Role perceptions and job tension as predictors of nursing turnover

The research issues addressed in this paper go to the heart of how nurses' perceptions of their work lead to their experienced job stress, ability to dissipate job tension, and intentions to quit their jobs. These are important outcomes that influence hospitals' effectiveness in retaining a stable and satisfied nursing workforce. The research presented in this study illuminates the relationship among (1) role perceptions of ambiguity and conflict (Rizzo, House & Lirtzman, 1970); (2) symptoms of extended adaptation to job stress; (3) capacity to dissipate job-induced tension; and (4) intention to quit the job. The relationships among these constructs are studied in a sample of registered nurses who worked in a 600-bed metropolitan hospital. Experienced job-induced stress symptoms were predicted by tension discharge rate and perceptions of work roles. Finally, tension discharge rate and symptoms of extended job-induced stress were found to be strong predictors of intentions to quit. These results are discussed in terms of reported experienced stress among nurses and in terms of nursing management practices.