The role of Quality of Nursing Work Life and Turnover Intention in Primary Healthcare Services among Registered Nurses in Selangor

Yunus, Yusmi Mohd; Idris, Khairuddin; Rahman, Anita Abd; Lai, Henkie Isahwan

doi:10.6007/ijarbss/v7-i6/3353

Cited by 5 publications

(14 citation statements)

References 2 publications

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“…McCainʼs intended to stay scale was used by two of the studies. 17,36 In the qualitative studies different types of interview were used semistructure interview, 42 structured interview, 39 one to one in depth interview, 40,41 face to face interview, 43 and open-end questions. 44,45 Most of the studies were carried out in the USA (10), other studies were undertaken in Canada (4), Jordan (3), Malaysia (4), and South Africa (2).…”

Section: Resultsmentioning

confidence: 99%

“…36 Altogether, 35of the studies were performed in hospital settings, with a range of specialties for example, medical surgical, emergency unit, pediatric, and intensive care unit, only two studies were conducted at primary health centers. 39,44 In both quantitative and mixed method studies, questionnaires were the most widely used method of data collection (35).…”

Section: Resultsmentioning

confidence: 99%

“…In qualitative studies, thematic analysis strategies were used by Washeya and NVivo version 8 was used by Yunus et al 39,40 Al Momani 12 Fernet et al 13 Faraji et al 14 Quantitative descriptive studies Yang and Kim 18 Yasmin and Marzuki 19 Mosadeghrad 20 Quantitative descriptive studies Ramoo et al 22 Heinen, et al 23 Mariani 24 Cortese 25 Cummings 26 Quantitative descriptive studies 1. Is the sampling strategy relevant to address the research question?…”

Section: Resultsmentioning

confidence: 99%

“…20 Quality work life significantly affect intention to leave among primary health care nurses. 39,44…”

Section: Quality Of Work Lifementioning

confidence: 99%

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Factors Influencing Nurses’ Intention to Leave and Intention to Stay: An Integrative Review

Zamel

Abdullah

Piaw

2020

Home Health Care Management & Practice

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Nursing retention is a critical issue for organization. High nurses’ turnover impact negatively on an organization requirement to meet patient needs and quality care. This integrative review aims to critically review and synthesize published studies to obtain better understanding of the determinants of nurse’s intention to leave or stay in the organization. Thirty-seven studies which met the inclusion criteria from different locations using a variety of instruments and research designs were identified using PRISMA guideline. Many factors including job satisfaction, organizational commitment, quality of work life, work environment, leadership style, bullying at work, family reason, and job security were identified to be associated negatively with nurse’s intention to leave and positively with intention to stay in organization. More qualitative studies are needed to understand in depth, the reasons and factors that underlie and influence turnover, intention to leave or remain in organization.

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Section: Resultsmentioning

confidence: 99%

Section: Resultsmentioning

confidence: 99%

Section: Resultsmentioning

confidence: 99%

“…20 Quality work life significantly affect intention to leave among primary health care nurses. 39,44…”

Section: Quality Of Work Lifementioning

confidence: 99%

See 2 more Smart Citations

Factors Influencing Nurses’ Intention to Leave and Intention to Stay: An Integrative Review

Zamel

Abdullah

Piaw

2020

Home Health Care Management & Practice

View full text Add to dashboard Cite

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“…Maintaining a healthy work-life is crucial for nurses to improve their QWL, increase retention, improve performance and productivity, promote safe nursing care [6], strengthen the educational level, and their awareness of community perceptions of nursing [8]. QWL improvement interventions include: long-term care team talks, empowerment models, integration of focus groups and brainstorming roundtables, positive thinking training, stress inoculation programs, and participatory teamwork [29]; a Stress Inoculation Program proved to be a cheap, safe, and effective way to improve the QWL of nurses [30].…”

Section: Qwl Improvement Strategiesmentioning

confidence: 99%

Quality of Work Life and Work Process of Assistance Nurses

Parra-Giordano¹,

Sánchez²,

Mascayano³

et al. 2021

Preprint

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Background: The concept of Quality of Work Life (QWL) has been built multidimensionally through social reproduction; it is impacted by the perceptions of each individual and by the relationship between workers and the work environment. Objective: to analyze the Work Process and QWL of assisting nurses in public health. Methods: Research in a critical paradigm, descriptive, exploratory with a qualitative approach. The population corresponds to Nurses who work in care work. Semi-structured guiding questions were applied and were analyzed with content analysis. Results: seven participants declared female; all Chilean; seven are young adults; six singles; only one has children, and one has a person dependent on her care; six are heads of household, and five receive help with housework. All have a nursing degree, five have a diploma, but none have a postgraduate. Work Process has three subcategories: work object, instrument, organization, and work conditions; the QWL category has six subcategories: definition and perception of QWL, QWL potentiating factors, QWL exhausting factors, QWL improvement strategies, the emotional burden associated with QWL, and Health problems. Conclusions: In this way, the lifestyle built by the assistance in the health area has repercussions on the quality of life and health in general.

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The association between workload and quality of work life of nurses taking care of patients with COVID-19

et al. 2023

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Background The COVID-19 epidemic has brought significant changes and complexities to nurses’ working conditions. Given the crucial role of health workers, particularly nurses, in providing healthcare services, it is essential to determine the nurses’ workload, and its association with the quality of work life (QWL) during COVID-19 epidemic, and to explain the factors predicting their QWL. Methods A total of 250 nurses, who provided care for patients with COVID-19 in Imam Hossein Hospital of Shahrud, and met the inclusion criteria, were considered the samples in the present cross-sectional study in 2021–2022. Data were collected using the demographic questionnaire, NASA Task Load Index (TLX), and Walton’s QWL questionnaire, which were analyzed using SPSS26 and based on descriptive and inferential statistical tests. A p-value less than 0.05 was considered significant for all cases. Results The nurses’ mean scores of workload and QWL were 71.43 ± 14.15 and 88.26 ± 19.5, respectively. Pearson’s correlation test indicated a significant inverse relationship between workload and QWL (r=-0.308, p < 0.001). The subscales with the highest perceived workload scores were physical demand and mental demand (14.82 ± 8.27; 14.36 ± 7.43), respectively, and the subscale with the lowest workload was overall performance (6.63 ± 6.31). The subscales with the highest scores for QWL were safety and health in working conditions and opportunity to use and develop human capabilities (15.46 ± 4.11; 14.52 ± 3.84), respectively. The subscales with the lowest scores were adequate and fair compensation, work and total living space (7.46 ± 2.38; 6.52 ± 2.47), respectively. The number of children (β = 4.61, p = 0.004), work experience (β= -0.54, p = 0.019), effort (β = 0.37, p = 0.033) and total workload (β= -0.44, p = 0.000) explained 13% of the variance of nurses’ QWL. Conclusions The study’s findings showed that a higher workload score is associated with nurses’ lower perception of QWL. In order to improve the QWL of nurses, reducing the physical and mental demands of their workload and strengthening overall performance is necessary. Additionally, when promoting QWL, adequate and fair compensation and the work and living space should be considered. The researchers suggest that hospital managers should make more significant efforts to develop and promote the QWL of nurses. To achieve this goal, organizations can pay attention to other influential factors, primarily by increasing organizational support.

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The role of Quality of Nursing Work Life and Turnover Intention in Primary Healthcare Services among Registered Nurses in Selangor

Cited by 5 publications

References 2 publications

Factors Influencing Nurses’ Intention to Leave and Intention to Stay: An Integrative Review

Factors Influencing Nurses’ Intention to Leave and Intention to Stay: An Integrative Review

Quality of Work Life and Work Process of Assistance Nurses

The association between workload and quality of work life of nurses taking care of patients with COVID-19

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