Manager Leadership and Retention of Hospital Staff Nurses

Taunton, Roma Lee; Boyle, Diane K.; Woods, Cynthia Q.; Hansen, Helen; Bott, Marjorie J.

doi:10.1177/019394599701900206

Cited by 143 publications

(179 citation statements)

References 15 publications

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“…The main premise of the theory is that behavioural intentions are the direct and most significant determinants of behaviour. Therefore, nurses who intend to remain employed in the organization are likely to remain employed [9] [11] [12] [13] [14] [15]. Several nurse faculty ITR models are briefly described below.…”

Section: Literature Review Theoretical Perspectives Of Intent To Remamentioning

confidence: 99%

Part-Time Nurse Faculty Intent to Remain Employed in Academia: A Cross-Sectional Study

Ferron¹,

Tourangeau²

2017

OJN

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The purpose of this study was to test and refine a model of part-time nurse faculty intent to remain employed in the academic organization. Crosssectional survey methods were used. A total of 282 part-time nurse faculty working in colleges or universities in Ontario, Canada were invited to participate. Survey instruments and items measured demographic, workplace, nurse responses to the workplace, and external variables. Correlation, multiple regression, and mediation analyses were conducted using data from 119 participants (47.6% response rate). Of the 19 variables hypothesized to affect intent to remain employed in the academic organization, seven influenced intent to remain. The resulting model indicated that the older the part-time nurse faculty member, the lower the level of intent to remain and the more years worked in the organization, the higher the level of intent to remain. The more opportunities perceived to exist outside of the employing organization, the higher the level of intent to remain. Additionally, the more satisfied part-time nurse faculty were with their job overall, the higher their level of intent to remain. In the workplace, the more support from the leader, the more formal or informal recognition received, and the more fair work procedures were perceived to be, the higher levels of part-time nurse faculty intent to remain employed in the academic organization, mediated by job satisfaction. Although age, organizational tenure, and external career opportunities are non-modifiable variables, deans and directors can encourage part-time nurse faculty to remain employed in their academic job by focusing on enhancing overall job satisfaction. Effective strategies may include formal or informal acknowledgement of good performance, consistent verbal and behavioural support, and implementation of procedural practices, such as performance evaluations and pay raises in a fair manner.

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Section: Literature Review Theoretical Perspectives Of Intent To Remamentioning

confidence: 99%

Part-Time Nurse Faculty Intent to Remain Employed in Academia: A Cross-Sectional Study

Ferron¹,

Tourangeau²

2017

OJN

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“…For example, leaving an organization likely promises personal losses (Taunton, 1997;Shaw, et al, 1998). Though comparable salary and benefits may be easily found in an environment of low unemployment, the switching costs are real and relevant (Gupta & Jenkins, 1980).…”

Section: Sacrificementioning

confidence: 99%

The Effects of Job Embeddedness on Organizational Cynicism and Employee Performance: A Study on Sadat City University

Nafei¹

2014

IJBA

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Purpose: Using a new construct, Job Embeddedness (JE), from the business management literature, this study examines the effects of JE on Organizational Cynicism (OC) and Employee Performance (EP) at Sadat City University.Research Design/Methodology: Using Mitchell et al., 2001 of JE, the study develops a number of hypotheses and tests them. Out of the 692 questionnaires that were distributed to employees at Sadat City University in Egypt, 400 usable questionnaires were returned, a response rate of 58%. Findings:The results showed that JE is related to the OC and EP. In other words, fit, links and sacrifice significantly correlated with OC and EP. This research outlined a strong relationship between JE, OC and EP. The study findings suggest that improving JE will have a positive impact EP. Practical implications:The study suggests that the University of Sadat City in Egypt can improve EP by influencing its JE, specifically, by developing fit, links and sacrifice. The study provided that it is necessary to pay more attention to the dimensions of JE as a key source for organizations to enhance the competitive advantage which is of prime significance for OC and EP.Originality/value: JE is valuable for evaluating employee retention in Sadat City University. The study observes that there is a critical shortage of JE and that a greater understanding of the factors that influence the EP, including fit, links and sacrifice, is of great importance. Therefore, this study is to examine the relationship between JE, OC and EP among employees at Sadat City University.

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“…The covariance structure analysis permitted a description of the relative influence of each variable on intention to continue employment in tertiary emergency medical facilities, allowing for the development of an explanatory model. SPSS 18 for Windows (SPSS Inc, Chicago, IL, USA) and Amos 19 were used, and 11 significance was set at 5% for all analyses.…”

Section: Discussionmentioning

confidence: 99%

“…Taking all of the aforementioned information into account, we hypothesized that job satisfaction would precede organizational commitment, [9] that job satisfaction would be a buffering factor against job stress, [9] that nurse-physician collaboration would be associated with organizational commitment, [10] and that job stress would be directly associated with intention to continue employment. [11] A flow chart of the theoretical model used in the current study is presented in Figure 1.…”

Section: Theoretical Modelmentioning

confidence: 99%

Factors influencing intention to continue employment in Japanese hospital nurses working at tertiary emergency medical facilities

Honda

Takamizawa²

2017

JNEP

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Objective: The study purpose was to investigate influencing factors related to nurses' intention to continue employment in tertiary emergency medical facilities. Methods: A self-report questionnaire survey was conducted, and responses were collected by mail. We investigated seven factors associated with the intention to remain employed that were determined by preliminary research. Data were analyzed using a covariance structure analysis. Results: Of the 561 responses received, 461 were found to be valid for analysis. A model showing relationships among the five factors (organizational commitment, job stress, job satisfaction, nurse-physician collaboration, and intention to remain employed) was created. Organizational commitment and job stress were directly related to intention to continue employment, while, nurse-physician collaboration demonstrated effects on the entire model. Conclusions: The strongest factor observed was organizational commitment. The types of institutions examined in the present study almost exclusively treat seriously ill patients. This may explain why nurse-physician collaboration affected the entire model. In a tertiary emergency facility, a nurse can more easily play a critical role in the healthcare process. In the future, it will be important to consider these factors when creating an organizational climate conducive to continued employment.

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Manager Leadership and Retention of Hospital Staff Nurses

Cited by 143 publications

References 15 publications

Part-Time Nurse Faculty Intent to Remain Employed in Academia: A Cross-Sectional Study

Part-Time Nurse Faculty Intent to Remain Employed in Academia: A Cross-Sectional Study

The Effects of Job Embeddedness on Organizational Cynicism and Employee Performance: A Study on Sadat City University

Factors influencing intention to continue employment in Japanese hospital nurses working at tertiary emergency medical facilities

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