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A Conceptual Model of Nurses' Turnover Intention.

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Addressing nurse turnover requires improving job satisfaction and motivation. Key factors include manager support and intrinsic motivation, crucial for retaining the nursing workforce globally.

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Area of Science:

  • Healthcare Management
  • Nursing Workforce Studies
  • Organizational Psychology

Background:

  • The World Health Organisation projects a global shortage of 15 million health professionals by 2030.
  • Nurse turnover is a significant challenge impacting healthcare systems worldwide.
  • Identifying factors influencing nurses' intention to leave is critical for workforce retention strategies.

Purpose of the Study:

  • To develop a conceptual model predicting nurses' turnover intention.
  • To identify direct and indirect predictors of nurses' turnover intention.

Main Methods:

  • Quantitative, non-experimental research design.
  • Survey administered to 308 registered nurses (RNs).
  • Utilized the Multidimensional Work Motivation Scale (MWMS) and the Practice Environment Scale of the Nursing Work Index (PES-NWI).

Main Results:

  • Job satisfaction (OR = 0.23) and absenteeism (OR = 2.5) were direct predictors of turnover intention.
  • Amotivation (OR = 0.59), identified regulation (OR = 0.54), intrinsic motivation (OR = 1.67), and nurse manager ability, leadership, and support (OR = 1.51) indirectly predicted turnover intention via job satisfaction.
  • The conceptual model identified key drivers influencing nurses' decisions to leave their positions.

Conclusions:

  • Strategic interventions must focus on enhancing job satisfaction and intrinsic motivation to reduce nurse turnover.
  • Positive perceptions of and support from nurse managers are vital for retaining nursing staff.
  • Addressing amotivation and promoting higher levels of motivation are essential for a stable nursing workforce.