Factors influencing turnover intention among registered nurses in Samar Philippines

Labrague, Leodoro J.; Gloe, Donna; McEnroe–Petitte, Denise M.; Tsaras, Konstantinos; Colet, Paolo C.

doi:10.1016/j.apnr.2017.11.027

Cited by 92 publications

(115 citation statements)

References 43 publications

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“…Consistent with previous studies (Flinkman, Leino-Kilpi, & Salanterä, 2010;van Dam, Meewis, & van der Heijden, 2013), younger nurses were more likely to report greater turnover intention. This is best exemplified by the reality faced by most young nurses in the Philippines, where they must deal with a heavy workload and start with low pay (Labrague et al, 2018). This is best exemplified by the reality faced by most young nurses in the Philippines, where they must deal with a heavy workload and start with low pay (Labrague et al, 2018).…”

Section: Discussionmentioning

confidence: 99%

“…Although previous works have demonstrated that stress can lead to poor nursing outcomes (eg Gray-Toft & Anderson, 1981a;Hayes et al, 2015;Labrague et al, 2018;Stalpers et al, 2017), it is unclear which stressors tend to affect such outcomes among nurses in the Philippines. Besides, several studies only used bivariate analysis to determine the relationship between stress and nursing outcomes (eg Hayes et al, 2015;Healy & McKay, 2000;Mosadeghrad, 2013).…”

Section: Introductionmentioning

confidence: 99%

“…Turnover is a concern for all nurse managers since nurses leaving work causes unnecessary expenditure for rehiring staff and work disruptions among remaining staff (Stokowski, 2014). Previous works show that stress is positively related to turnover intention among nurses in Iran (Mosadeghrad, 2013), Korea (Yoon & Kim, 2010), and in the Philippines (Labrague, Gloe, McEnroe-Petitte, Tsaras, & Colet, 2018). Previous works show that stress is positively related to turnover intention among nurses in Iran (Mosadeghrad, 2013), Korea (Yoon & Kim, 2010), and in the Philippines (Labrague, Gloe, McEnroe-Petitte, Tsaras, & Colet, 2018).…”

Section: Introductionmentioning

confidence: 99%

“…Besides, several studies only used bivariate analysis to determine the relationship between stress and nursing outcomes (eg Hayes et al, 2015;Healy & McKay, 2000;Mosadeghrad, 2013). Moreover, studies about nurses' stress conducted in the Philippines tend to have few respondents (<250), which reduces the generalizability of the findings (eg Labrague et al, 2018;Lu, 2008). Moreover, studies about nurses' stress conducted in the Philippines tend to have few respondents (<250), which reduces the generalizability of the findings (eg Labrague et al, 2018;Lu, 2008).…”

Section: Introductionmentioning

confidence: 99%

“…The Philippines is an ideal context for this study considering that hospitals there constantly need to mitigate nurse turnover brought about by increasing job stress (Labrague et al, 2018) and opportunities for higher salary abroad (Castro-Palaganas et al, 2017). The Philippines is an ideal context for this study considering that hospitals there constantly need to mitigate nurse turnover brought about by increasing job stress (Labrague et al, 2018) and opportunities for higher salary abroad (Castro-Palaganas et al, 2017).…”

Section: Introductionmentioning

confidence: 99%

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Specific stressors relate to nurses' job satisfaction, perceived quality of care, and turnover intention

Bautista

Lauria

Contreras

et al. 2019

Int J of Nursing Practice

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Aims To determine which stressor has the highest occurrence and what stressors are related to nurse outcomes, such as job satisfaction, perceived quality of care, and turnover intention. Background Numerous stressors have been identified in nursing practice, but it is unclear if specific stressors are related to nurse outcomes. Design The study used a cross‐sectional and descriptive‐correlational research design. Methods In July and August 2017, survey data were collected from 427 staff nurses employed in a large tertiary‐level private hospital in Metro Manila, Philippines. The Nursing Stress Scale was used to measure stress frequency. Structural equation modelling was used to determine the relationship of stressors and nurse outcomes. Results Exploratory and confirmatory factor analyses indicate nine Nursing Stress Scale factors. Workload is the most frequent stressor. Moreover, workload was negatively related to job satisfaction and perceived quality of care. Workload and conflict with nurses were positively related to turnover intention. Conclusions The Nursing Stress Scale has a different factor structure based on a survey of nurses in the Philippines. Only workload and conflict with nurses were related to specific nurse outcomes. Nurse managers should identify and mitigate stressors experienced by nurses since these can lead to turnover and poor quality of care.

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Section: Discussionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

See 3 more Smart Citations

Specific stressors relate to nurses' job satisfaction, perceived quality of care, and turnover intention

Bautista

Lauria

Contreras

et al. 2019

Int J of Nursing Practice

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Why Do Talented People Leave? Assessing Talent Turnover Risks Using a Hybrid Approach

Estiri,

Dahooie,

Qorbani

et al. 2024

Strategic Change

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Addressing the critical challenge of talent turnover in human resource management (HRM), the study aims to bridge the significant gaps in understanding the risks of talent turnover and the lack of robust frameworks for HR decision‐makers to assess and manage these risks effectively. Grounded in the resource‐based view (RBV), it introduces a hybrid methodology that synergizes failure mode and effects analysis (FMEA) with multi‐attribute decision‐making (MADM) methods using Z‐numbers. The research process involved an extensive literature review and expert panel discussions to curate an exhaustive list of turnover risks. These risks were appraised using FMEA technique and Z‐SWARA method. To validate the robustness of the evaluations, four different MADM methods were applied for risk ranking, which were then integrated using the BORDA count method. The framework's utility is exemplified by its application in a private bank in Iran, where it was used to identify and prioritize talent turnover risks. Findings reveals that skill underutilization, immigration, and underpayment are the most critical risks associated with talent turnover in our case, as confirmed by a sensitivity analysis. Practically, the framework equips HR managers with a robust tool for identifying and prioritizing talent turnover risks, facilitating strategic decision‐making in a uncertain business environment.

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Intention to leave the profession and related factors in nurses: A cross‐sectional study in Kermanshah, Iran

et al. 2023

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Aim: To investigate the intention to leave the profession and its related factors among nurses in Kermanshah, western Iran.Design: Cross-sectional study.Methods: A total of 377 nurses were enrolled in a stratified random sampling method.Data were collected by the Anticipated Turnover Scale and a sociodemographic information form. and analysed by descriptive and inferential statistics (logistic regression analysis). Results:The results showed that 49.6% (n = 187) of nurses tended to leave the profession and the mean score of intention to leave was 36.6 ± 0.5 of 60. There were no statistically significant differences between nurses who intended to leave and those who did not in terms of age, marital status, gender, type of employment, type of shift and work experience. But a statistically significant association was found between workplace (p = 0.041, adjusted OR = 2.07

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Factors influencing turnover intention among registered nurses in Samar Philippines

Cited by 92 publications

References 43 publications

Specific stressors relate to nurses' job satisfaction, perceived quality of care, and turnover intention

Specific stressors relate to nurses' job satisfaction, perceived quality of care, and turnover intention

Why Do Talented People Leave? Assessing Talent Turnover Risks Using a Hybrid Approach

Intention to leave the profession and related factors in nurses: A cross‐sectional study in Kermanshah, Iran

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