Decent work, work engagement, and turnover intention among registered nurses: a cross-sectional study

Abstract

Background Nurses face substantial career challenges arising from global pandemics, economic crises, and their roles in conflict-ridden areas. In this context, the rights of nurses pertaining to decent work, such as freedom, fairness, safety, and dignity, are not adequately safeguarded. This study examines decent work status among Chinese nurses and its links to demographics, work engagement, and turnover intention. Methods A cross-sectional study design was used following STROBE guidelines. Through a convenient sampling method, a total of 476 nurses were surveyed. These participants were drawn from three esteemed tertiary Grade A hospitals in Hangzhou, with data collection spanning from June to August in 2023. We used a comprehensive set of assessment instruments, encompassing an evaluation of demographic characteristics, the Decent Work Perceptions Scale (DWPS), the Utrecht Work Engagement Scale (UEWS), and turnover intention questionnaire. Bootstrapping procedures were used to ensure the robustness and reliability of the model. Results The study revealed that nurses' perceptions of decent work significantly impacted work engagement (β = 0.603, p < 0.001) and turnover intention (β = -0.275, p < 0.001). Work engagement operated as a mediator between decent work and turnover intention, decreasing the likelihood of nurses leaving their positions (β = -0.062, p < 0.001). Factors such as age, years of working experience, professional title, job category, and attendance at professional conferences significantly influenced nurses' perceptions of decent work (all p < 0.05). Conclusions This study examines factors affecting decent work among nurses and explores its connection with work engagement and the intention to leave. Despite limitations (sample, social desirability bias), the study offers valuable insights for nursing practice. This suggests managers improve decent work for young nurses through rational shift schedules and continuous education. Policymakers should consider adjusting nursing policies for better employment conditions.

Association between abusive supervision and nurses’ withholding voice about patient safety: the roles of impression management motivation and speak up-related climate

“…Fourth, the study was carried out only in a single public hospital in the Taizhou region, potentially constraining the generalizability of the results. Therefore, future research could benefit from conducting surveys in multiple centres with larger samples to enhance the representativeness and generalizability of the results [ 22 ]. Finally, the study was cross-sectional and provided evidence rather than causal inferences.…”

“…This study utilized a convenience sampling method to survey clinical nurses from Taizhou Hospital, Zhejiang Province, China. The choice of this method was influenced by time and resource constraints [ 22 ]. Taizhou Hospital has been dedicated to providing a wide range of clinical acute treatments to the residents of Taizhou and its environs.…”

“…Ultimately, the study involved 427 nurses from a total population of 1413 nurses, and all 427 distributed questionnaires were successfully collected. After removing eight questionnaires with abnormal responses, 419 questionnaires remained valid, resulting in an effective response rate of 98.13% [ 22 ].…”

The relationships between precarious employment, having a calling, and occupational well-being among young nurses: a cross-sectional study

“…Other factors influencing occupational well-being include consideration of personal life situations, autonomy [4,10], a sense of control over work, and relationships with other professionals [11,17]. Studies show that young nurses experience more burnout, less work engagement, and have a higher intention to leave the occupation compared to older nurse [18,19]. Moreover, they perceive the work environment more negatively and are unsatisfied with their individual expectations [20].…”