Relationship between psychological ownership of the nursing profession and turnover intention: A correlational survey among Taiwanese nurses

Abstract

Aims The aim of this study is to examine the relationship between psychological ownership of the nursing profession and turnover intention. Background There is a severe shortage of nurses worldwide. Research is needed to understand how nurses' intention to leave hospitals and the nursing profession can be alleviated. Methods This study adopted a cross‐sectional design and a survey method. Proportionate random sampling was used to ensure sample representativeness. This study surveyed 430 registered nurses in a medical centre in Taiwan between December 2021 and January 2022. We used Turnover Scale and Self‐Efficacy Scale and developed Having a Place Scale. Results Psychological ownership comprises three dimensions: self‐efficacy, nurse identity and ‘having a place’ in the nursing profession. This research is the first to examine how these three dimensions of psychological ownership of the nursing profession are related to the intention to leave a hospital or the nursing profession. Self‐efficacy and ‘having a place’ are negatively related to nurses' intention to leave a hospital (r = −.23 and −.31, p < .001). Nurse identity is negatively related to nurses' intention to leave the nursing profession (r = −.38, p < .001). Intention to leave a hospital is positively related to nurses' intention to leave the profession (r = .76, p < .001). Conclusion The findings provide novel insights for retaining nurses. Nurse managers could use strategies such as including nurses in making workplace decisions and encouraging them to personalize their workspace. Implications for Nursing Management Nurse managers can enhance nurses' self‐efficacy and sense of ‘having a place’ to retain nurses in hospitals, while enhancing nurse identity to retain nurses in the profession.

Professional engagement: Connecting self‐efficacy to actual turnover among hospital nurses

“…Nurses' turnover intention/behaviour has a number of predictors, for example, workload, rostering, not feeling supported (Jarden et al, 2023), reduced psychological ownership (Chang et al, 2022), burnout, reduced compassion satisfaction (Chen et al, 2021), reduced strength use (Chu et al, 2022), abusive supervision (Özkan, 2022), decreased job satisfaction (Poghosyan et al, 2022), insufficient social support, coping skills (Fronda & Labrague, 2022) and self‐efficacy (Chang, Lee, et al, 2019; Zhang et al, 2022). Among the predictors, self‐efficacy (defined as the confidence in a nurse's own ability) has been widely studied and verified as critical for reducing nurses' turnover intention (Chang, Lee, et al, 2019; Zhang et al, 2022).…”

“…Self‐efficacy has been known as an important element at nurses' workplace (Chang et al, 2022). The concept of self‐efficacy represents one's confidence in performing a specific activity (Bandura, 1986).…”