Nurses’ intentions to leave nursing in Finland

Abstract

The shortage of nurses is a problem in many countries. We examined how factors related to wage, work, job satisfaction/dissatisfaction, and workplace or demographic factors were associated with nurses' intentions to switch from health care to non-health-care roles. Wage and share of income from shift work were negatively and statistically significantly related to nurses' intention to leave the health care sector. However, some non-pecuniary variables, such as Possibility for Specialisation gained a positive, statistically significant association with job satisfaction and thereby decreased intention to change work sector. Therefore, not only economic factors influence the labour supply of nurses.

“The Pure Hard Slog That Nursing Is . . .”: A Qualitative Analysis of Nursing Work

“…Salaries disproportionate to effort have been identified in other nursing workforce studies (Sjogren, Fochsen, Josephson, & Lagerstrom, ), and new graduates quickly identify that nurses are overworked, underpaid, and underappreciated (Pellico et al., ). Nurses in our study identified that shift work was required in order to maintain a reasonable income, a factor echoed in a Finnish study, where wages and the share of income from shift work were significantly associated with intention to leave (Kankaanranta & Rissanen, ).…”

Flexible employment and nurses’ intention to leave the profession: The role of support at work

“…There is a general concern of retention in the nursing profession in Canada [10,16] and elsewhere [14,[38][39][40]. This study found that 16% of respondents are seriously considering leaving the nursing profession.…”

Relationships Among Employees’ Working Conditions, Mental Health, and Intention to Leave in Nursing Homes

“…Intention to leave is a strong direct predictor of actual turnover (Alexander, Lichtenstein, Oh, & Ullman, 1998), and stated intention to leave has been associated with job satisfaction among CNAs in nursing homes (Castle, Engberg, Anderson, & Men, 2007;Decker, Harris-Kojetin, & Bercovitz, 2009) as well as hospital nurses (Ito, Eisen, Sederer, Yamada, & Tachimori, 2001;Larrabee et al, 2003). Intention to leave has been better studied in the latter group, suggesting some hypotheses about predictors for nursing home employees: low supervisor support (Ito et al, 2001), lack of respect from other professionals (Kankaanranta & Rissanen, 2008), low psychological empowerment (Larrabee et al, 2003), perceived risk of assault (Ito et al, 2001), and few possibilities for development (Flinkman, Laine, Leino-Kilpi, Hasselhorn, & Salantera, 2008).…”