Challenging and redesigning a new model to explain intention to leave nursing
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Date
2020-06-25Author
Slater, Paul
Roos, Mervi
Eskola, Suvi
McCormack, Brendan
Hahtela, Nina
Kurjenluoma, Kaisa
Suominen, Tarja
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Slater, P., Roos, M., Eskola, S., McCormack, B., Hahtela, N., Kurjenluoma, K. & Suominen, T. (2020) Challenging and redesigning a new model to explain intention to leave nursing. Scandinavian Journal of Caring Sciences (In Press).
Abstract
Background
It is important to have a full and detailed understanding of the factors that influence intention to
leave nursing. It has been shown to be the best predictor of actual turnover, and turnover has a
significant financial impact and also on the provision of care. Aims
The aim is to examine the impact of predictive work environment factors on nurses’ intention to
leave their position and to explore contributing factors. Methods
Cross sectional survey using a convenience sample (n=605) of Finnish nurses drawn from five
clinical settings. The Nursing Context Index, an internationally used and psychometrically
validated tool was used to measure workplace practice environment, work stress, job satisfaction
and intention to leave. A response rate of 29.4% was achieved, exceeding power calculation
estimates. Results
Personal satisfaction and satisfaction with profession and resources, and organisational commitment
were significantly related to intention to leave. Younger nurses reported higher levels of intention
to leave and there was variability among clinical specialties. Measures of stress and practice
environment had no significant relationship with Intention to leave. Discussion
This study provides a new theoretical model for understanding intention to leave. Having a better
understanding of the factors that may help reduce intention to leave allow for targeted interventions
to be developed; and implemented. This would help reduce the personal and financial implications
associated with turnover. Implications for practice, policy, management and education
The findings have significant implications for all aspects of nursing. Educators need to prepare new
nursing staff for the working environment; policy makers must ensure that nursing satisfaction is
promoted to strengthen organisational commitment and nurse managers and leaders respond
accordingly in implementing effective interventions.