Intention to stay and nurses' satisfaction dimensions.

Area of Science:

• Healthcare Management
• Nursing Studies
• Organizational Psychology

Background:

• Nurse turnover is a significant issue in academic medical institutions, impacting patient care and operational costs.
• Understanding the drivers of job satisfaction is crucial for developing effective retention strategies.
• Previous research often focuses on salary and benefits, but other factors may play a more substantial role.

Purpose of the Study:

• To identify key dimensions of nurse job satisfaction associated with the intention to leave.
• To explore the relationship between job satisfaction factors and anticipated nurse turnover in an academic medical setting.
• To utilize an ordinal regression model to analyze these relationships.

Main Methods:

• A cross-sectional descriptive study was conducted at King Faisal University's Hospital, Saudi Arabia.
• Data were collected from 276 nurses using a 26-item self-administered questionnaire with a five-point Likert scale.
• Ordinal regression analysis was employed to identify significant predictors of intention to stay.

Main Results:

• Nurses reported lowest satisfaction with hospital benefits, policies, bonuses, performance appraisal fairness, paid time off, and recognition.
• The overall mean job satisfaction score was low (2.2 ± 0.4).
• Ordinal regression analysis identified leadership styles and challenging opportunities as significant predictors of nurses' intention to remain employed.

Conclusions:

• Job satisfaction dimensions beyond salary and incentives are critical for nurse retention.
• Effective leadership styles and the availability of challenging work opportunities are key factors influencing nurses' intention to stay.
• Healthcare organizations should focus on improving leadership and creating growth opportunities to reduce nurse turnover.