Predicting nurses' organizational and professional turnover intentions.

Area of Science:

• Healthcare Management
• Nursing Workforce Studies
• Organizational Behavior

Background:

• Global nursing shortages are a critical healthcare challenge.
• High nurse turnover intention exacerbates existing staffing problems.
• Understanding factors influencing nurses' decisions to leave is essential for workforce stability.

Purpose of the Study:

• To identify key predictors of nurses' intentions to leave their organizations.
• To examine factors influencing both organizational and professional turnover intentions among nurses.
• To provide insights for strategies aimed at nurse retention.

Main Methods:

• Secondary analysis of a cross-sectional study involving 791 nurses from three public hospitals.
• Data collected using demographic forms, turnover intention questionnaires, and commitment scales.
• Stepwise logistic regression analysis was employed to identify significant predictors.

Main Results:

• Marital status, work shift, organizational affective commitment, organizational normative commitment, and professional affective commitment were significant predictors.
• These variables influenced both organizational and professional turnover intentions.
• Findings highlight specific areas for intervention to reduce nurse turnover.

Conclusions:

• Organizational and professional commitment are crucial in influencing nurses' turnover intentions.
• The study's findings on commitment and turnover intention show nuances when considered within Turkish societal context.
• Healthcare organizations must prioritize fostering commitment to improve nurse retention and recruitment.