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Determinants Strengthening Japanese Nurses' Intention to Stay at Their Current Hospital
Miho Satoh1,2, Ikue Watanabe2,3, Kyoko Asakura2
1Department of Fundamental Nursing, School of Medicine, Yokohama City University.
The Tohoku Journal of Experimental Medicine
|November 27, 2018
Summary
Understanding nurse motivation is key to retention. Five factors—workplace environment, passive motivation, location convenience, work-life balance, and job fulfillment—strengthen nurses
Area of Science:
- Nursing Staff Retention
- Healthcare Workforce Management
- Organizational Psychology
Background:
- Retaining qualified nursing staff is a persistent challenge in healthcare systems globally.
- Understanding the multifaceted factors influencing nurses' intention to stay is critical for developing effective retention strategies.
- Previous research has explored various aspects, but a comprehensive analysis of interconnected motivational factors is needed.
Purpose of the Study:
- To identify and analyze the key factors that enhance nurses' intention to remain employed at their current hospital.
- To explore how demographic and employment characteristics influence the prioritization of these factors.
- To provide evidence-based insights for designing targeted nurse retention initiatives.
Main Methods:
- A cross-sectional questionnaire survey was administered to 713 nurses across 12 hospitals in Japan.
- Exploratory factor analysis was employed to categorize variables influencing nurses' intention to stay.
- Data from 485 nurses who intended to stay and completed all items were analyzed.
Main Results:
- Five primary factors emerged: comfortable workplace environment, passive motivational factors (extrinsic), hospital location convenience, favorable work-life balance, and fulfillment in nursing (intrinsic).
- Married nurses or those with children prioritized work-life balance, while regular employees and nurses in smaller cities favored passive motivational factors.
- Extrinsic factors, though potentially short-term, can enhance retention when combined with intrinsic motivations like job fulfillment.
Conclusions:
- Nurse retention is influenced by a complex interplay of intrinsic and extrinsic factors.
- Tailoring retention strategies to specific nurse demographics (e.g., marital status, parental status) is essential.
- Leveraging the synergistic effects between different motivational factors can lead to more sustainable nurse retention programs.