Factors Influencing Turnover Intention in Clinical Nurses: Compassion Fatigue, Coping, Social Support, and Job Satisfaction

Yang, YoungSoon; Kim, Jong Kyung

doi:10.11111/jkana.2016.22.5.562

Cited by 28 publications

(36 citation statements)

References 18 publications

Supporting

Mentioning

Contrasting

Unclassified

Order By: Relevance

“…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?…”

Section: Resultsmentioning

confidence: 99%

See 1 more Smart Citation

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

Zamel

Abdullah

Piaw

2020

Home Health Care Management & Practice

View full text Add to dashboard Cite

Nursing retention is a critical issue for organization. High nurses’ turnover impact negatively on an organization requirement to meet patient needs and quality care. This integrative review aims to critically review and synthesize published studies to obtain better understanding of the determinants of nurse’s intention to leave or stay in the organization. Thirty-seven studies which met the inclusion criteria from different locations using a variety of instruments and research designs were identified using PRISMA guideline. Many factors including job satisfaction, organizational commitment, quality of work life, work environment, leadership style, bullying at work, family reason, and job security were identified to be associated negatively with nurse’s intention to leave and positively with intention to stay in organization. More qualitative studies are needed to understand in depth, the reasons and factors that underlie and influence turnover, intention to leave or remain in organization.

show abstract

Section: Resultsmentioning

confidence: 99%

“…16,28 Also, intention to leave was affected by job satisfaction, which was affected by workload, problem coping, peer, family, friend support, and compassion fatigue. 18…”

Section: Job Satisfactionmentioning

confidence: 99%

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

Zamel

Abdullah

Piaw

2020

Home Health Care Management & Practice

View full text Add to dashboard Cite

show abstract

“…The relationship between PTSD (independent variable) and turnover intention (dependent variable), as well as the buffering effect of supervisor support as an effect modifier, was examined by multiple regression analysis. Work experience, work position, shift work, department, marital status, level of education, annual income, mental health status, difference in stress levels, and level of involvement in the care of MERS patients were considered as covariates (Jeong et al, 2008; Mosadeghrad, 2013; Yang & Kim, 2016).…”

Section: Methodsmentioning

confidence: 99%

Assessing the Presence of Post-Traumatic Stress and Turnover Intention Among Nurses Post–Middle East Respiratory Syndrome Outbreak: The Importance of Supervisor Support

Jung

Lee

et al. 2020

Workplace Health Saf

131

159

View full text Add to dashboard Cite

Background: South Korea faced the Middle East Respiratory Syndrome (MERS) outbreak for the first time in 2015, which resulted in 186 infected patients and 39 deaths. This study investigated the level of posttraumatic stress disorder (PTSD) and turnover intention, the relationship between PTSD and turnover intention, and the buffering effect of supervisor support among nurses post-MERS outbreak. Methods: In total, 300 nurses from three of 15 isolation hospitals in South Korea were invited to participate. We collected data pertaining to PTSD, turnover intention, supervisor support, work-related factors, and socio-demographic factors through a structured survey distributed to the nurses at the hospitals after the outbreak. For the statistical analyses, descriptive statistics and multiple regression were employed. Findings: Of the 147 participants, 33.3% were involved in the direct care of the infected patients, whereas 66.7% were involved in the direct care of the suspected patients. More than half (57.1%) of the nurses experienced PTSD, with 25.1% experienced full PTSD and 32.0% with moderate or some level of PTSD. The mean score of turnover intention was 16.3, with the score range of 4 to 20. The multiple regression analysis revealed that PTSD was positively associated with turnover intention, and supervisor support had a strong buffering effect. Conclusion/Application to Practice: These findings confirmed that after a fatal infectious disease outbreak like MERS, nurses experience high level of PTSD and show high intention to leave. Organizational strategies to help nurses to cope with stress and to prevent turnover intention, especially using supervisor support, would be beneficial.

show abstract

“…No statistically significant differences were observed between SCNs and NSCNs with respect to the number of hospitals at which they had worked. Generally, high work‐related burden decreases job satisfaction, which then leads to a greater intention to leave (Yang & Kim, ). SCNs' job satisfaction was higher than that of NSCNs (Roney & Acri, ).…”

Section: Discussionmentioning

confidence: 99%

Clinical practice and work‐related burden among second career nurses: A cross‐sectional survey

Hama

Takai

Noguchi‐Watanabe

et al. 2019

Journal of Clinical Nursing

View full text Add to dashboard Cite

Aims and Objectives:To explore the differences in clinical practice activities and work-related burden between nurses with past work experience other than nursing (second career nurses: SCNs) and nurses without any past work experience (nonsecond career nurses: NSCNs). Background:The number of SCNs is increasing. Some studies note that SCNs must perform additional clinical practice activities and experience more work-related burden than NSCNs. However, there are no quantitative studies exploring SCNs' clinical practice and work-related burden. Design:A cross-sectional survey. Methods:Research was conducted according to the STROBE statement. Participants were 2,013 nurses working at 56 hospitals in Japan. A 30-item questionnaire was developed to capture clinical practice activities using clinical ladders, asking about the types of clinical practice activities participants had practiced. Every practiced activity received a score of 1. The total count of each clinical practice activity was then summed. The quantitative workload (QW) scale score was used to investigate levels of QW. Higher QW scores indicated higher levels of work-related burden. These variables were then compared between SCNs and NSCNs, and the factors that were associated with high QW among SCNs were examined.Results: Altogether, 961 participants (328 SCNs and 633 NSCNs) were included in the analyses. No significant differences were shown in clinical practice activities between the groups; however, SCNs' QW was significantly higher than was NSCNs' after controlling for demographic variables. SCNs' high QW was associated with the following variables: unmarried marital status, not having role model nurses and previous employment as a care worker. Conclusions:Quantitative workload was significantly higher among SCNs than among NSCNs. Tailored support for SCNs' high QW based on their specific needs should be considered.Relevance to clinical practice: These results can help nurse managers reduce SCNs' work-related burden and illustrate future research directions for this minority group. | 3289 HAMA et Al.

show abstract

Factors Influencing Turnover Intention in Clinical Nurses: Compassion Fatigue, Coping, Social Support, and Job Satisfaction

Cited by 28 publications

References 18 publications

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

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

Assessing the Presence of Post-Traumatic Stress and Turnover Intention Among Nurses Post–Middle East Respiratory Syndrome Outbreak: The Importance of Supervisor Support

Clinical practice and work‐related burden among second career nurses: A cross‐sectional survey

Contact Info

Product

Resources

About