Nursing home nurses' turnover intention: A systematic review

Lee, Jiyeon

doi:10.1002/nop2.1051

Cited by 48 publications

(35 citation statements)

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“…Findings of this study identified multiple factors influencing turnover intention among HCWs during the COVID-19 pandemic. The five emerged themes encompassed factors ranging from individual, interpersonal, jobrelated, and organisational determinants, and many of which were known factors prior to the pandemic [11][12][13][14][15][16][17][18][19]. However, the theme 'fear of COVID-19 exposure' was unique and specific to this pandemic.…”

Section: Discussionmentioning

confidence: 99%

“…While some factors are known, turnover is caused by multiple factors, and a fuller understanding of these factors must be pursued if employers seek to reduce turnover. A search for systematic reviews published in the last 10 years examining turnover intention among HCWs on PubMed, PROSPERO and Google Scholar produced nine relevant systematic reviews [11][12][13][14][15][16][17][18][19]; none of which included studies that took place during the COVID-19 pandemic. One integrative review examined the COVID-19 pandemic's impact on predictors of nurses' turnover intention, but it included mainly pre-COVID-19 studies, which diminished the focus of the results regarding the current situation [20].…”

Section: Introductionmentioning

confidence: 99%

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A global overview of healthcare workers’ turnover intention amid COVID-19 pandemic: a systematic review with future directions

et al. 2022

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Background Globally, the health workforce has long suffered from labour shortages. This has been exacerbated by the workload increase caused by the COVID-19 pandemic. Major collapses in healthcare systems across the world during the peak of the pandemic led to calls for strategies to alleviate the increasing job attrition problem within the healthcare sector. This turnover may worsen given the overwhelming pressures experienced by the health workforce during the pandemic, and proactive measures should be taken to retain healthcare workers. This review aims to examine the factors affecting turnover intention among healthcare workers during the COVID-19 pandemic. Methods A mixed studies systematic review was conducted. The PubMed, Embase, Scopus, CINAHL, Web of Science and PsycINFO databases were searched from January 2020 to March 2022. The Joanna Briggs Institute’s Critical Appraisal Tools and the Mixed Methods Appraisal Tool version 2018 were applied by two independent researchers to critically appraise the methodological quality. Findings were synthesised using a convergent integrated approach and categorised thematically. Results Forty-three studies, including 39 quantitative, two qualitative and two mixed methods studies were included in this review. Eighteen were conducted in the Middle East, ten in the Americas, nine in the Asia–Pacific region and six in Europe. Nurses (n = 35) were included in the majority of the studies, while physicians (n = 13), allied health workers (n = 11) and healthcare administrative or management staff (n = 7) were included in a smaller proportion. Five themes emerged from the data synthesis: (1) fear of COVID-19 exposure, (2) psychological responses to stress, (3) socio-demographic characteristics, (4) adverse working conditions, and (5) organisational support. Conclusions A wide range of factors influence healthcare workers’ turnover intention in times of pandemic. Future research should be more focused on specific factors, such as working conditions or burnout, and specific vulnerable groups, including migrant healthcare workers and healthcare profession minorities, to aid policymakers in adopting strategies to support and incentivise them to retain them in their healthcare jobs.

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Section: Discussionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

A global overview of healthcare workers’ turnover intention amid COVID-19 pandemic: a systematic review with future directions

et al. 2022

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“…Studies have shown that improving nurse job satisfaction can reduce nurse turnover and shortages ( 7 , 8 ). Mahoney et al found that nurse job satisfaction among nurse anesthetists in the United States (US) had a direct negative effect on the propensity to leave ( 9 ).…”

Section: Introductionmentioning

confidence: 99%

Application of a Hybrid Multi-Criterion Decision-Making Model for Evaluation and Improvement of Nurses' Job Satisfaction

Liu

Zhou²,

Jin³

et al. 2022

Front. Public Health

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BackgroundThe global shortage and turnover of nurses is a current challenge. Past studies have shown that nurse job satisfaction may ameliorate nurse shortage. Although there are many studies on the criteria influencing nurses' job satisfaction, few have examined the causal relationships and weight of each criterion from a systematic perspective.ObjectiveIdentify the key criteria and causal relationships that affect nurses' job satisfaction, and help nurse leaders identify high-weight, high-impact dimensions and contextualize them for improvement.MethodsThe study developed a hybrid multi-criterion decision-making model, which incorporated the McCloskey/Mueller satisfaction 13-item scale (MMSS-13), and the Decision-Making Trial and Evaluation Laboratory and the Importance-Performance Analysis methods the model was used to analyze key factors of nurse satisfaction and their interrelationships based on the experience of 15 clinical nurse specialists.ResultsIn MMSS-13's dimension level, “satisfaction with work conditions and supervisor support” (C5) had the highest impact, and “satisfaction with salary and benefits” (C1) had the highest weight. In criteria level, “salary” (C11), “flexibility in scheduling time off” (C24), “maternity leave time” (C31), “opportunities for social contact after work” (C41), and “your head nurse or facility manager” (C51) had high influence under their corresponding dimensions. The “benefits package” (C13) was the top criterion with the highest impact on MMSS-13.ConclusionsThis study assessed nurses' job satisfaction from a multidimensional perspective and revealed the causal relationships between the dimensions. It refined the assessment of nurse job satisfaction to help nurse leaders better assess nurse job satisfaction and make strategic improvements. The study found that compensation and benefits had the highest weight in nurses' job satisfaction. Meanwhile, support for family responsibilities and working conditions, and support from supervisors were the cause dimensions of job satisfaction. Among the more detailed criteria, salary, benefits package, maternity leave time, and leadership had a greater impact on nurses' job satisfaction. Nurse leaders should start with these dimensions to achieve efficient improvement of nurses' job satisfaction.

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“…Turnover intention is used to measure employees' intention to resign from their current organization and look for another job [8]. It is con rmed to be the most immediate determinant of actual turnover behaviors and turnover rates [9]. A study conducted in 162 Swiss nursing homes showed that 56% of NAs reported the intention to leave [10].…”

Section: Introductionmentioning

confidence: 99%

Association between career adaptability and turnover intention: the mediating role of psychological capital

Sun

Xing

Wen

et al. 2022

Preprint

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Background High turnover intention of nursing assistants was detrimental to the sustainability of long-term care. Career adaptability is an important determinant in reducing turnover intention, but little research has explored the mechanism from the perspective of psychological capital. The aim of this study was to analyze the association between career adaptability and turnover intention and to examine the mediating role of psychological capital between career adaptability and turnover intention among nursing assistants in mainland China. Methods A cross-sectional online study was conducted among 276 nursing assistants from eight nursing homes in Nanjing, China. The participants’ career adaptability, psychological capital, and turnover intention were obtained. SPSS 26.0 and Amos 24.0 software were employed for statistical analysis. Results Career adaptability was positively related to psychological capital and negatively linked to turnover intention (P༜0.01). Psychological capital played a fully mediating role (β=-0.085, P༜0.05) in the relationship between career adaptability and turnover intention, and the largest indirect effect was generated through the curiosity dimension. Conclusions The management of long-term care facilities should focus on assessing the level of career adaptability of nursing assistants. The overall improvement of career adaptability and psychological capital is conducive in reducing turnover intention. Targeted interventions are recommended to improve career adaptability and reduce turnover intentions by increasing career curiosity. Online career adaptability programs can be developed for nursing assistant students to improve their psychological capital and facilitate career transitions.

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Nursing home nurses' turnover intention: A systematic review

Abstract: This is an open access article under the terms of the Creat ive Commo ns Attri butio n-NonCo mmerc ial-NoDerivs License, which permits use and distribution in any medium, provided the original work is properly cited, the use is non-commercial and no modifications or adaptations are made.

Cited by 48 publications

References 46 publications

A global overview of healthcare workers’ turnover intention amid COVID-19 pandemic: a systematic review with future directions

A global overview of healthcare workers’ turnover intention amid COVID-19 pandemic: a systematic review with future directions

Application of a Hybrid Multi-Criterion Decision-Making Model for Evaluation and Improvement of Nurses' Job Satisfaction

Association between career adaptability and turnover intention: the mediating role of psychological capital

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