Factors influencing public hospital nurses’ intentions to leave their current employment in Jordan

Abstract

Background: Shortage of nurses resulting from nurses migration, has created a health care crisis in developing countries and has adversely affected the quality of nursing care provided to patients. The main objective of this study was to investigate the factors influencing Jordanian public hospital nurses’ intent to leave their current employment. Methods: A cross-sectional survey was conducted among 348 registered nurses randomly selected from two public referral hospitals, Al Bashier Teaching Hospital, and Amirah Basma Teaching Hospital, Jordan. Data to investigate the nurses’ satisfaction and their intention to leave were collected using self-administered questionnaire compromised 28 factors included in seven dimension: Administrative support, supervision and leadership, interaction with co-workers, work related factors, staff development practices, pay and promotion system, and control and responsibility. Data collected over a 4-month period (December 13, 2015 to April 7, 2016). Results: of the 348 registered nurses 212 (60.9%) had an intention to leave their current work. The average satisfaction rate for all dimensions was (2.83). The dominant factors were not satisfied nurses (mean<3) and influencing their intention to leave were Pay and benefits, nurse to bed ratio due to shortage of nurses, and praising and recognitions for achievement. The variables gender, work experience, and nursing role yielded significant associations with intent to leave (p<0.05). Conclusions: The study showed that the majority of nurses were dissatisfied and had intention to leave their current job. Developing strategies to increase retention of nurses such as salaries and benefits should be periodically reviewed in light of the national consumer index, in addition to other strategies could improve nursing retention and quality of nursing care.

Magnitude of Nurses’ Intention to Leave Their Jobs and Its Associated Factors of Nurses Working in Tigray Regional State, North Ethiopia: Cross sectional study

“…The male gender as a predictor is consistent with two study results from Jordan which male nurses were more likely to leave their current position than female nurses [26,44]. And also it is consistent with the study result from Italy that the male gender was listed as a predictor of intention to leave [34].…”

“…The other reason could be due to difference in the levels of health facilities as study settings in those studies. Moreover, our result is lower than 60.90% in Jordan [26], 61% in South Korea [27] and 49.50% in Turkey [28]. The difference could be due to the difference in nurse participants' workplace setting, small sample size and the use of one item questionnaires in the other studies.…”

Factors Influencing Nurses’ Intention to Leave and Intention to Stay: An Integrative Review

“…In qualitative studies, thematic analysis strategies were used by Washeya and NVivo version 8 was used by Yunus et al 39,40 Al Momani 12 Fernet et al 13 Faraji et al 14 Quantitative descriptive studies Yang and Kim 18 Yasmin and Marzuki 19 Mosadeghrad 20 Quantitative descriptive studies Ramoo et al 22 Heinen, et al 23 Mariani 24 Cortese 25 Cummings 26 Quantitative descriptive studies 1. Is the sampling strategy relevant to address the research question?…”

Organizational commitment and turnover intention among rural nurses in the Philippines: Implications for nursing management

“…Numerous variables, both individual and organizational, have been found to influence nurses' turnover intention. Individual – related variables included: age [3,14], gender [15], and work tenure [[16], [17], [18]]. Organizational variables included: the number of hospital beds [3], insufficient job orientation [3], job stress, the practice environment, inadequate management support [19], a poor workplace environment [20], poor staffing levels [21], the actual place of work [3], and insufficient career opportunities [3].…”