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Article

A Conceptual Model of Nurses’ Turnover Intention

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Faculty of Medicine, Josip Juraj Strossmayer University of Osijek, 31000 Osijek, Croatia
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Faculty of Health Studies, University of Rijeka, 51000 Rijeka, Croatia
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Nursing Institute “Professor Radivoje Radić”, Faculty of Dental Medicine and Health Osijek, Josip Juraj Strossmayer University of Osijek, 31000 Osijek, Croatia
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Faculty of Electrical Engineering, Computer Science and Information Technology, Josip Juraj Strossmayer University of Osijek, 31000 Osijek, Croatia
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Faculty of Health Sciences, University of Primorska, 6000 Koper, Slovenia
*
Author to whom correspondence should be addressed.
Academic Editors: Lisa Alves Gomes, Alberto González García and Enedina Quiroga Sánchez
Int. J. Environ. Res. Public Health 2022, 19(13), 8205; https://doi.org/10.3390/ijerph19138205
Received: 10 May 2022 / Revised: 29 June 2022 / Accepted: 2 July 2022 / Published: 5 July 2022
(This article belongs to the Special Issue 2nd Edition of Nursing and Society)
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. View Full-Text
Keywords: turnover models; intrinsic motivation; turnover intention; nursing practice environment turnover models; intrinsic motivation; turnover intention; nursing practice environment
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MDPI and ACS Style

Smokrović, E.; Kizivat, T.; Bajan, A.; Šolić, K.; Gvozdanović, Z.; Farčić, N.; Žvanut, B. A Conceptual Model of Nurses’ Turnover Intention. Int. J. Environ. Res. Public Health 2022, 19, 8205. https://doi.org/10.3390/ijerph19138205

AMA Style

Smokrović E, Kizivat T, Bajan A, Šolić K, Gvozdanović Z, Farčić N, Žvanut B. A Conceptual Model of Nurses’ Turnover Intention. International Journal of Environmental Research and Public Health. 2022; 19(13):8205. https://doi.org/10.3390/ijerph19138205

Chicago/Turabian Style

Smokrović, Eva, Tomislav Kizivat, Antun Bajan, Krešimir Šolić, Zvjezdana Gvozdanović, Nikolina Farčić, and Boštjan Žvanut. 2022. "A Conceptual Model of Nurses’ Turnover Intention" International Journal of Environmental Research and Public Health 19, no. 13: 8205. https://doi.org/10.3390/ijerph19138205

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