Yuan ◽  
Yahang Yu ◽  
Jia Li ◽  
Qingyue Meng
Keyword(s):  
Turnover Intention ◽  
Work Motivation ◽  
Health Workers ◽  
Five Factor Model ◽  
Negative Relationship ◽  
Reliability And Validity ◽  
Autonomous Motivation ◽  
Intention To Leave ◽  
High Turnover ◽  
Primary Health

Abstract Background: High turnover intention, as a manifestation of low work motivation, is a crucial barrier to strengthening primary health systems worldwide, including in China. Targeting those being less motivated will be a realistic choice to retain primary health workers. This study translate, adapt, and validate the Work Motivation Scale for Health Workers (WMSHW) scale to directly measure and rate health workers’ motivation composition based on Self-Determination Theory, and assessed how health workers with different levels of motivation being associated with the turnover intention.Methods: The process of translation and cross-cultural adaptation followed the recommendations of international guidelines. Participants include 1341 health workers within 75 primary health institutions from 6 provinces in China. The reliability and validity of the scale was analyzed. Cluster analysis in a person-centered approach and logistic regression analysis was used to understand how different combinations of motivations related to intention to leave.Results: Confirmatory factor analysis indicated that the modified five-factor model had a better fit than the other models in accordance with the original English version. The factor loads were high and ranged from 0.70 to 0.9．Cronbach’s alpha coefficients for five dimensions of the Chinese WMSHW ranged from 0.81 to 0.94, indicating the scale’s high internal consistency. Four distinct clusters of work motivation were found in this study, representing low motivated, highly controlled, highly autonomous and highly motivated primary health workers. Compared with low motivation group, both controlled and autonomous motivation groups were more likely to have lower turnover intention. The negative relationship between motivation and intention to leave became stronger with the level of motivation increasing: highly controlled cluster (OR: 0.47; 95% CI: 0.35-0.63), highly autonomous (OR: 0.27; 95% CI: 0.18-0.41) and highly motivated (OR: 0.20; 95% CI: 0.15-0.27).Conclusion: The Chinese version of WMSHW showed satisfactory reliability and validity and can be used as an instrument for measuring and rating the work motivation of Chinese health workers. The primary health workers were grouped into four motivation levels based on this scale. Both controlled and autonomous motivation could work in reduce the turnover intention, and the influence of autonomous motivation on retaining was stronger.

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