Global prevalence of turnover intention among intensive care nurses: A meta‐analysis

Abstract

Background: Nurse turnover is considered a major cause of nurse shortage, representing problems for health care systems in terms of both quality and cost of care for patients, and intention to leave is the strongest practical predictor variable of actual turnover.Aim: This systematic review and meta-analysis aims at exploring the global prevalence of turnover intention in intensive care nurses.Design: This was a systematic literature review.Methods: A systematic review of empirical quantitative studies on turnover intention in nurses of intensive care units (ICUs), published in English till March 2021, was conducted. The databases PubMed, Embase, ISI Web of Knowledge, and CINAHL were searched. Eligible studies were observational or descriptive studies that reported the prevalence of turnover intention among nurses in all types of ICUs. The quality of studies was assessed using a modified Newcastle-Ottawa Scale. A random effect meta-analysis was conducted to estimate the pooled prevalence of turnover intention among ICU nurses.Results: We identified 18 cross-sectional studies investigating a total of 23 140 intensive care nurses from 23 countries. The intention to leave rate was ranged from 3.0% to 75.0%. The pooled prevalence of turnover intention was 27.7% (95% confidence interval: 21.6%-34.3%).Conclusions: This meta-analysis showed that more than 27% of the intensive care nurses had the intention to leave worldwide. In the current context of nursing shortage, efforts should be made to improve conditions for this important group of care providers.Relevance to clinical practice: The prevalence of turnover intention is relatively high among intensive care nurses. Nurse managers should take this intention seriously, as the intention to leave may lead to an actual decision to leave the profession.

The Influence of Organizational Factors on Registered Nurses’ Work Attitudes in Nigeria

“…This is especially so because of its negative effect on health care outcomes (Huang, Xia, Zhao, Pan, & Zhou, 2021;Huang, Wong, Shyu, Ho, Yeh, & Teng, 2021) given that most valued nurses are not retained (Malyon, 2019). Moreover, the changing demography amongst nurses which is increasingly being dominated by younger-aged (i.e., millennial) nurses (Waltz et al, 2020) poses a greater challenge because these younger nurses exhibit a higher level of turnover intention (Xu, Zeng, & Wu, 2021). To tackle the challenge of turnover intention among nurses, empirical studies have enquired into predictors, correlates and mitigators (Özkan, 2021;Yuan et al, 2021).…”

Factors Affecting Turnover Intention among New Graduate Nurses: Focusing on Job Stress and Sleep Disturbance

“…In the study, 20% of nurses who had turnover intention resigned from their job within the next 12 months, while only 8% of nurses who did not have turnover intention left their job. In a meta-analysis [ 14 ], the pooled turnover intention was approximately 28% among nurses in 23 countries, which was similar to that in South Korea. Turnover intention in new nurses was also prevalent (34%) [ 15 ].…”

“…The turnover intention of new nurses with eight weeks of work experience was 12.8%, which was lower than a pooled turnover intention of 28% among nurses with varied work experience from 23 countries and 31% in new nurses with the first three months of work experience [ 14 , 28 ]. In addition to the time difference (three months vs. two months) and country (Taiwan vs. South Korea) between the study of Yeh et al (2009) and this study, there were differences in sample characteristics and work environment, including gender (100% vs. 91.7% women), educational level (26% vs. 86.7% bachelor’s degree), level of working independence (60% vs. 0%), and nurses working at several hospitals vs. one hospital.…”

Investing in Canada’s nursing workforce post-pandemic: A call to action

“…• Policies promoting nurse control and autonomy (Meadows et al, 2000) • Leaders and policy makers need to develop and apply a better understanding of nursing labour market dynamics to inform their decision making during economic downturns to protect the long-term interests of the healthcare system (Alameddine et al, 2012) • Nurse managers should regularly monitor leaving intention in their organizations, for example with survey questionnaires or as a part of developmental discussions (Xu et al, 2021). • Human resources managers can identify reasons for turnover intention, thus allowing the development of context-specific interventions to prevent actual turnover.…”

“…Work environments • Improving job satisfaction through various measures (Han et al, 2018;Hutchinson et al, 2012;Xu et al, 2021). • Valuing and empowering staff: appreciating and rewarding individuals to eliminate feeling taken for granted (Bimpong et al, 2020;Moseley et al, 2008) • Flexible working and a family-friendly, supportive, & safe working environment (Meadows et al, 2000;Nevidjon & Erickson, 2001).…”