Understanding nurse anesthetists' intention to leave their job

Meeusen, Vera; Dam, Karen van; Brown-Mahoney, C.; Zundert, André van; Knape, Hans T. A.

doi:10.1097/hmr.0b013e3181fb0f41

Cited by 54 publications

(32 citation statements)

References 34 publications

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“…A study of Netherlands found that job satisfaction as one of the most important and well-investigated work attitudes in organizational behavior, and turnover intention is related to dissatisfaction with job [11]. Another study identified autonomy, collegial relationship, patient-care giver interaction, payment, and availability of resources and educational status as factors that determine job satisfaction of physicians.…”

Section: Introductionmentioning

confidence: 99%

Job Satisfaction and Associated Factors among Anesthetists Working in Amhara National Regional State, Northwest Ethiopia, May 2017: A Multicenter Cross-Sectional Study

Fentie

Ashagrie

Kasahun

2018

Anesthesiology Research and Practice

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Background Job satisfaction is an important determinant of health staff's motivation, retention, and performance. Difficulties in critical decision-making and problems with lack of respect and recognition lead to lower job satisfaction level among anesthetists. It leads to high turnover intention, dropout from the profession, burnout, impaired health status of anesthetists, and lower work performance. Objective The aim of this multicenter cross-sectional study was to assess the level of job satisfaction and associated factors among anesthetists working in Amhara National Regional State. Methods A multicenter cross-sectional study was conducted from April 1 to June 30, 2017. Ninety-eight anesthetists that were working in Amhara National Regional State Hospitals were involved in this study. The structured questionnaire was scored on five-point Likert scales. Data were analyzed using Statistical Package for Social Sciences version 20. Binary logistic regression was used to measure statistical significance between dependent and each independent variable. Variables with P value of ≤0.2 on crude analysis were taken into multivariate analysis, and P value 0.05 and 95% CI was used as cut off point. Result 98 out of 104 participants were involved in this study with a response rate of 94.3%. The overall level of job satisfaction was 46.9%. Anesthetists in academic working position were satisfied with the odds of about 2.3 (AOR = 2.269; CI = 1.137–6.740) compared to those in clinical working position. Anesthetists were least satisfied with coworker relationships (37.8%), work schedule (43.9%), professional opportunity (46.9%), and recognition (49%) while they were most satisfied from their control of responsibility (59.2%), social interaction (55%), and salary and benefits (51%). Conclusion and Recommendation Job satisfaction of anesthetists was low, and we suggest that facilitation of professional development, creation of smooth relationship in working environment, increasing the number of anesthetists, and recognition of the anesthesia professional are of paramount importance to increase job satisfaction of anesthetists.

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Section: Introductionmentioning

confidence: 99%

Job Satisfaction and Associated Factors among Anesthetists Working in Amhara National Regional State, Northwest Ethiopia, May 2017: A Multicenter Cross-Sectional Study

Fentie

Ashagrie

Kasahun

2018

Anesthesiology Research and Practice

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“…One large prospective study of 2323 ICU nurses found associations between intention to leave and professional status ( x = 2.20, SE 0.08; p < .001), nursing leadership ( x = 2.24, SE 0.08; p < .001), staffing and resource adequacy ( x = 2.27, SE 0.06; p < .001), nursing foundations ( x = 2.34, SE 0.06; p < .001), nurse-physician collegiality ( x = 2.51, SE 0.06; p < .001) and rostering flexibility ( x = 2.48, SE 0.09; p < .001) [3] . These associations were also found two ICU studies [48,54] and five studies in acute care settings [42,46,51,55,56] .…”

Section: Intention To Leavementioning

confidence: 70%

“…Job satisfaction was strongly associated with the work environment in twenty five studies, including seven in ICU, with particular influence on intention to leave ( x = -4.25; SD 1.61; p < .01) [50] and (β = -0.28; p < .001) [51] . A study of 935 ICU nurses identified a positive association between job satisfaction and nurse leadership (r = 0.612; p < .001), nurse-physician collegiality (r = 0.454; p < .001), staffing and resource adequacy (r = 0.328; p < .001), participation (r = 0.307; p < .001), foundations for quality care (r = 0.437; p < .001) and professional advancement (r = 0.595; p < .001) [52] .…”

Section: Job Satisfactionmentioning

confidence: 99%

Selection of an instrument to evaluate the organizational environment of nurses working in intensive care: an integrative review

Abbenbroek

Duffield

Elliott

2014

JHA

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Objective: To determine an appropriate survey instrument to evaluate the impact of organizational structures on the work environment of intensive care nurses. Background:Internationally the demand for intensive care is increasing. Solely increasing bed capacity is not sustainable. Large capacity multi-specialty Intensive Care Units are emerging as the preferred organizational model with benefits resulting from optimizing operational synergies and economies of scale. The impact of this organizational transition on intensive care nurses is not well understood. An appropriate survey instrument for intensive care nurses is required. Design: Integrative literature review. Data Sources: CINAHL, PubMed, EMBASE and OVID Nursing databases searched for studies published between 2005 and 2013.Review methods: An integrative review and quality assessment of the studies was undertaken to select nurse outcome measures associated with organizational structures across a range of acute and critical care settings. Congruence between nurse outcome measures and nurse survey instruments tested in the literature was assessed to select instruments for further psychometric evaluation.Results: Thirty-one cross sectional quantitative studies, from fourteen countries, were reviewed. Twenty one nurse outcome measures associated with organizational factors were identified and a total of twenty five survey instruments used in the studies reviewed. Assessment of congruence and psychometric properties determined that a combination of two instruments is required to comprehensively assess the organizational environment of nurses working in intensive care units. Conclusion:The environment of nurses working in intensive care is effectively evaluated with an instrument that combines subscales from the Practice Environment Scale-Nurse Work Index and Maslach's Burnout Inventory.

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“…For example, Coomber and Barriball (2007) reviewed literature examining the relationship of job satisfaction to intent to stay (or leave) and turnover. Some of the research studies included organizational commitment (e.g., Gurney et al, 1997;Simon et al, 2010 and some did not (e.g., Galletta et al, 2011;Meeusen et al, 2011). Studies that include all five key variables posited as significant in reviews are less common than those that include a subset (Blau, 2007;Brewer et al, 2012).…”

Section: What This Paper Addsmentioning

confidence: 96%

A structural equation model of turnover for a longitudinal survey among early career registered nurses

Brewer

Chao

Colder³

et al. 2015

International Journal of Nursing Studies

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Understanding nurse anesthetists' intention to leave their job

Cited by 54 publications

References 34 publications

Job Satisfaction and Associated Factors among Anesthetists Working in Amhara National Regional State, Northwest Ethiopia, May 2017: A Multicenter Cross-Sectional Study

Job Satisfaction and Associated Factors among Anesthetists Working in Amhara National Regional State, Northwest Ethiopia, May 2017: A Multicenter Cross-Sectional Study

Selection of an instrument to evaluate the organizational environment of nurses working in intensive care: an integrative review

A structural equation model of turnover for a longitudinal survey among early career registered nurses

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