Testing a Theoretical Model for Job Satisfaction and Anticipated Turnover of Nursing Staff

Hinshaw, Ada Sue; Atwood, Jan R.; Gerber, Rose Marie; Erickson, Julie Reed

doi:10.1097/00006199-198511000-00028

Cited by 47 publications

(64 citation statements)

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“…A higher score indicates a stronger intention to leave the job. The Cronbach's alpha of the ATS was .84 and construct validity was supported by factor analysis in the scale development study [26]. In this study, the Cronbach's alpha of the ATS in the current study was .90.…”

Section: Methodssupporting

confidence: 61%

New Graduate Nurses’ Clinical Competence, Clinical Stress, and Intention to Leave: A Longitudinal Study in Taiwan

Cheng

Tsai

Chang

et al. 2014

The Scientific World Journal

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This longitudinal research study aimed to develop a pregraduation clinical training program for nursing students before graduation and evaluate its effect on students' self-perceived clinical competence, clinical stress, and intention to leave current job. A sample of 198 students returned the questionnaires before and after the program. They were followed up at 3, 6, and 12 months after graduation. Results showed that posttest clinical competence was significantly higher than pretest competence, positively related to clinical competence at 3 and 12 months, and negatively related to clinical stress at 3 months. The clinical competence at 3 months was positively related to clinical competence at 6 and 12 months, and clinical competence at 6 months was related to intention to leave at 12 months. Intention to leave at 6 months was positively related to intention to leave at 3 and 12 months. Clinical stress at 3 months was positively related to clinical stress at 6 and 12 months, but not related to intention to leave at any time points. The training program improved students' clinical competence. The stressful time that was correlated with new graduate nurses' intention to leave their job was between the sixth and twelfth months after employment.

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Section: Methodssupporting

confidence: 61%

New Graduate Nurses’ Clinical Competence, Clinical Stress, and Intention to Leave: A Longitudinal Study in Taiwan

Cheng

Tsai

Chang

et al. 2014

The Scientific World Journal

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“…These include the Anticipated Turnover Scale (ATS) and the Brooks’ survey of QNWL. The ATS survey was developed by Hinshaw and Atwood in 1978 to study turnover intention among nurses [24]. The ATS is a 12-item self-administered instrument with a 7-point Likert scale ranging from ‘agree strongly’ to ‘disagree strongly’ [24].…”

Section: Methodsmentioning

confidence: 99%

“…The ATS survey was developed by Hinshaw and Atwood in 1978 to study turnover intention among nurses [24]. The ATS is a 12-item self-administered instrument with a 7-point Likert scale ranging from ‘agree strongly’ to ‘disagree strongly’ [24]. The instrument’s items were related to an employee’s anticipated length of time to leave and certainty of leaving the job.…”

Section: Methodsmentioning

confidence: 99%

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The relationship between quality of work life and turnover intention of primary health care nurses in Saudi Arabia

Almalki

FitzGerald

Clark

2012

BMC Health Serv Res

201

197

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BackgroundQuality of work life (QWL) has been found to influence the commitment of health professionals, including nurses. However, reliable information on QWL and turnover intention of primary health care (PHC) nurses is limited. The aim of this study was to examine the relationship between QWL and turnover intention of PHC nurses in Saudi Arabia.MethodsA cross-sectional survey was used in this study. Data were collected using Brooks’ survey of Quality of Nursing Work Life, the Anticipated Turnover Scale and demographic data questions. A total of 508 PHC nurses in the Jazan Region, Saudi Arabia, completed the questionnaire (RR = 87%). Descriptive statistics, t-test, ANOVA, General Linear Model (GLM) univariate analysis, standard multiple regression, and hierarchical multiple regression were applied for analysis using SPSS v17 for Windows.ResultsFindings suggested that the respondents were dissatisfied with their work life, with almost 40% indicating a turnover intention from their current PHC centres. Turnover intention was significantly related to QWL. Using standard multiple regression, 26% of the variance in turnover intention was explained by QWL, p < 0.001, with R2 = .263. Further analysis using hierarchical multiple regression found that the total variance explained by the model as a whole (demographics and QWL) was 32.1%, p < 0.001. QWL explained an additional 19% of the variance in turnover intention, after controlling for demographic variables.ConclusionsCreating and maintaining a healthy work life for PHC nurses is very important to improve their work satisfaction, reduce turnover, enhance productivity and improve nursing care outcomes.

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“…Nurses were assessed whether they plan to leave their working position in CCU via 12 questions in anticipated turnover scale (ATS) developed by Hinshaw & Atwood [13]. All items of ATS are Likert format with 7 response options ranging from strongly agree (7) to strongly disagree (1).…”

Section: Research Instrumentmentioning

confidence: 99%

Factors Influencing Job Satisfaction and Turnover Intention among Coronary Care Unit Nurses in Bahrain

Ebrahim¹,

Ebrahim²

2017

Int J Nurs Clin Pract

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Background: At a time of worldwide nursing shortage, is raising questions about the issue of increasing nurses' turnover. The literatures have shown that stronger intention to leave as a consequence of job dissatisfaction may lead to actual turnover. Therefore, it may be a crucial to understand nurses' job satisfaction issue, as this is a key factor in nurses' intention to leave the working place and low job commitment. Aim and Objective: This study examined the factors that determine job satisfaction which are personal, environmental and organizational components and the relation of those factors on Coronary Care Unit nurses' intention to leave their working place. Methodology/ Design: Across sectional, quantitative and correlation design was selected at a fixed point in time.Method: Data was drawn from analysis of self reported questionnaire which included three sections of; demographic data, McClosky Mueller Satisfaction Scale and Anticipated Turnover Scale. The questionnaires were distributed to 60 accessible nurses in CCU. A total of 42 respondents completed the questionnaires with an70 percent response rate.Finding: Nationality and work scheduling were significantly influencing job satisfaction, but marital status and work experience were more influencing the turnover intention. The study finding showed an evidence of considerable highly negative relation between job satisfaction and turnover intention, which was manifested by 78.6% those nurses reporting to be dissatisfied or in neutral responds with their overall job. Moreover, 72.8% of nurses were more likely to hold an intention to leave working place. The most statistically significant predictor of dissatisfaction and lead to leave intention was external reward. Job satisfaction subscale connected to social support was identified as an important factor which may decrease leave intention. Conclusion:The study findings suggested increase nurses' satisfaction through improving benefit package such as health insurance, retirement profits and salary is a key for possible strategy to decrease turnover intention among Coronary Care Unit nurses in Bahrain. Implication for Practice:The study findings have ramifications for nurses' manages to develop strategies aimed at improving the job satisfaction in order to decrease turnover intention.

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Testing a Theoretical Model for Job Satisfaction and Anticipated Turnover of Nursing Staff

Cited by 47 publications

References 0 publications

New Graduate Nurses’ Clinical Competence, Clinical Stress, and Intention to Leave: A Longitudinal Study in Taiwan

New Graduate Nurses’ Clinical Competence, Clinical Stress, and Intention to Leave: A Longitudinal Study in Taiwan

The relationship between quality of work life and turnover intention of primary health care nurses in Saudi Arabia

Factors Influencing Job Satisfaction and Turnover Intention among Coronary Care Unit Nurses in Bahrain

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