Factors Affecting Turnover Intention among New Graduate Nurses: Focusing on Job Stress and Sleep Disturbance

Abstract

Despite the high prevalence of nurses’ turnover and the turnover intention of new nurses, there are insufficient studies examining turnover intention at the time when job orientation is completed and independent nursing commences. Thus, this study examined turnover intention levels and identified the factors affecting turnover intention of new Generation Z nurses, focusing on job stress and sleep disturbance, at the eighth week after completing job orientation. This was a cross-sectional descriptive correlational study. Using a convenient sampling method, 133 new nurses were recruited. Data were collected using a structured questionnaire consisting of demographic and occupational characteristics, job stress, sleep disturbance, and turnover intention. Descriptive statistics were computed to describe the sample and interest variables. Logistic regression analysis was performed to examine the association of job stress and sleep disturbance with turnover intention. Most nurses were women (91.7%) and approximately two-thirds worked in the surgical ward (n = 61, 45.9%). Turnover intention was 12.8%, average job stress was 40.11 ± 90.7, and average sleep disturbance was 42.39 ± 15.27. New graduate nurses’ turnover intention was associated with job stress (OR = 1.07, 95% CI = 1.02–1.12) and sleep disturbance (OR = 1.19, 95% CI = 1.05–1.35), and this model explained 47.7% of the variance. Study findings determine that job stress and sleep disturbance were significant predictors of turnover intention in new nurses at the eighth week after joining the hospital. Therefore, nursing administrators should focus on new nurses’ job stress and sleep disturbance, and provide them with timely assessment and management to reduce turnover intention.

Success factors in adaptation of newly graduated nurses: a scoping review

“…Accompanying transition based on respectful feedback, effective socialisation improves confidence and skills in managing disputes [ 62 ]. The preceptor must provide feedback and guidance via positive and constructive feedback to foster a conducive learning environment [ 27 ]. Preceptors and newly graduated nurses frequently cited feedback workshops and the NRP Generation Pact as effective strategies to receive positive feedback [ 23 ].…”

“…Preceptors and newly graduated nurses frequently cited feedback workshops and the NRP Generation Pact as effective strategies to receive positive feedback [ 23 ]. The Generation Pact feedback system is an agreement between newly graduated nurses and supervisors to provide daily or frequent feedback to each other on the performance of various aspects of professional nursing [ 27 ]. This strategy encourages newly graduated nurses to identify means of obtaining the feedback required to maintain or restore their self-confidence.…”

“…Newly graduated nurses perceived that effective communication skills were essential in the transition–integration process to establish collaborative nurse–physician relationships [ 18 ]. Good communication also aids newly graduated nurses’ socialisation, especially in building social networks and facilitating teamwork integration [ 27 ]. An interdisciplinary patient care cycle such as SBAR (Situations, Backgrounds, Assessments, and Recommendations), communication, and telephone call techniques were suggested as effective collaboration enhancement strategies [ 18 ].…”

“…These initiatives are vital to prepare newly graduated nurses to face workplace environment and cultural challenges. However, intention to leave, job stress, and job satisfaction issues among newly graduated nurses remain a concern for researchers, as they significantly affect the organisation [ 27 , 28 ].…”

Turnover Intention Model: Self -Determination Theory Approach

“…In addition, nurses also face high levels of negative health (nurse ill-being rate) such as Australia (44.11%), Belgium (67%), Brazil (60%), Canada (52%), Egypt (51%), India (51%), Ireland (82.72%), Lebanon (40.6%), Netherland (67.8%), Oman (75.6%), Spain (80.2%), Uganda (40%), UK (68%), and USA (63%) (Buchan et al, 2022). Similarly, several countries in Asia also indicate high nurse turnover rate, such as Japan (21.3%) (Buchan et al, 2022), China (20.2%) (Jiang & Tang, 2019), and South Korea (12.8%) (An et al, 2022). The level of nurse-ill being rate is also high, such as China (85%), South Korea (72.8%), and Taiwan Besides, in the midst of this outbreak, person-organization fit tend to be lower (low P-O fit) (Pashar et al, 2020).…”