Push and pull factors of nurses' intention to leave
Sasso, Loredana; Bagnasco, Annamaria; Catania, Gianluca; Zanini, Milko; Aleo, Giuseppe; Watson, Roger; the RN4CAST@IT Working Group
Professor Roger Watson R.Watson@hull.ac.uk
Professor of Nursing
the RN4CAST@IT Working Group
Expand knowledge about the predictive factors of nurses’ intention to leave their job, and consequently to turnover.
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.
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.
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.
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.
|Journal Article Type||Article|
|Journal||Journal of Nursing Management|
|Peer Reviewed||Peer Reviewed|
|APA6 Citation||Sasso, L., Bagnasco, A., Catania, G., Zanini, M., Aleo, G., Watson, R., & the RN4CAST@IT Working Group, . (2019). Push and pull factors of nurses' intention to leave. Journal of nursing management, 27(5), 946-954. https://doi.org/10.1111/jonm.12745|
|Keywords||Emotional exhaustion; Intention to leave; Job dissatisfaction; Non-nursing activities; Work environment|
©2019 The authors
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