Generational Differences in Nurses’ Intention to Leave

Koehler, Thomas; Olds, Danielle

doi:10.1177/0193945921999608

Cited by 22 publications

(24 citation statements)

References 43 publications

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“…Additionally, the intention to leave tends to decrease with age. Previous studies pointed to younger nurses as a risk group for turnover [4,20,39]. The inverse association between the nurses' age and intention to leave reflects the need to improve the working conditions in younger age groups.…”

Section: Discussionmentioning

confidence: 99%

“…The results are consistent with previous studies, alerting to the importance of retaining young professionals. Strategic intervention in this area may mitigate its future effect on the profession and health systems, as the intention to leave may evolve to abandoning the profession and aggravate the already evident shortage of nurses [4,20,39].…”

Section: Discussionmentioning

confidence: 99%

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Organizational Commitment and Intention to Leave of Nurses in Portuguese Hospitals

Neves

Parreira

Rodrigues

et al. 2022

IJERPH

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Intention to leave is influenced by the commitment and individual and structural factors. It is a critical dimension in health systems due to the shortage of professionals and the potential impact on the quality of care. The present paper: (i) characterizes organizational commitment and intention to leave; (ii) analyzes the relationship between structural factors (such as, work environment and nurse staffing), individual factors (age), and nurses’ organizational commitments and intention to leave; and (iii) analyzes the differences in the intention to leave and in the organizational commitment according to service specialty, nurses’ specialization, and contractual relationship in Portuguese public hospitals. A cross-sectional study was conducted with a sample of 850 nurses from 12 public hospitals units. The results show a high affective and continuance commitment of nurses with the hospital, and a reduced tendency of the intention to leave. A significant positive association was also found between the intent to leave and individual/structural factors. Organizational commitment and intention to leave levels are satisfactory, despite the influence of several factors, such as nurse staffing, work environment, or other opportunities for professional development. The results identify particularly sensitive areas that, through adequate health and management policies, can reduce nurses’ intentions to leave and promote the sustainability of the health system.

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Section: Discussionmentioning

confidence: 99%

Section: Discussionmentioning

confidence: 99%

Organizational Commitment and Intention to Leave of Nurses in Portuguese Hospitals

Neves

Parreira

Rodrigues

et al. 2022

IJERPH

View full text Add to dashboard Cite

show abstract

“…7 Intent to leave is a nurse's self-reported plan to leave his or her job. 8 Intention to leave is influenced by individual and work-related factors. 9 Examples of individual factors include pursuing higher education, career advancement, 10 and burnout.…”

mentioning

confidence: 99%

Identifying Potentially Preventable Reasons Nurses Intend to Leave a Job

Taylor-Clark

Swiger

Anusiewicz

et al. 2022

JONA: The Journal of Nursing Administration

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The aim of this study was to describe the relationships between intent to leave, reasons nurses intend to leave, and the nursing work environment in military hospitals. BACKGROUND: Intention to leave is a precursor of nurse turnover. The reasons nurses intend to leave may be influenced by leader interventions and potentially preventable. METHODS: This descriptive, correlational secondary analysis included 724 nurse survey responses from 23 US Army hospitals. Bivariate correlations and predictive modeling techniques were used.RESULTS: Forty-nine percent of nurses indicated they intended to leave, 44% for potentially preventable reasons. Dissatisfaction with management and the nursing work environment were the top potentially preventable reasons to leave. Nurses who intended to leave for potentially preventable reasons scored aspects of the nursing work environment significantly lower than those intending to leave for nonpreventable reasons. CONCLUSIONS: Identifying potentially preventable reasons in conjunction with intent to leave can provide leaders opportunities to intervene and influence turnover intention.

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“…While not the same as depression, it appears to be a risk factor for myriad psychiatric problems, such as depression, anxiety disorders, substance use, posttraumatic stress disorder (PTSD), suicidal ideation, and neurocognitive problems, as well as family and relationship problems. 18,19 In recent years, several studies have linked burnout with the intent to completely leaving the nursing profession 20,21 and before the pandemic, up to 21% of nurses reported intent to leave their job or the profession. 22…”

Section: Mental Health and Nurse Suicidementioning

confidence: 99%

The Nurse Leader's Role in Nurse Substance Use, Mental Health, and Suicide in a Peripandemic World

Choflet

Barnes

Zisook

et al. 2022

Nursing Administration Quarterly

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Nurses are known to be at an increased risk of death by suicide, and recent studies have found links between nurse suicide, substance use, mental health issues, and job problems. Because of stigma, inaccessibility of resources, and regulatory and legal issues, nurses are unlikely to seek help unless a crisis forces them into treatment. The purpose of this article is to review the current understanding of nurse suicide, the psychological impact of the novel coronavirus (COVID-19) pandemic, the strategic planning approach to identify the needs of nurses, and promising interventions and practices. Evidence-based strategies to intervene at the personal, institutional, and regulatory levels should be employed to reduce nurse suicide by focusing not only on suicide but also on treatment of substance and mental health issues, as well as a renewed focus on disciplinary procedures that may place nurses in immediate danger of death by suicide. Nurse leaders have a moral obligation to provide proactive, meaningful interventions to reduce the risk of death by suicide among nurses.

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Generational Differences in Nurses’ Intention to Leave

Cited by 22 publications

References 43 publications

Organizational Commitment and Intention to Leave of Nurses in Portuguese Hospitals

Organizational Commitment and Intention to Leave of Nurses in Portuguese Hospitals

Identifying Potentially Preventable Reasons Nurses Intend to Leave a Job

The Nurse Leader's Role in Nurse Substance Use, Mental Health, and Suicide in a Peripandemic World

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