A Conceptual Model of Nurses’ Turnover Intention

Bibliographic Data

ID15501811
AuthorsEva Smokrović (0009-0000-5853-0678, University of Rijeka), Tomislav Kizivat (0000-0002-2523-6007, University of Osijek), A Bajan (0000-0001-6131-2145, University of Osijek), Krešimir Šolić (University of Osijek), Zvjezdana Gvozdanović (0000-0003-1675-044X, University of Osijek), Nikolina Farčić (0000-0001-8289-0710, University of Osijek), Boštjan Žvanut (0000-0002-5374-1609, University of Primorska, corresponding author)
Year2022
Volume19
Issue13
Pages8205-8205
Publication date2022-07-05
Open AccessYes
TypeARTICLE
VenueInternational Journal of Environmental Research and Public Health (JOURNAL)
Journal identifiersISSN: 1661-7827 • E-ISSN: 1660-4601
PublisherMultidisciplinary Digital Publishing Institute (PUBLISHER • CH)
DOI10.3390/ijerph19138205
PMID35805865
OpenAlexW4284699350
LanguageEN
Citations received6
References cited14

The World Health Organisation predicts a lack of 15 million health professionals by 2030. The lack of licenced professionals is a problem that keeps emerging and is carefully studied on a global level. Strategic objectives aimed at stimulating employment, improving working conditions, and keeping the nurses on board greatly depends on identifying factors that contribute to their turnover. The aim of this study was to present a conceptual model based on predictors of nurses' turnover intention. Methods: A quantitative, non-experimental research design was used. A total of 308 registered nurses (RNs) took part in the study. The Multidimensional Work Motivation Scale (MWMS) and Practice Environment Scale of the Nursing Work Index (PES-NWI) were used. Results: The conceptual model, based on the binary regression models, relies on two direct significant predictors and four indirect significant predictors of turnover intention. The direct predictors are job satisfaction (OR = 0.23) and absenteeism (OR = 2.5). Indirect predictors that affect turnover intention via job satisfaction are: amotivation (OR = 0.59), identified regulation (OR = 0.54), intrinsic motivation (OR = 1.67), and nurse manager ability, leadership and support of nurses (OR = 1.51). Conclusions: The results of the study indicate strategic issues that need to be addressed to retain the nursing workforce. There is a need to ensure positive perceptions and support from managers, maintain intrinsic motivation, and promote even higher levels of motivation to achieve satisfactory levels of job satisfaction

Absenteeism · Affect (linguistics · Amotivation · Conceptual model · Intrinsic motivation · Job satisfaction · Management · Political science · Scale (ratio · Turnover · Turnover intention · Work (physics · Workforce · Applied Psychology · Healthcare Education and Workforce Issues · Healthcare professionals’ stress and burnout · Job Satisfaction and Organizational Behavior · Medicine · Nursing · Psychology · Social Psychology

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