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 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 Relationship between Job Satisfaction and Turnover Intention of Nurses at Islamic Hospital Faisal Makassar

2021 ◽  
Vol 2 (1) ◽  
pp. 43-49
Author(s):  
A. Siti Wadi’ah ◽  
Fridawaty Rivai ◽  
Yahya Thamrin ◽  
Syahrir Pasinringi ◽  
Irwandy Kapalawi ◽  
...  
Keyword(s):  
Job Satisfaction ◽  
Work Environment ◽  
Turnover Intention ◽  
Negative Impact ◽  
Intention To Leave ◽  
Cross Sectional Study ◽  
High Turnover ◽  
Chi Square ◽  
Cross Sectional ◽  
Nurse Turnover

The high turnover of employees in the hospital can have negative impact on the disruption of the process of health services provided to patients and in the end can lead to employee job satisfaction and the desire for employees to stay in an organization. This study aims to analyse the effect of job satisfaction including the dimensions of the job itself, salary, promotion opportunities, supervision by leaders, colleagues, and work environment on the intention of nurse turnover at Faisal Islamic Hospital Makassar. This is a quantitative study using an analytic observational study with a cross sectional study design. The sample using total sampling were nurses who placed 127 respondents. Data analysis used chi-square test. The results showed the relationship between job satisfaction based on the dimensions of the job itself, salary, promotion opportunities, supervision by leaders, colleagues, and the work environment on intention to leave. Therefore, the management is asked to motivate employees by providing bonuses, leave, official vehicles or other facilities that can be used as a reward tool for employees who have worked well and pay attention to employee satisfaction by seeing what employees expect.

scholarly journals The Impact of Human Resource Practices on Nurses’ Turnover Intention: An Empirical Study of Hospitals in North Lebanon

2021 ◽  
Vol 9 (4) ◽  
pp. p8
Author(s):  
Joumana A. Younis ◽  
Hussin Jose Hejase ◽  
Hala Rashid Dalal ◽  
Nabila Abbas Ibrahim ◽  
Ale J. Hejase
Keyword(s):  
Job Satisfaction ◽  
Human Resource ◽  
Healthcare System ◽  
Turnover Intention ◽  
Healthcare Organizations ◽  
Nurse Turnover ◽  
Care Givers ◽  
Appropriate Treatment ◽  
Decision To Stay ◽  
The Impact

Nurse turnover has become a continuous and increasing challenging problem in the healthcare system worldwide; and this became a priority that needs to be adequately managed. As a matter of fact, nurses are care givers and represent the frontline services that hospitals deliver to their patients, so it is an indispensable necessity to retain this workforce through both job satisfaction and job motivation. Providing the nurse workforce an appropriate treatment will surely lead to retention of talent that is critical to the continuity of the healthcare organizations. This research aims to assess the impact of Human Resource Management (HRM) practices mainly in relation to job satisfaction on nurses’ turnover intention, especially that Lebanon is one of the countries where the healthcare system is suffering from nurses’ shortage. This study uses a descriptive correlational study based on a structured questionnaire administered to 100 nurses within North Lebanon Hospitals. The collected data statistical analysis is carried out via the Statistical Product and Service Solutions SPSS-version 25. Results revealed that the absence of efficient HR practices forces nurses toward turnover decision. Thus, the creation of supported and motivated environment will positively affect the nurses’ decision to stay, and thus minimize the turnover rate.

scholarly journals PERSON-ORGANIZATION FIT DALAM RANTAI DISTRIBUSI PEMASARAN

2019 ◽  
Vol 12 (1) ◽  
pp. 77
Author(s):  
Abdul Haeba Ramli
Keyword(s):  
Organizational Commitment ◽  
Significant Influence ◽  
Turnover Intention ◽  
Employee Turnover ◽  
Quantitative Methods ◽  
Sampling Technique ◽  
High Turnover ◽  
Distribution Company ◽  
Data Collection Technique ◽  
Person Organization Fit

<p align="center"><strong><em>Abstract</em></strong></p><p><em>Employee turnover in the poultry distribution company in Jakarta indicates low person-organization fit, organizational commitment and high turnover intention. The purpose of this study is to determine the effect of person-organization fit and organizational commitment on turnover intention. Quantitative methods are used in this study. The population for this research is the employees of a chicken distribution company in Jakarta with more than 2.000 people. The sampling technique used is purposive sampling with the number of samples of 128 people</em><em>s</em><em>. Data collection technique uses questionnaires and regression analysis. Finding on the research results shows that there is positive and significant influence of person-organization fiton organizational commitment and negative and significant influence of person-organization fit on turnover intention, and also the influence of person-organization fit and organizational commitment on turnover intention.</em></p>

scholarly journals A mixed-methods pilot study of the factors that influence collaboration among registered nurses and registered practical nurses in acute care

2017 ◽  
Vol 5 (4) ◽  
pp. 1 ◽  
Author(s):  
Jane Moore ◽  
Dawn Prentice ◽  
Jenn Salfi
Keyword(s):  
Mixed Methods ◽  
Pilot Study ◽  
Registered Nurses ◽  
Acute Care ◽  
Acute Care Hospital ◽  
Collaborative Practice ◽  
Care Hospital ◽  
Healthcare Organizations ◽  
Design Data ◽  
Practical Nurses

Objective: Staffing models employing registered nurses (RNs) and registered practical nurses (RPN) have created the opportunity for enhanced collaboration in acute care settings. However, little is understood about how these nurses collaborate and the factors that influence their collaboration. The purpose of this pilot study was to examine the factors that influenced collaboration among RNs and RPNs at one acute care hospital in Canada in order to understand and improve nursing collaborative practice.Methods: Using an explanatory, sequential mixed methods design, data were collected over several months in 2016 from the nurses using a questionnaire and individual telephone interviews. Sixty-five RNs and RPNs working on medical, surgical and emergency units completed the “Nurse-Nurse Collaboration Scale” survey and ten RNs and RPNs participated in the telephone interviews.Results: Quantitative analysis showed lower scores among younger nurses across most domains of the survey: conflict management, communication, shared processes, coordination and professionalism. Qualitative analysis revealed working to full scope of practice was a facilitator of RN-RPN collaboration, and older age and poor interpersonal skills were barriers to successful collaboration.Conclusions: The results provide discussion for identification of strategies to improve collaborative practice among nurses such as establishing joint education programs for RNs and RPNs, and the use of models or frameworks to guide collaborative practice in healthcare organizations.

scholarly journals Fit to Last? Investigating How Person-Job Fit and Person-Organization Fit Affect Turnover Intention in the Retail Context

2020 ◽  
Vol 11 (22) ◽  
pp. 407-428
Author(s):  
Gentrit Berisha ◽  
Rrezon Lajçi
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Indirect Effect ◽  
Turnover Intention ◽  
Work Attitudes ◽  
Job Fit ◽  
High Turnover ◽  
Negative Effect ◽  
Person Organization Fit ◽  
Positive Effect

Retail supermarket chains face high turnover that creates costs and compromises customer satisfaction. Turnover intention is influenced by the fit or misfit of employees to the job and the organization, as well as their satisfaction with the job and the commitment to the organization. This paper investigates the relationship of person-job (P-J) and person-organization (P-O) fit with job satisfaction and organizational commitment. A total of 211 questionnaires from employees in the retail supermarket chains in Kosovo were collected. Regression analysis is used to test the relationships between fit constructs and work attitudes as outcomes and their effect on turnover intention. Bootstrap mediation is used to test the direct and indirect effect of fits on turnover intention. Results show that person-job fit and person-organization fit have a significant positive effect on job satisfaction and organizational commitment. All these constructs have a negative effect on turnover intention. P-J and P-O fit have a direct negative effect on turnover intention, which is also partially mediated by job satisfaction and organizational commitment. This paper supports previous evidence that P-J and P-O fit have a positive effect on work attitudes and eventually reduce turnover intention. The direct effect of fits on turnover intention is stronger than the indirect effect, mediated by job satisfaction and organizational commitment.

Nurse Turnover in India: Factors Impacting Nurses’ Decisions to Leave Employment

2016 ◽  
Vol 3 (2) ◽  
pp. 109-128 ◽  
Author(s):  
Sangeetha Lakshman
Keyword(s):  
Turnover Intention ◽  
Critical Incident ◽  
Turnover Intentions ◽  
Staff Retention ◽  
Turnover Rates ◽  
High Turnover ◽  
Effective Work ◽  
Nurse Turnover ◽  
Nursing Turnover ◽  
Decisions To Leave

Nursing turnover remains problematic, yet research with nurses is scarce in India. Turnover intentions were examined in this study to identify the critical reasons of the problem and to provide hospitals with information regarding job satisfaction as it is associated with turnover intention. Interviews were conducted with 144 nurses and top management personnel from eight hospitals in southern India. Using critical incident technique, we compared high attrition hospitals (HAH) with low attrition hospitals (LAH) and identified three key themes that distinguished them: the nature of the organization, the nature of employees and human resources (HR) paradox for turnover intentions. The research results could help identify strategies for hospitals that will minimize the high turnover rates while optimizing the levels of staff retention by providing effective work environment and career advancements.

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