Factors related to the intention to leave and the decision to resign among newly graduated nurses: a complete survey in a selected prefecture in Japan

Tei-Tominaga, Maki

doi:10.1007/s12199-012-0320-8

Cited by 30 publications

(43 citation statements)

References 26 publications

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“…Results of the research it supports research conducted by Tominaga (2013) which concluded that the characteristics of the individual effect is significant the intention to leave the research supporting the theory.…”

Section: The Characteristics Of Individual Significant Effect On Intesupporting

confidence: 76%

The Effect of Individual Characteristics, Competence and Quality of Work Life On Work Motivation, Intention to Leave and Employee Performance Outsoursing Manufacturing Company in East Java Province

Sumantri

Brahmasari²,

Mujanah³

2017

ABR

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The existing regulations are not yet adequate to regulate the outsourcing that has been running in the middle of economic life. This condition affects workers labor/looked at as an object that can be exploited. Outsourcing problems in Indonesia is getting worse along with the practice of outsourcing has been legalised by the Government with the Act No. 13 of 2003 On Labor that much controversy it. This research aims to demonstrate and analyze the influence of individual characteristics, competence, quality of work life against motivation, intention to leave and employee performance employee outsoursing outsourcing manufacturing company in East Java province. The population in the research this is the employee outsourcing manufacturing company in East Java province totaled 774 people and the sample numbered 264 people. Method of data processing is using SEM (Equational Structure Modeling) with AMOS version 18. The result of discussions can be concluded that 1) Characteristics of the individual significant effect on work motivation, 2) Characteristics of the individual significant effect on competency, 3) Characteristics of the individual significant effect on intention to leave, 4) Characteristics of the individual no significant effect on the employee performance, 5) Competence significant effect on work motivation, 6) Competence significant effect on intention to leave, 7) Competence significant effect on to the employee performance, 8) Quality of work life significant effect on work motivation, 9) Quality of work life significant effect on intention to leave, 10) Quality of work life significant effect on the employee performance, 11) Work motivation significant effect on intention to leave, 12) Work Motivation significant effect on the employee performance and 13) Intention to leave no significant effect on the employee performance.

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Section: The Characteristics Of Individual Significant Effect On Intesupporting

confidence: 76%

The Effect of Individual Characteristics, Competence and Quality of Work Life On Work Motivation, Intention to Leave and Employee Performance Outsoursing Manufacturing Company in East Java Province

Sumantri

Brahmasari²,

Mujanah³

2017

ABR

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“…The findings on the presence of a role model in this study contrasts with previous findings that the presence of a role model consistently influences intention to leave and decision to resign among newly graduated Japanese nurses who were hired in 2008-2009 (categorised in this study within the generation born during the 1980s) [21,23]. This might be influenced by the unique characteristics of 'Generation Yutori' (sophisticated media and computer environment, lacking ambition, etc.)…”

Section: Generation-specific Factorscontrasting

confidence: 99%

“…The present study revealed two factors which have decreased risk of intentions to leave: social support, which was a common generational factor in three generations (those born between 1965 and 1979, in the 1980s, and after 1990), and the presence of a role model, which was a common generational factor for all generations except the one born after 1990. These findings support previous findings regarding social support [20][21][22] and the presence of a role model [21,23], and highlight the need to strengthen human resource support and social support in the workplace, which could be acceptable countermeasures at the hospital level for reducing intention to leave among female nurses.…”

Section: Generation-common Factorssupporting

confidence: 89%

“…Social support in nurses' workplaces was assessed using a three-item original scale, which was developed by the researchers after referring to previous studies [21,22,36]. Each item asked for the participants' perceptions of supportive conditions at work (e.g., 'In our workplace, members help each other in their work').…”

Section: Social Support In the Workplacementioning

confidence: 99%

“…Responses were scored on a four-point Likert-type scale, with higher scores representing greater intention to leave. As employees' intentions to leave are the greatest predictor of turnover [11], nurses with a score in the upper quartile of intention to leave (≥18) were defined as a group at considerable risk to leave referring to the previous study [21].…”

Section: Intention To Leavementioning

confidence: 99%

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Generation-Common and-Specific Factors in Intention to Leave Among Female Hospital Nurses: A Cross-Sectional Study Using a Large Japanese Sample

Tei-Tominaga

Asakura

2018

J Intensive Crit Care

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An understanding of the conditions that determine the factors affecting nurses' intention to leave is important for countries suffering from nurse shortage. Aim: to examine factors influencing intention to leave among female hospital nurses in a large Japanese sample, classified into four generations by age and considering economic conditions. Methods: a cross-sectional survey with convenience sampling was conducted. Anonymous self-administered questionnaires were distributed to all nurses in 30 hospitals. To assess intention to leave, basic attributes, life conditions, work characteristics, and factors of psychosocial work environment were addressed. After classifying data into four generations based on age cohorts, we conducted multivariate logistic regression analysis using the completed data (N = 5074, mean age = 36.24 years). Results: regardless of the generational characteristics influenced by economic conditions, effort and monetary reward were generation-common factors. Over-commitment, social support, and the presence of a role model were generation-common factors in three generations. While having children increased intention to leave in the generation born in [1965][1966][1967][1968][1969][1970][1971][1972][1973][1974][1975][1976][1977][1978][1979], having family members in need of caregiving other than children decreased the risk in the generation born in the 1980s. Conclusion: generational countermeasures considering factors of psychosocial work environment and life conditions are needed to avert female nurse turnover.

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Predictors of the intentions to leave among nurses in an academic medical center

Sato

Sugawara

et al. 2022

PCN Reports

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Aim: Nurses are an essential human resource for the healthcare system. However, high turnover of nurses is a current issue. Reducing the high turnover of nurses is crucial for facilitating the sustainable provision of care in hospitals. The purpose of this study was to explore the factors affecting nurses' intentions to leave among nurses in an advanced medical center.Methods: Using a cross-sectional design, we conducted a questionnaire survey of nurses working at an academic medical center in August 2020. Of the 1063 distributed questionnaires, there were 821 (77.2%) valid responses. The questionnaire included items on the Kessler 6 (K6), New Brief Job Stress Questionnaire (New BJSQ), Organizational Justice Questionnaire (OJQ), and intention to leave a hospital job.Results: Overall, the mean age of the nurses was 34.3 ± 10.1 years and 87.8% (721/821) of them were female. Among respondents, 19.5% (160/821) had a strong intention to leave. After adjusting for all the variables, a logistic regression analysis revealed that longer working hours, job rank (staff nurse), work-self-balance positive (imbalance), workplace harassment (no bullying), and interactional justice (unfair supervisor) were determinants associated with strong intentions to leave.Conclusions: Approximately one-fifth of nurses working at advanced medical center had a strong intention to leave. However, our findings can help managers predict the turnover of nurses by understanding occupational characteristics. Managing work-selfbalance and treating staff fairly could improve work environments. Further research focusing on the outcome of actual turnover rather than intention to leave is needed.

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Factors related to the intention to leave and the decision to resign among newly graduated nurses: a complete survey in a selected prefecture in Japan

Abstract: Our findings suggest that, while investment in facilities and human capital may have short-term benefits, measures from a long-term perspective are needed for the prevention of future resignations among NGNs.

Cited by 30 publications

References 26 publications

The Effect of Individual Characteristics, Competence and Quality of Work Life On Work Motivation, Intention to Leave and Employee Performance Outsoursing Manufacturing Company in East Java Province

The Effect of Individual Characteristics, Competence and Quality of Work Life On Work Motivation, Intention to Leave and Employee Performance Outsoursing Manufacturing Company in East Java Province

Generation-Common and-Specific Factors in Intention to Leave Among Female Hospital Nurses: A Cross-Sectional Study Using a Large Japanese Sample

Predictors of the intentions to leave among nurses in an academic medical center

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