Relationship between Staff Morale and Intention to Leave among Professional Nurses at Damanhour National Medical Institute

Abstract

Background: A loss of morale leads to a lack of nurse commitment to the organization, which contributes to nurse turnover. Aim: To determine the relationship between staff morale and intention to leave. Designe: A descriptive correlational design was applied in this study. Setting: The study was conducted in all the units at Damanhour National Medical Institute. Sample: Study sample was 101 professional nurses. Tools: Two tools were used for data collection; staff morale survey and intention to leave scale. Results: The results of the present study showed that above one half of professional nurses (51.4%) had moderate level of staff morale, whereas above one third of them (30.7%) had low level of staff morale and above half of professional nurses (52.5%) had moderate level of intention to leave. Conclusion: The present study concluded that there was significant negative correlation between intention to leave and personal perception of staff morale. While, there was positive significant correlation between intention to leave and negative factors affecting staff morale. Recommendations: Therefore, it is recommended that, healthcare organization administrators should conduct frequent meetings with professional nurses who are dissatisfied from their job; discuss their problems and their needs and try to formulate plans to overcome these problems to enhance their satisfaction level which can consequently raise their morale and commitment level and decrease level of intention to leave.

The Race to Retain Healthcare Workers: A Systematic Review on Factors that Impact Retention of Nurses and Physicians in Hospitals

“…Finally, high turnover rates reduce staff productivity for the simple reason that there is less staff to complete the tasks 16 which can be lowering the morale of the remaining staff. 17,18 This may lead to additional turnover among the remaining nurses and physicians. 19 EU hospitals, in particular, are suffering from high staff turnover rates, while simultaneously being faced with austerity measures.…”

“…Finally, high turnover rates reduce staff productivity for the simple reason that there is less staff to complete the tasks 16 which can be lowering the morale of the remaining staff. 17,18 This may lead to additional turnover among the remaining nurses and physicians. 19…”

The Role of Employee Engagement in the Relationship between Staff Morale and Employee Wellbeing of Nurses in the South African Public Hospitals

“…Management needs to discuss nurses' problems and their needs with administrators to overcome these problems to enhance their satisfaction level which can increase their commitment level, and ability to identify their believes, hope, values, interests, and needs and know to what extent it matches with the hospital values, believes and goals (Saad, Elsayed & Ibrahim 2019).…”

Determinants of intention to leave among nurses and physicians in a hospital setting during the COVID-19 pandemic: A systematic review and meta-analysis

“…In contrast, nurses and physicians leaving their jobs can create severe financial and non-financial burdens to the healthcare system [18], e.g. unsatisfactory quality of care [19], recruiting costs [20][21][22][23] and dissatisfaction with patients and personnel [20,24,25]. Especially during this pandemic crisis, the burden on nurses and physicians was severe [14].…”