Aim: To examine the impact of an individual resource factor (psychological capital) and an organizational resource (management support) on nurses’ intentions to quit. Findings: The predictors explained almost half of the variance of nurses’ intent to quit. Psychological capital had the dual benefits of reducing nurses’ perceptions of psychological distress and simultaneously increasing their job satisfaction. Conclusion: Psychological capital is an example of the personal resources a nurse brings to work. Nurse managers can now understand the impact of a new form of protective resources that influence the levels of strain felt by nurses. If nurses present with low psychological capital, then up-skilling nurses with these personal attributes will positively impact on their health and wellbeing and, in turn, enhance the care of patients.
The impact of individual and organizational resources on nurse outcomes and intent to quit. (Follow this link if you have an Athens password). Alternatively contact the UHSM Academy Library for a copy of the article or call 0161 291 5778)