Conectar
Turnover intention among nurses is a well-established predictor of actual turnover. Despite the critical nursing shortages during COVID-19, the relative contributions of individual and organisational factors to increased turnover intention remain insufficiently understood.
This study aimed to identify the determinants of turnover intention among clinical nurses at both individual and organisational levels and to evaluate the independent effects of these factors in infectious situations.
This study conducted a secondary analysis of cross-sectional data collected in Hong Kong between April 2020 and September 2021.
A convenience sample of 188 Chinese registered nurses in Hong Kong was recruited. The survey assessed questions on demographic, organisational and workplace violence-related characteristics, the Post-Traumatic Stress Disorder Checklist-Civilian Version, the Brief Coping Orientation to Problems Experienced Inventory and the Anticipated Turnover Scale. Univariable and structured multi-phase linear regression analyses were performed to identify associated factors and to evaluate the influence of individual- and organisational-level factors. The study followed the STROBE checklist for reporting cross-sectional studies.
The regression model, incorporating individual- and organisational-level factors, explained 22.68% of the variance in turnover intention. Individual-level factors associated with increased turnover intention included younger age, high levels of post-traumatic stress symptoms and low use of accommodation coping strategies. Organisational-level factors included exposure to workplace violence and insufficient support for reporting such incidents.
This study underscores the significance of minimising workplace violence and enhancing workplace safety, in addition to addressing individual-level factors, to reduce nurses' turnover intention—particularly in the context of future pandemics and epidemics.
These findings provide insights into the factors influencing clinical nurses' turnover intention, supporting the development and implementation of targeted clinical protocols and regulations to address modifiable factors and promote a sustainable nursing workforce.
No patient or public contribution.
To investigate the factors influencing turnover intention among nurses, and to examine the association between psychological distress and turnover intention across different types of workplace bullying exposure.
A cross-sectional study was conducted with 188 registered nurses in Hong Kong, recruited through convenience sampling. Data collection took place from April 2020 to September 2021. Quantile regression analysis, which captures relationships that may be overlooked by ordinary least squares regression, was employed to explore the factors influencing turnover intention varied across different levels. This analysis examined the associations between demographic and work-related characteristics, work events, work environment features, affective states and turnover intention across quantiles ranging from 0.05 to 0.95.
Quantile regression analysis revealed that only indirect or direct exposure to workplace bullying was positively associated with turnover intention at the 25th percentile, while both forms of exposure were significantly associated with turnover intention across all percentiles. The absence of workplace violence reporting procedures was positively associated with turnover intention at the highest quantile. Depressive symptoms were significantly associated with turnover intention at the 5th, 25th and 50th percentiles. Additionally, nurses exposed to both direct and indirect workplace bullying exhibited higher levels of psychological distress and turnover intention compared to those exposed to either form alone or those without exposure.
Exposure to workplace bullying, the absence of workplace violence reporting procedures, and depressive symptoms significantly contribute to turnover intention among nurses across different levels. To improve nurse retention and workforce sustainability, healthcare organisations should implement targeted interventions that address turnover risk at varying levels.
These findings underscore the need for healthcare organisations to develop and enforce strategies aimed at preventing workplace bullying, providing comprehensive mental health support and establishing effective reporting mechanisms for workplace violence.
No patient or public involvement.
FreshRSS