2015
DOI: 10.1016/j.ijnurstu.2015.06.017
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A structural equation model of turnover for a longitudinal survey among early career registered nurses

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Cited by 32 publications
(21 citation statements)
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“…10 One recent study at the Mayo Clinic found that higher burnout among physicians in diverse specialties predicted a reduction in work hours 1 year later, but did not report on turnover. 11 Some studies have found an association between physician or nurse satisfaction and turnover [12][13][14] or reduction in work hours, 15 but this research has not included validated burnout scales as predictors. A recently published research letter showed an association among physicians in diverse specialties at the Cleveland Clinic between burnout and the likelihood of leaving the organization 16 ; this is the only published study we could identify in the past 20 years that used formal burnout measures as predictors and actual turnover as the outcome.…”
Section: Introductionmentioning
confidence: 99%
“…10 One recent study at the Mayo Clinic found that higher burnout among physicians in diverse specialties predicted a reduction in work hours 1 year later, but did not report on turnover. 11 Some studies have found an association between physician or nurse satisfaction and turnover [12][13][14] or reduction in work hours, 15 but this research has not included validated burnout scales as predictors. A recently published research letter showed an association among physicians in diverse specialties at the Cleveland Clinic between burnout and the likelihood of leaving the organization 16 ; this is the only published study we could identify in the past 20 years that used formal burnout measures as predictors and actual turnover as the outcome.…”
Section: Introductionmentioning
confidence: 99%
“…Turnover intention is the result of a complex interplay of psychological, cognitive, and behavioural factors and has been found to predict the actual turnover behaviour (Brewer, Chao, Colder, Kovner, & Chacko, 2015; Flinkman, Isopahkala‐Bouret, & Salantera, 2013). Several previous studies have investigated NGN turnover intention, including its prevalence, determents, and outcomes (Cheng et al., 2014; Hawkins et al., 2019), but the studies have had limitations.…”
Section: Introductionmentioning
confidence: 99%
“…Elsewhere, it was suggested that the effect of negative work‐related events, for example, workplace violence, needs to be further explored (Yang, Lv, Zhou, Liu, & Mi, 2017). In addition to these gaps, earlier studies have mainly focused on nurses in the first year of practice; however, there is evidence that NGNs remain at high risk for turnover for the first several years of practice (Brewer et al., 2015). There is still a significant knowledge gap in the literature about risk factors for turnover intention in this population and up to date evidence is needed to help nursing managers and human resource officers ensure NGN retention.…”
Section: Introductionmentioning
confidence: 99%
“…One of the most important work attitudes influencing organisational behaviour is employee commitment (Klein, Cooper, Molloy, & Swanson, ). For example, in the context of nursing, commitment has been shown to predict nurse turnover (Brewer, Chao, Colder, Kovner, & Chacko, ) and job performance (Tourigny, Baba, Han, & Wang, ). However, one knows little about how commitment and motivation jointly influence nurses' proactive behaviour.…”
Section: Introductionmentioning
confidence: 99%