Source avec lien : Journal of Nursing Management, (Prépublication), . https://doi.org/10.1111/jonm.13287
L’objectif de l’étude était de déterminer l’impact des facteurs d’engagement de la main-d’œuvre sur l’intention des infirmières de quitter leur hôpital.
Aim To determine the impact of workforce engagement factors on nurses’ intention to leave their hospital. Background Nurse retention is important for safe patient care. It is unknown whether meaning and joy in work, occupational fatigue, job satisfaction, and unprofessional behavior experiences predict hospital nurse turnover intentions. Method This cross-sectional study involved responses from 747 nurses from two southwestern hospitals. Measures included surveys to capture Meaning and Joy in Work, Job Satisfaction, Occupational Fatigue, and unprofessional behavior exposure/impact. Results Following correlational analyses, manifest variables significantly correlated with related latent factors. In structural equation modeling, greater Chronic Occupational Fatigue was the strongest and Meaning and Joy at Work (negative direction) the next strongest predictor of turnover intention. Although significant, Job Satisfaction and Acute Fatigue were weak predictors. Inter-shift Recovery did not predict intent to leave. Conclusion This is the first study to identify Chronic Fatigue and Meaning and Joy in Work as significant predictors of hospital nurse turnover intentions. Implications for Nursing Management Employing practices that decrease chronic fatigue and increase meaning/joy in work are recommended to improve nurse retention.