Why do nurses intend to leave their organization? A large-scale analysis in long-term care

Aim To analyse the impact of six job characteristics on the intention of nurses to leave their organization, specifically focusing on long‐term care settings: nursing homes, care homes and home care. Background When nurses leave their organization, this can negatively affect organizational performan...

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Vydáno v:Journal of advanced nursing Ročník 69; číslo 12; s. 2826 - 2838
Hlavní autoři: Tummers, Lars G., Groeneveld, Sandra M., Lankhaar, Marcel
Médium: Journal Article
Jazyk:angličtina
Vydáno: England Blackwell Publishing Ltd 01.12.2013
Wiley Subscription Services, Inc
Témata:
Autonomy
care homes
Career opportunities
Health services
home care
Home health care
Humans
intention to leave the organization
Job characteristics
Job Satisfaction
leadership
Long term
Long term health care
long-term care
Long-Term Care - organization & administration
Medical personnel
Netherlands
Nurses
Nursing care
Nursing homes
Nursing Staff - psychology
Organizational effectiveness
Organizational performance
Organizations
Personnel Loyalty
Polls & surveys
Population aging
quality of work
Residential care
Tacit knowledge
turnover
Netherlands
autonomy
home care
intention to leave the organization
quality of work
leadership
long-term care
care homes
nurses
turnover
nursing homes
ISSN:0309-2402, 1365-2648, 1365-2648
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Shrnutí:Aim To analyse the impact of six job characteristics on the intention of nurses to leave their organization, specifically focusing on long‐term care settings: nursing homes, care homes and home care. Background When nurses leave their organization, this can negatively affect organizational performance. Organizations have to recruit new nurses and tacit knowledge is lost. Furthermore, organizational turnover could contribute to the nursing shortage, which will increasingly become a problem given the ageing population. This article adds to the literature, given: (a) its focus on long‐term care; and (b) by explicating the differences between nursing and care homes (intramural) on one hand and home care (extramural) on the other. Design Survey. Method Survey of 9982 nurses in 156 Dutch organizations in 2010–2011, 6321 nurses in nursing and care homes and 3661 nurses working in home care, based on the ActiZ Benchmark in Healthcare. Results First, the most important reason for nurses’ intention to leave is insufficient development and career opportunities. Secondly, a negative working atmosphere strongly influenced intention to leave. The impact of the working atmosphere is not often examined in the literature. However, this research shows that it is an important reason. Thirdly, intention to leave is partly context dependent. More specifically, when nurses in home care felt that their autonomy was reduced, this strongly influenced their intention to leave, although this was not the case for nurses working in nursing and care homes. Conclusion This article provides guidelines for organizations on how to retain their nurses.
Bibliografie:ark:/67375/WNG-9CLS5VJJ-X
ActiZ
ArticleID:JAN12249
istex:42B98F6E9BDDC7D788AD9379749E33B4D37801DF
SourceType-Scholarly Journals-1
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ISSN:0309-2402
1365-2648
1365-2648
DOI:10.1111/jan.12249