Push and pull factors of nurses’ intention to leave

Source avec lien : Sasso, L., Bagnasco, A., Catania, G., Zanini, M., Aleo, G., & Watson, R. (2019). Push and pull factors of nurses’ intention to leave. Journal of Nursing Management, Prépublication. https://doi.org/10.1111/jonm.12745

Cet article avait pour objectif d’approfondir les connaissances sur les facteurs prédictifs de l’intention des infirmières de quitter leur emploi et, par conséquent, du roulement du personnel. Les facteurs identifiés incluent le manque de personnel, l’épuisement émotionnel, des lacunes quant à la sécurité des bénéficiaires, et l’obligation de réaliser des tâches non liées aux soins. (Article à accès restreint)

Aim Expand knowledge about the predictive factors of nurses’ intention to leave their job, and consequently to turnover.

Background Nurse turnover is costly and negatively influences quality of care. Understanding the association between intention to leave and modifiable features of hospital organization may inform strategies to reduce turnover.

Methods A cross-sectional survey of 3667 medical and surgical nurses was conducted in Italy. Measures included intention to leave; work environment; burnout; job satisfaction and missed care using the RN4CAST instruments. Descriptive, logistic regression analysis was used.

Results Due to job dissatisfaction, 35.5% of the nurses intended to leave their current job, and of these, 33.1% the nursing profession. Push factors included: understaffing, emotional exhaustion, poor patient safety, performing non-nursing care, being male. Pull factors included: positive perception of quality and safety of care, performing core nursing activities.

Conclusion The present study expands knowledge about the predictive factors of nurses’ intention to leave their job, and consequently to turnover, which is one of today’s major issues contributing to the shortage of nurses.

Implications for Nursing Management Nurses’ intention to leave their job is the consequence of a poor work environment, characterized by factors such as understaffing and performance of non-nursing activities.

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