High turnover rate among nurses is regarded as a big problem leading to a shortage which does not only affects the quality of patient care but also affects the cost of recruitment and training new staff. Actual turnover is predicted by turnover intention and employee intention mark the most immediate motivator of task performance and an individual’s choice of behavior is influenced by their intentions. From the literature review, work climate is the highest predictor of turnover intention and there are challenging situations faced by nurses regarding their work climate and turnover intention levels in The Gambia.
The article concludes with a recommendation to study other factors related to work climate and turnover intention, such as payment, gender, education level, and work department.
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