<strong>Background & Aim:</strong> Employees’ engagement is a significant organizational competence. Turnover intention is an institutional concern that needs critical analysis of identifying its pred...<strong>Background & Aim:</strong> 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. <strong>Methods: </strong>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 <em>et al.</em> survey. The study was conducted in December 2019. <strong>Results: </strong>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 <em>p </em>< 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.<strong> Conclusion/practical implication:</strong> 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.展开更多
文摘<strong>Background & Aim:</strong> 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. <strong>Methods: </strong>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 <em>et al.</em> survey. The study was conducted in December 2019. <strong>Results: </strong>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 <em>p </em>< 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.<strong> Conclusion/practical implication:</strong> 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.
