The Impact of Saudi Nurses’ Happiness on Their Turnover Intentions

Highly happy nurses are more productive, engaged and loyal. If nurses are satisfied, then their intention to leave is low. Aim: to investigate the impact of Saudi nurses’ happiness on their intention to turnover in the Kingdom of Saudi Arabia. Research Hypothesis: H0. There is no relationship between the nurses’ happiness on their intention to turnover among Saudi nurses. H1. The happy Saudi nurses will have a lower turnover intention among Saudi nurses in the Medina region. Design: Quantitative, cross-sectional, and correlational study designs have been used. Setting: Big public hospital in Medina from June to October 2022. Sample: A quota, convenience sample of 281 Saudi nurses. Tools: A. Oxford happiness inventory to measure the nurses’ happiness. B. Turnover Intention Scale to evaluate the Saudi nurses’ intention to leave their current job. Results: More than half of the nurses had moderate happiness, but more than 75% of the Saudi nurses had a desire to leave. The relationship between happiness and turnover intentions is negative. Conclusion: Magnet-like work environments in Saudi Arabia are critical to recruit and retain nurses with critical nursing shortages. Recommendations: Encourage governmental policy-makers to formulate national policies and KPIs in order to make them happy and retain them. .

A cross-sectional study on nurse turnover intention and influencing factors in Jiangsu Province, China

Background:Nurses'turnover has been a major concern globally,which is strongly influenced by nurses'intent to leave.However,only a few large sample studies on the predictive factors associated with nurses'turnover intention were conducted in Jiangsu Province.This study mainly aims to examine the level and factors that influence nurses to leave their work in Jiangsu Province of Eastern China.Methods:A cross-sectional survey of 1978 nurses was conducted at 48 hospitals in 14 key cities throughout Jiangsu Province.The turnover intention in nurses was measured by the scale of intent to leave the profession.The work environment of nurses was measured by the Chinese version of the Practice Environment Scale.A multiple linear regression model was applied to analyse the factors associated with turnover intention.Results:The resignation rate of nurses in the hospitals of Jiangsu Province ranged from 0.64%to 12.71%in 2016.The mean scores were 15.50±3.44 for turnover intention,and 3.06±0.51 for work environment.Involvement in hospital affairs,resource adequacy,age,professional title,year(s)working,employment type and education level were the predictors of nurse intent to leave(P<0.05).Conclusion:The work environment of nurses in hospitals must be improved in staffing and resource and nurses'involvement in hospital affairs.The current study corroborates that nurses have high turnover intention.Thus,effective measures are needed to improve nurse accomplishment,professional status,participation in hospital affairs and career planning to reduce their turnover intention.

The impact of work support and organizational career growth on nurse turnover intention in China

Objective:The paper aimed to explore the impact of work support and potential for career advancement on the nurse turnover intention in order to find an effective approach to curb high turnover.Methods:A cross-sectional survey of 526 nurses from eight teaching hospitals in Tianjin,China,was conducted to test the hypothesized multilevel model.The organizational career growth scale,work support scale,and the nurse turnover intention scale were used to measure the effect of organizational career growth and work support on nurse turnover intention.Finally,SPSS 17.0 and AMOS 17.0 software were used to analyse the relationship of these variables.Results:The score of the three scales nurse turnover,organizational career growth,and work support were 1.98±0.60,2.40±0.50,and 4.06±0.98,respectively.The total and direct effects of work support on turnover intention were
0.361(p<0.01)and
0.147(p<0.01),respectively.The indirect effect was
0.169 with a 95%bootstrap confidence interval of
0.257 to
0.102.Conclusion:The study showed a lack of work support negatively and directly associated with nurse turnover intention.Additional opportunities for career growth within the organization may strengthen the effect of work support and consequently increase the retention of qualified nursing staff.

Abusive supervision and turnover intention: Mediating effects of psychological empowerment of nurses

Objective: This study aims to determine the mediating effects of psychological empowerment on abusive supervision and turnover intention as perceived by nurses to provide information to change the status of nurse turnover.Methods: A cross-sectional survey (a questionnaire examining perceptions of abusive supervision,measurement of psychological empowerment,and questionnaire for turnover intention) was used to collect data.A total of 1127 clinical nurses,who were recruited through convenience sampling,participated in the survey.Results: Nurses' average perceived abusive supervision,psychological empowerment,and turnover intention scores were 1.62 ± 0.95,3.24 ± 0.83,and 14.17 ± 3.78,respectively.Psychological empowerment was found to mediate the relationship between abusive supervision and turnover intention (P< 0.01).Turnover intention tends to be stronger and psychological empowerment reduced when nurse managers adopt an abusive leadership style.Conclusions: Nurses' psychological empowerment is an intermediary variable that predicts the relationship between abusive supervision and turnover intention.Nurse managers should manage abusive supervision to increase nurses' psychological empowerment and decrease turnover intention.

Organizational commitment and turnover intention among rural nurses in the Philippines: Implications for nursing management

Objectives:The unrelenting migration trend of Filipino nurses to other countries has threatened the quality of patient care services in the country.This study explored the extent of nurses'organizational commitment and turnover intention in the Philippines.Furthermore,predictors of nurses'organizational commitment and turnover intention were identified.Methods:A cross-sectional research design was adopted for this study.Two hundred nurses from nine rural hospitals in the Central Philippines were asked to participate in the study and 166 nurses responded(an 83%response rate).Two standardized instruments were used:the Organizational Commitment Questionnaire and the Six-item Turnover Intention Inventory Scale.Results:Findings revealed that Philippine nurses were moderately committed(3.13±0.24)to and were undecided(2.42±0.67)whether or not to leave their organization.Nurses'age(P=0.006),gender,(t=-2.25,P=0.026),education(t=2.38,P<0.001),rank(t=4.38,P<0.001),and work experience(t=2.18,P=0.031)correlated significantly with organizational commitment,while nurses'age(P=0.028)and education(t=1.99,P=0.048)correlated significantly with turnover intention.An inverse relationship was identified between the organizational commitment and turnover intention(r=-0.22,P=0.005).Conclusion:The findings of this study highlight the need for formulation and implementation of interventions to promote life-long commitment in nurses and to reduce turnover rates.

The Relationship Among Ethical Climate, Job Satisfaction, Organizational Commitment, and External Auditor＇s Turnover Intention

This study attempts to examine the relationship among ethical climate, job satisfaction, organizational commitment, and turnover intention in the context of the Malaysian external auditor＇s work environment. The questionnaire is sent to a sample of external auditors from Malaysian Big Four （Klynveld Peat Marwick Goerdeler （KPMG）, Ernst and Young, Deloitte KassimChan, and PricewaterhouseCoopers （PwC）） main offices. There are 167 useable responses. The regression results have provided evidence that ethical climate is directly, significantly, and positively associated with job satisfaction. In contrast, ethical climate appeared not to be directly related with external auditor＇s turnover intention. Both job satisfaction and organizational commitment were identified as significant predictors in explaining turnover intention, since they had a significant and negative effect on external auditor＇s turnover intention. This study also implied that job satisfaction had a significant effect on organizational commitment. Furthermore, the findings revealed that organizational commitment partially mediated the relationship between job satisfaction and turnover intention. The results extend the literature on external auditor＇s turnover intention and provide insights for human resource management in accurately assessing employee＇s turnover intention in order to improve retention and reduce actual turnover particularly in audit firms.

Dysfunctional Audit Behaviour： The Effects of Employee Performance, Turnover Intentions and Locus of Control

Dy Ov sfunctional audit behaviour （DAB） and staff turnover are associated with decreased audit quality （Public ersight Board, 2000）. This study develops and tests a theoretical model that turnover intentions and locus of control as antecedents of attitudes toward DAB survey results from 225 auditors support the theoretical model identifies employee performance, Using a path analysis technique,

Exploring the Relationship between Work Engagement and Turnover Intention among Nurses in the Kingdom of Bahrain: A Cross-Sectional Study

Background & Aim: Employees’ engagement is a significant organizational competence. Turnover intention is an institutional concern that needs critical analysis of identifying its predictors. Studies have supported the relationship between nurses’ engagement and their desire to leave the organization. This study aims to explore the relationship between work engagement and turnover intention among nurses working in the Kingdom of Bahrain. Methods: A cross-sectional design was used for this study. A group of 922 nurses from a major tertiary hospital in the Kingdom of Bahrain was invited to complete the online self-administered survey. The work engagement was assessed using the Utrecht Work Engagement Scale (UWES). The turnover intention was assessed using the 3-item TI Scale based on Mobley et al. survey. The study was conducted in December 2019. Results: 610 nurses completed the survey on a response rate of (66.2%). The result suggests that nurses expressed high level of work engagement Mean ± Standard Deviation [M = 4.85, SD ± 0.70], and low level of turnover intention [M = 2.29, SD ± 0.94]. Pearson correlation revealed a significant negative relationship between work engagement and turnover intention at p < 0.01. Furthermore, male staff have higher intention to leave. Those working in ambulatory division have higher work engagement than nurses working in critical care division. Conclusion/practical implication: It’s paramount for the nurses’ leaders and human resource development practitioners to focus on work engagement dimensions, and developing effective interventions to improve it, which eventually decreases nursing staff’s turnover intention. Retention is more preferable than recruiting, employing, and training new staff. This study confirms the significant relationship between work engagement and turnover intention among nurses.

The Study of Nurse’s Work Alienation and Its Influence on Turnover Intention

Background: Nurse turnover is a significant cause of human resource shortage, which not only increases the workload of existing nurses, reduces job satisfaction, but also affects the quality of care. Therefore, maintaining the stability of nursing human resources becomes a great concern. Objective: To understand the current status of nurse work alienation and turnover intention and its correlationship. Methods: By convenience sampling, from May to August 2021, 1112 cases were selected and investigated from three hospitals in Wuhan by using general demographic scale, the work alienation scale and turnover intention scale. Results: The average score of nurse’s work alienation was (30.32 ± 9.84);turnover intention score was (14.83 ± 3.99). The dimensions of work alienation were positively correlated with turnover intention (P Conclusion: Nurse’s work alienation and turnover intention are in the moderate level. It is recommended that manager should focus on the nurse’s mental environments, and take active and effective measures to reduce the level of nurse’s work alienation, improving the job satisfaction of nurse and the quality of nursing work.

Nurses’job embeddedness and turnover intention:A systematic review and meta-analysis

Objective:This study aimed to review the relationship between job embeddedness and turnover intentions among nurses and explore the effects of the Job Embeddedness Scale,number of years in the career,education,and marital status on this relationship.Methods:The review was conducted by searching the China Knowledge Resource Integrated Database(CNKI),Weipu Database(CQVIP),China Biology Medicine(CBM),Wanfang Database,PubMed,Web of Science,Embase,CINAHL,and APA-PsycNet for articles on nurses’job embeddedness and turnover from intention up to March 2024.The research quality was evaluated using the Agency for Healthcare Research and Quality(AHRQ)assessment criteria.The review protocol has been registered on PROSPERO[CRD42023483947].Results:The results of this review included 47 studies consisting of 15,742 nurses from seven countries worldwide.A moderate negative correlation was found between job embeddedness and turnover intention(r=0.487).Furthermore,on-the-job embeddedness(r=0.527)was more negatively associated with turnover intention than off-the-job embeddedness(r=0.234).The highest negative correlation was found between sacrifice and turnover intention(r=0.460),while the lowest was for the link(r=0.185).Furthermore,the relationship between job embeddedness and its dimensions with turnover intention was affected by different job embeddedness scales,number of years in the career,education,and marital status(P<0.05).Conclusion:This systematic review and meta-analysis analyzed the relationships between nurses’job embeddedness,dimensions,and turnover intention.Meanwhile,subgroup analysis and meta-regression explored the factors influencing these relationships.It is an important reference for nurse managers to promote nurse retention.

某三级专科医院护士人格特质与离职意愿的相关性

目的调查上海市某三级专科医院护士离职意愿现状,探讨护士人格特质、工作支持和工作满意度与离职意愿的关系及人格特质对离职意愿的影响。方法2022年1—2月对上海市某三级专科医院的全体护士进行调查,采用自编社会人口学资料调查表、中国大五人格问卷简式版量表、工作支持量表、工作满意度量表、离职意愿量表调查。用SPSS 24.0对数据进行统计学分析,用t检验和方差分析进行单因素组间比较,采用分层逐步回归分析离职意愿的影响因素。结果共回收473份问卷。受调查护士离职意愿总分为(14.03±3.76)分;大五人格各维度得分从高到低依次为宜人性(35.72±5.71)分、严谨性(34.13±6.03)分、开放性(29.94±6.64)分、外向性(28.29±6.27)分、神经质(24.84±7.58)分;工作支持得分为(71.05±15.34)分、工作满意度得分为(30.60±6.26)分。不同年龄、职称、工作年限、夜班频次以及有无编制的护士的离职意愿得分差异有统计学意义(P<0.05)。Pearson相关分析结果显示:神经质与离职意愿呈正相关;严谨性、宜人性、外向性、工作支持、工作满意度与离职意愿呈负相关。分层逐步回归分析结果显示,宜人性能够解释护士离职意愿0.7%的变异。结论上海市某三级专科医院护士离职意愿水平较高。护士的人格特质、工作支持和工作满意度会影响护士的离职意愿,具有宜人性的个体表现出较低的离职意愿。

心理契约对基层全科医师工作绩效的影响机制:离职倾向的中介调节作用

目的 分析心理契约对基层全科医师工作绩效的影响机制,探析离职倾向在其中的中介调节作用,为基层全科医师队伍建设提供依据。方法 采用问卷调查对南京市浦口区基层医疗卫生机构的全科医师进行调研,收集其社会人口学信息,测量其心理契约、工作绩效和离职倾向水平,拟合多重线性回归模型分析作用机制和中介调节效应,验证本研究的4个研究假设。结果 基层全科医师心理契约对工作绩效存在正向促进作用(b=0.554,P<0.001)。纳入离职倾向后,心理契约和队伍稳定性对于工作绩效均存在正向促进作用(b=0.285、0.357,P<0.001)。纳入心理契约和离职倾向的交互项后,交互项的偏回归系数差异具有统计学意义(b=-0.013,P=0.006),说明低离职倾向抑制了心理契约提升工作绩效的正向作用。结论 应重视基层全科医师内在情感(即心理契约)的激励作用,采用多举措降低离职意愿,提升职业认同,避免发生“出工不出力”现象,促进工作绩效提升和基层全科医师队伍稳定。

上海某区区属公立医疗卫生机构护理人员离职倾向及其影响因素

目的 调查上海某区区属公立医疗卫生机构在岗护理人员的离职倾向并分析其影响因素,为提升护理队伍的稳定性提供参考。方法 采用一般情况调查表和离职倾向量表对上海某区区属公立医疗卫生机构中一半的护理人员进行匿名问卷调查,共收集问卷3 756份,最终纳入分析3 206份。结果 调查对象的离职倾向得分中位数(第25百分位数,第75百分位数)为11.0(6.0,14.0)分,离职倾向总体较高。不同机构类型、年龄、婚姻状况、最高学历、工作年数、聘用形式、职称、月均收入的护理人员的离职倾向得分差异分别有统计学意义(P<0.05)。多因素分析结果显示,机构类型、年龄和月均收入是影响护理人员离职倾向的主要因素(P<0.05)。结论 上海某区区属公立医疗卫生机构在岗护理人员离职倾向总体较高。就职于二级综合医院、年轻、低收入的护理人员应成为重点关注人群。建议二级医疗机构结合政策导向发展自身:营造良好的组织氛围,变革领导方式;合理开源,公平分配绩效,以提升护理人员的职业认同感、拓宽护理人员的发展路径,提高护理人员的收入。

Influential factors and correlation analysis of hospital ethical climate and psychological empowerment of ICU nurses

Background and aims:Objective To investigate the current situation of ICU nurses'hospital ethical climate in China and analyze the correlation and influencing factors of hospital ethical climate.In order to provide a new direction and idea for creating the good hospital ethical climate,relieving the nurses'job burnout and stabilizing the nursing team.Methods:A total of 226 ICU nurses from 6 tertiary Tianjin hospitals were selected as subjects,and the Chinese version hospital ethical climate scale and psychological empowerment scale were used for investigation.Results:The gender and labor relationship of ICU nurses affected the perception of nurses'hospital ethical climate;hospital ethical climate and psychological empowerment were positively correlated;stepwise regression analysis showed that labor relationship and psychological empowerment can explain 58.5%variation rate of hospital ethical climate.Conclusion:We should pay attention to the current situation of the hospital ethical climate of ICU nurses.Managers should create a comfortable working environment not only to provide good material conditions for nurses and transfer of right,but also to pay attention to the nurses'mental state and negative impact of ethical issues.Hospital managers should reasonably allocate human resources,establish effective incentive and assessment standards,reasonable reward and punishment system and promotion mechanism.To provide comprehensive learning resources and channels.To improve nurses'awareness of their own professional value.Creating a harmonious and positive hospital ethical climate,reduce the impact of ethical issues on nurses,improve nurses'enthusiasm and satisfaction.

Management of pharmaceutical sales representatives： A literature review

This paper reports literature review in the field of pharmaceutical marketing emphasizing problems faced by medical representatives. India after globalization and being the second highest populated country has emerged as major pharmaceutical market in the world. Pharmaceutical marketing in India is highly relied on personal relationship between medical representatives and doctors. In the last decade, many foreign companies have entered in Indian market. This has posed highly competitive and challenging work environment for medical representatives. Therefore, it is indispensable to study the challenges faced by medical representatives in this dynamic environment.