Predictors of Nursing Faculty Job and Career Satisfaction, Turnover Intentions, and Professional Outlook: A National Survey

Abstract

Background: Retaining talented and experienced nurses in clinical practice and academia is crucial for maintaining continuity, ensuring high-quality care and education, and fostering a positive work environment. Although factors influencing nursing staff retention are well documented, little is known about how workplace factors impact nursing faculty retention outcomes. Methods: A national survey involving 645 nursing faculty across Canada was undertaken. Multivariate regression analysis with interaction effects was conducted to determine the association between work-related factors (i.e., workplace culture and work–life imbalance) and faculty job and career satisfaction, turnover intentions, and professional outlook. Results: Supportive workplace culture positively influenced faculty job and career satisfaction and professional outlook, while it negatively impacted turnover intentions. Conversely, work–life imbalance decreased faculty job and career satisfaction and professional outlook (i.e., confidence in nursing program, profession), and it increased intentions to leave the job. Conclusion: Our results offer insights into the work–life experiences of Canadian faculty members and shed light on key factors that impact their job-related outcomes. In the context of competing resources, every effort must be made to improve modifiable workplace factors such as the academic work environment and create targeted interventions and policies to promote faculty retention.

Consequences of the hospital nursing research culture: Perspective of staff nurses

“…In a separate study conducted in China, clinical nurses who can adapt to the changes brought about by research are more likely to make practical problems solving efforts [ 19 ]. Research-friendly workplace environments are frequently associated with greater job satisfaction, according to a study of nursing faculty members working in Canadian colleges and universities [ 20 ]. However, a study from Cyprus found that the amount of research information can occasionally be overwhelming to nurses, making it difficult to uncover relevant and valuable findings for the patients who comprise their group [ 21 ].…”

MEDIATING ROLE OF COGNITIVE RUMINATION AND CAREER INSECURITY ON RELATIONSHIP BETWEEN NURSES’ JOB SATISFACTION & TURNOVER INTENTION

“…Job satisfaction in as one of the independent factors of nurses' retention and turnover intention. Moreover, the studies conducted by Boamah et al (2023) and Bocean, Popescu, Varzaru, Avram and Iancu (2023) also claimed that factors affecting job satisfaction and turnover intention change over time which depends on sociopolitical climate. Thus, the job satisfaction is high when employees are acknowledged for their hard work and rewarded on the accomplishment of the tasks (Bocean et al, 2023).…”

“…Job satisfaction is defined as "how people feel about their job" (Boamah, Kalu, Havaei, McMillan & Belita, 2023). The job satisfaction is a complex phenomenon with several mediating variables and predictors.…”

“…In this study invasive rumination is adopted to reduce turnover intention. So, turnover intention is result of job dissatisfaction, career insecurity & invasive rumination (Boamah et al, 2023).…”

Workload, Job Satisfaction and Quality of Nursing Care in Italy: A Systematic Review of Native Language Articles

“…Furthermore, it was demonstrated that a supportive workplace culture positively influenced professionals’ satisfaction and outlook, while negatively impacting the intention to leave the job. Conversely, work–life imbalance decreased satisfaction and outlook, while increasing turnover intention [ 31 ]. Job satisfaction is crucial to prevent burn-out.…”