Relation between Work Practice Environment, Workplace Civility Climate and Staff Nurses’ Intention to Leave the Profession

Ebrahim, Salwa Ahmed Mohamed; Ahmed, Rady Mubarak

doi:10.21608/ejhc.2022.230404

Cited by 1 publication

(3 citation statements)

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“…It is important to note that the lower-than-average intention to leave among Egyptian nurses working in COVID-19 institutions is because they are compensated better and receive greater benefits compared to other specialty nurses. Additionally, these nurses may need help to search for a new workplace that can provide proper orientation and ensure compliance with new regulations [ 31 ]. The current study’s findings were in line with a study conducted in 2022 by de Cordova et al, which found that 36.5% of 3030 nurses stated they intended to leave the hospital within a year [ 31 ].…”

Section: Discussionmentioning

confidence: 99%

“…Additionally, these nurses may need help to search for a new workplace that can provide proper orientation and ensure compliance with new regulations [ 31 ]. The current study’s findings were in line with a study conducted in 2022 by de Cordova et al, which found that 36.5% of 3030 nurses stated they intended to leave the hospital within a year [ 31 ]. Prior to the pandemic, Ghandour et al‘s study in Egypt revealed that over 50% of the nurses under investigation had a moderate inclination to leave [ 35 ].…”

Section: Discussionmentioning

confidence: 99%

“…Based on cut points that indicate the degree of staff nurses’ intention to leave, the total scores were divided into three categories: low intention to leave (< 4), moderate intention to leave (< 8), and high intention to leave (< 12). The “staff nurses’ intention to leave the nursing profession questionnaire” has an acceptable reliability score of 0.813 [ 31 ].…”

Section: Designmentioning

confidence: 99%

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Resilience in the face of pandemic: exploring the influence of psychological flexibility on turnover intentions and burnout among critical care nurses in COVID-19 hospitals

El-Ashry,

Seweid,

Ghoneam

et al. 2024

BMC Nurs

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Aim Assess the levels of psychological flexibility, burnout, and turnover intention among critical care nurses and assess the impact of psychological flexibility on burnout, and turnover intention among critical care nurses. Background Burnout and turnover intentions among critical care nurses are rapidly increasing because of the challenges of COVID-19. There is a need for evidence-based interventions like psychological flexibility to be addressed in research to overcome those challenges. Methods A descriptive correlational research. A convenient sample of 200 critical care nurses working in COVID-19 hospitals from two governorates in Egypt. The sociodemographic and clinical data sheet, the work-related acceptance and action questionnaire, the Copenhagen burnout inventory, and the adopted version of the staff nurses’ intention to leave the nursing profession questionnaire were used. Results The majority of critical care nurses reported a moderate level of psychological flexibility (75.5%, Mean = 31.23), a moderate level of burnout (65.5%, Mean = 59.61), and low to moderate levels of intention to leave (73%, Mean = 5.95). Psychological flexibility has a statistically significant negative correlation with burnout (PC = -0.304, Sig = 0.000) and the intention to leave (PC = -0.258, Sig = 0.000). In addition, psychological flexibility has a predictable effect on decreasing burnout (R2 = 0.232) and intention to leave (R2 = 0.127) among critical care nurses. Conclusion critical care nurses in COVID-19 hospitals reported varied levels of burnout and an intention to leave that must be considered. The effect of psychological flexibility on burnout and intention to turnover highlighted the importance of improving it among critical care nurses by applying acceptance and commitment therapy as a management intervention.

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Section: Discussionmentioning

confidence: 99%