Understanding the factors which promote registered nurses’ intent to stay in emergency and critical care areas

Osch, Mary Van; Scarborough, Kathy; Crowe, Sarah; Wolff, Angela; Reimer‐Kirkham, Sheryl

doi:10.1111/jocn.14167

Cited by 28 publications

(37 citation statements)

References 24 publications

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“…Those who experienced good communication, higher motivation, high job security and high job pride were more likely to remain in their job. Similar findings were shown in a study conducted by Van Osch et al () in which participants appreciated being informed about key initiatives and having opportunities to openly share ideas and concerns and, consequently, were more willing to remain working in a critical care setting (Van Osch et al , ). A study of 234 nurses employed in Northeast Florida found six predictors of intent to stay amongst nurses in the acute care setting (Cummings, ).…”

Section: Discussionsupporting

confidence: 82%

Occupational stress, quality of working life and turnover intention amongst nurses

Chegini

Jafarabadi²,

Kakemam

2019

Nursing in Critical Care

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Background Turnover intention is a frequent event in almost all institutions and is associated with unfavourable consequences for employees. Aim The aim of this study was to examine the relationship between occupational stress, quality of working life and turnover intention amongst nurses working in critical care units in Iran. Design A cross‐sectional survey design was used. Method The study was conducted in the critical care units of 10 hospitals in Tabriz, Iran, between July and November 2017 using a sample of 203 nurses. Data were obtained using a self‐administered questionnaire, and multiple logistic regression analysis was performed to determine the factors impacting turnover intention. Results Overall, 64% of nurses had an intention to leave their job; 82·8% of respondents reported their job to be highly stressful, and 81·2% reported their quality of working life to be low. Binary logistic regression analysis indicated that age (p = 0·006), clinical experience (p = 0·005), duty stressors (p = 0·040), interpersonal relations stressors, (p = 0·029) communication (p = 0·007), motivation (p = 0·006), job security (p = 0·040) and job pride (p = 0·011) were factors affecting turnover intention. Conclusion Occupational stress and quality of working life are associated with turnover intention amongst nurses working in critical care units. Further research is needed to determine the generalizability of these results to other settings and countries and to identify interventions that could reduce occupational stress and improve the quality of working life so that turnover intention might be reduced. Relevance to clinical practice The findings of this research suggest that lower perceived occupational stress and higher quality of working life will result in less reported turnover intention in critical care unit nurses.

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Section: Discussionsupporting

confidence: 82%

Occupational stress, quality of working life and turnover intention amongst nurses

Chegini

Jafarabadi²,

Kakemam

2019

Nursing in Critical Care

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“…Indeed, the literature highlights the importance of psychological work environment in predicting turnover [ 27 , 45 , 46 ]. Lack of social support among nurses and phycisians has been shown to be a strong predictor of turnover [ 7 , 13 , 16 , 26 , 47 ]. At the same time, low managerial support appears to favor turnover [ 9 , 14 , 47 ].…”

Section: Discussionmentioning

confidence: 99%

“…Nurse stress and fatigue levels, as well as emotional exaustion, understaffing and poor patient safety were found to be predictors of nurses intention to leave [6][7][8][9][10][11][12][13][14]. In addition, several studies in different countries highlight the importance of job satisfaction and favorable work environment, with ineffective working relationships with other nurses and physicians and lack of supervisory support increasing turnover intention [7,9,11,[13][14][15][16][17][18]. Burnout, work-life imbalance, moral distress, depression symptoms and workplace violence and bullying appeared to lead to higher nurse turnover intention and had an impact on nurse quality of life [12,[17][18][19][20][21][22][23][24][25].…”

Section: Introductionmentioning

confidence: 97%

“…Moreover, social support and job satisfaction were mediators between burnout and turnover intention [ 21 , 26 ]. Other factors such as temporal, physical, emotional and mental workloads, salaries, night shift, rewards/recognition, job strain, job control, job complexity, advancement opportunities and the ideas of feeling valued, respected and acknowledged were also found significantly associated with turnover intention [ 6 – 8 , 14 , 16 , 21 , 24 , 25 , 27 , 28 ]. However, a better and more global understanding of how individual-level and organizational-level factors interact with turnover in hospitals is still needed, in particular in the French context where studies on hospital staff turnover are scarce [ 29 , 30 ].…”

Section: Introductionmentioning

confidence: 99%

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Determinants of healthcare worker turnover in intensive care units: A micro-macro multilevel analysis

2021

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Background High turnover among healthcare workers is an increasingly common phenomenon in hospitals worldwide, especially in intensive care units (ICUs). In addition to the serious financial consequences, this is a major concern for patient care (disrupted continuity of care, decreased quality and safety of care, increased rates of medication errors, …). Objective The goal of this article was to understand how the ICU-level nurse turnover rate may be explained from multiple covariates at individual and ICU-level, using data from 526 French registered and auxiliary nurses (RANs). Methods A cross-sectional study was conducted in ICUs of Paris-area hospitals in 2013. First, we developed a small extension of a multi-level modeling method proposed in 2007 by Croon and van Veldhoven and validated its properties using a comprehensive simulation study. Second, we applied this approach to explain RAN turnover in French ICUs. Results Based on the simulation study, the approach we proposed allows to estimate the regression coefficients with a relative bias below 7% for group-level factors and below 12% for individual-level factors. In our data, the mean observed RAN turnover rate was 0.19 per year (SD = 0.09). Based on our results, social support from colleagues and supervisors as well as long durations of experience in the profession were negatively associated with turnover. Conversely, number of children and impossibility to skip a break due to workload were significantly associated with higher rates of turnover. At ICU-level, number of beds, presence of intermediate care beds (continuous care unit) in the ICU and staff-to-patient ratio emerged as significant predictors. Conclusions The findings of this research may help decision makers within hospitals by highlighting major determinants of turnover among RANs. In addition, the new approach proposed here could prove useful to researchers faced with similar micro-macro data.

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“…5 There are other costs and losses when teams don't collaborate -patients don't receive the care they should receive, resulting in unnecessary impairments, the loss of function and even death 10,11,12 ; there are possibly unnecessary financial costs with waste of health services' precious funds and resources 9 ; and skilled professionals can become burned out and leave healthcare systems. 13,14 There have been calls for collaboration from many health leaders external to our Cameroon setting. For example, the Framework for Action on Interprofessional Education and Collaborative Practice, which was published in 2010 by the World Health Organization, 2 discusses the importance of interprofessional collaboration and identifies the mechanisms that can contribute to collaborative teamwork.…”

Section: Introductionmentioning

confidence: 99%

Professional collaboration for vision and healthcare in Cameroon

Okwen

Signe

Macpella

et al. 2018

African Vision and Eye Health

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Collaboration in healthcare is evident when healthcare professionals communicate well with each other, assume complementary roles to cooperatively work together and share responsibility for problem-solving and decisionmaking to formulate and carry out plans for patient or client care. Specific collaborative activities include sharing of information, discussion of complicated cases, and referrals to colleagues.

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Understanding the factors which promote registered nurses’ intent to stay in emergency and critical care areas

Abstract: To ensure quality care for patients, retention of experienced emergency and critical care nurses is essential to maintaining specialty expertise in these practice settings.

Cited by 28 publications

References 24 publications

Occupational stress, quality of working life and turnover intention amongst nurses

Occupational stress, quality of working life and turnover intention amongst nurses

Determinants of healthcare worker turnover in intensive care units: A micro-macro multilevel analysis

Professional collaboration for vision and healthcare in Cameroon

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