Improving nurse retention in the National Health Service in England: the impact of job satisfaction on intentions to quit

Shields, Michael A.; Ward, Melanie

doi:10.1016/s0167-6296(01)00092-3

Cited by 477 publications

(520 citation statements)

References 21 publications

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“…Second, as a consequence of PSED, employees may perceive the organization that provides training courses as signalling its concern for the maintenance or growth of the competences of the workforce. The latter is supported by Shields and Ward (2001) who found that dissatisfaction with training opportunities has a stronger impact on job satisfaction than dissatisfaction with workload and pay. Third, the possibility to develop new skills and competences enhances the level of the employees' employability both within and outside the firm (cf.…”

Section: The Indirect Effect Of Psed On Turnover Intentions Via Job Smentioning

confidence: 88%

Does perceived support in employee development affect personnel turnover?

Koster¹,

Grip

Fouarge

2011

The International Journal of Human Resource Management

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This paper focuses on the question whether it is beneficial for firms to invest in the general skills of their workforce or that these training investments merely encourage personnel turnover. We examine two contrary theoretical perspectives on how investments in employee development are related to their turnover behaviour. Estimation results derived from a sample of 2,833 Dutch pharmacy assistants show that participation in general training does not induce the intention of assistants to quit, as predicted by human capital theory. We find that a firm's investments in general training, significantly contribute to the perceived support in employee development (PSED) among their workforce. Our results also show that PSED is negatively related to the intention of employees to quit the firm. This effect is to a large extent mediated by the job satisfaction of pharmacy assistants. Our findings support the importance of social exchange theory in explaining turnover behaviour as a consequence of personnel development practices. It should be noted, however, that PSED only diminishes the intention to quit for other occupations.

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Section: The Indirect Effect Of Psed On Turnover Intentions Via Job Smentioning

confidence: 88%

Does perceived support in employee development affect personnel turnover?

Koster¹,

Grip

Fouarge

2011

The International Journal of Human Resource Management

View full text Add to dashboard Cite

show abstract

“…25 Table 4 presents the OLS estimation of equation (3) under di¤erent speci…cations and samples. 26 All regressions are weighted by the city's population and standard errors are clustered at the city level. The estimates indicate a negative and statistically signi…cant e¤ect of the number of foreign nurses on the number of native nurses in a given experience group -this result is robust to restricting the sample to cities with information for all years and experience groups (column (2)), to excluding nurses with a graduate degree (column (3)), to excluding the state of California and top nurse migrant cities (columns (4) and (5)), and to alternative ways of allocating foreign nurses into the experience groups (columns (6) and (7)).…”

Section: Variation In Experience Within Citiesmentioning

confidence: 99%

“…For example, Shields and Ward (2001) …nd that workloads, relations with colleagues, and promotion and training opportunities are all important determinants of the decision to quit nursing. A 2008 survey of 10,000 nurses conducted by the American Nurses Association (ANA) found that more than 50 percent of nurses were considering leaving their current job, and that nearly a quarter of all nurses were considering leaving the profession altogether.…”

Section: Working Conditionsmentioning

confidence: 99%

Foreign nurse importation and the supply of native nurses

Cortés

Pan

2014

Journal of Health Economics

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“…Clark, 2001). Shields and Ward (2001) investigate the role of job satisfaction for nurses' intentions to quit the profession, and find that satisfaction with promotion and training opportunities are of higher importance than, for example, satisfaction with wages. This has also been investigated using discrete choice experiments (Lagarde and Blaauw, 2009;Lagarde, 2010).…”

Section: No Differences Are Found By Personality Traitsmentioning

confidence: 99%

Nurses’ labour supply elasticities: The importance of accounting for extensive margins

Hanel

Kalb

Scott

2014

Journal of Health Economics

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Standard-Nutzungsbedingungen:Die Dokumente auf EconStor dürfen zu eigenen wissenschaftlichen Zwecken und zum Privatgebrauch gespeichert und kopiert werden.Sie dürfen die Dokumente nicht für öffentliche oder kommerzielle Zwecke vervielfältigen, öffentlich ausstellen, öffentlich zugänglich machen, vertreiben oder anderweitig nutzen.Sofern die Verfasser die Dokumente unter Open-Content-Lizenzen (insbesondere CC-Lizenzen) zur Verfügung gestellt haben sollten, gelten abweichend von diesen Nutzungsbedingungen die in der dort genannten Lizenz gewährten Nutzungsrechte. www.econstor.eu ABSTRACT Nurses' Labour Supply Elasticities: The Importance of Accounting for Extensive Margins * Many countries face a continuing shortage in nurses' labour supply. Previous research suggests that nurses respond only weakly to changes in wages. We estimate a multi-sector model of nursing qualification holders' labour supply in different occupations. A structural approach allows us to model the labour force participation decision, the occupational and shift-type choice, and the decision about hours worked as a joint outcome following from maximizing a utility function. Disutility from work is allowed to vary by occupation and also by shift type in the utility function. Furthermore, we allow the preference parameters in the utility function to vary by certain family characteristics and personality. Our results suggest that average wage elasticities might be higher than previous research has found. This is mainly due to the effect of wages on the decision to enter or exit the profession, which was not included in the previous literature, rather than from its effect on increased working hours for those who already work in the profession. We find that the negative labour supply elasticities with respect to income are higher for nurses with children, while the positive elasticities with respect to wages are higher for low-qualified, older and childless nurses. Elasticities do not appear to vary by personality trait. Terms of use: Documents in D I S C U S S I O N P A P E R S E R I E S JEL Classification:J22, J24, I10, I11

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Improving nurse retention in the National Health Service in England: the impact of job satisfaction on intentions to quit

Cited by 477 publications

References 21 publications

Does perceived support in employee development affect personnel turnover?

Does perceived support in employee development affect personnel turnover?

Foreign nurse importation and the supply of native nurses

Nurses’ labour supply elasticities: The importance of accounting for extensive margins

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