From organisational justice to turnover intention among community nurses: A mediating model

Abstract

Aims and objectives To identify the situation of organisational justice, organisational support, work engagement and turnover intention among community nurses and clarify the relationship among them. Background Nurse shortage has become a worldwide issue, and the shortage of community nurses is more serious. Nurse turnover is one important factor for this situation. While previous studies about turnover intention mostly focused on hospital nurses, few involved community nurses. Design A descriptive, cross‐sectional design was adopted. Methods Questionnaire investigation was implemented among 410 community nurses to collect data about organisational justice, organisational support, work engagement and turnover intention. Structural equation modelling was applied to test the hypothesised model. The STROBE statement for observational studies was followed. Results Results showed the average score of turnover intention was 2.50 ± 0.75. The final model indicated: (a) work engagement had a direct negative effect on turnover intention; (b) organisational support had both direct and indirect effects on turnover intention, and the indirect effect was mediated by work engagement; and (c) organisational justice had an indirect effect on turnover intention mediated by organisational support. Conclusion Turnover intention could be reduced directly or indirectly by improving work engagement, organisational support and organisational justice. Relevance to clinical practice This study provides evidence for community health centre managers and policymakers to improve the level of nurses' engagement and to retain more nurses in primary healthcare service.

Effects of nursing work environment on work‐related outcomes among psychiatric nurses: A mediating model

“…In addition, positive nursing work environment could encourage nursing staff to be engaged into their work. And engaged nurses usually showed positive attitudes towards their jobs and lower intention to shift their jobs (Huang, Li, & Wan, 2019; Schaufeli & Bakker, 2004a).…”

The Relationship Between Perceived Ethical Leadership, Organizational Justice, and Turnover Intention Among General Hospital Nurses

“…Considering that the nurses' ethical leadership, organizational justice and turnover intention scale and sub-dimension scores were evaluated over 5, the total score of the organizational justice scale was 3.59 ± 0.76, the mean score of the interaction justice sub-dimension was 3,14 ± 0.87, the mean score of the procedural justice sub-dimension was 3.96 ± 0.92, and the mean score of the distribution justice was 3.99 ± 0.97. The most common difficulties nurses face in their work life are role ambiguity, perceived organizational support, and perceived low organizational justice (Huang et al, 2019). Considering that the highest mean score of the turnover intention scale was 14, and the highest score was 6.96 ± 2.85 in our study.…”

“…There are studies in the literature that determines why and how nurses leave their jobs (Tummers, Groeneveld, & Lankhaar, 2013). Mobbing, negative work environments, and low organizational justice are among the reasons for turnover in the health sector (Huang, Li, & Wan, 2019). However, there are limited studies in the literature examining the effect of organizational justice perception and ethical leadership, an important factor in the formation of this perception (Barkhordari-Sharifabad, Ashktorab, & Atashzadeh-Shoorideh, 2017), on turnover intention among nurses.…”

Hemşirelerin Verimliliğe İlişkin Tutumları ve Etkileyen Faktörler

“…Bu çalışmada genç hemşirelerin verimliliğe ilişkin genel tutumlarının yanı sıra "çalışma koşulları", "işin talepleri" ve "ekip çalışması" alt boyutlarına ilişkin tutumlarının daha olumlu olduğu belirlenmiştir. Çalışma sonuçlarımıza benzer şekilde bazı çalışmalarda [18][19][20][21][22][23] da genç hemşirelerin verimliliğe ilişkin puan ortalamalarının ileri yaş grubu hemşirelere göre daha yüksek olduğu bulunmuştur. Diğer taraftan ileri yaş grubundaki hemşirelerin ise çalışma koşullarına yönelik tutumları genç hemşirelerden daha olumludur.…”

“…Doğan ve Tatlı (2010) ise iletişim eksikliği, iş stresi, yetersiz ücret, yetersiz eğitim, ihtiyaç duyulan teknolojiden yararlanılmaması gibi durumların hemşirelerin işgücü verimliliğinin azalmasına neden olduğunu bulmuştur 14 19 . Aynı zamanda hemşirelerin karşılaştığı zorluklar arasında rol belirsizliği, özerklik ihtiyacının karşılanmaması 20 , algılanan mesleki stres, çalışma yaşam kalitesinin düşüklüğü 21 algılanan örgütsel destek ve algılanan örgütsel adalet düşüklüğü 22 yer almaktadır. Tüm bu faktörler çalışma koşulları alt boyut puan ortalamasının nispeten düşük olmasına neden olabilir.…”