Category: Nursing Recruitment

Despite the massive nurse migration and turnover of nurses in the Philippines, there remains a lack of studies describing factors influencing the migration of Filipino nurses. This study explored the effects of nurses’ characteristics, work satisfaction, and work stress with the intent to leave an organization among registered nurses in the Philippines. Several predictors of turnover intentions were determined in this study through nurses’ age, job satisfaction, and job stress as being the most influential factors. Efforts to increase nurses’ job satisfaction and reduce job stress should be implemented to halt further loss of these skilled groups of healthcare professionals.

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This article examines the effects of perceived supervisor support, value congruence and hospital nurse staffing on nurses’ job satisfaction through the satisfaction of the three psychological needs for autonomy, competence and relatedness. Then, it examines the links between job satisfaction and quality of care as well as turnover intentions from the workplace. Moreover, job satisfaction was found to be positively associated with quality of care and negatively linked to turnover intentions.

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This article examines the effects of perceived supervisor support, value congruence and hospital nurse staffing on nurses’ job satisfaction through the satisfaction of the three psychological needs for autonomy, competence and relatedness. Then, it examines the links between job satisfaction and quality of care as well as turnover intentions from the workplace.

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Understanding the quality of nursing work life is important to ensure nurses are retained and strategies developed to recruit more students to the profession. Quality of work life (QWL) refers to a work environment’s ability to satisfying professional and work-related experiences.
Many factors impact nurse’s QWL, including psychological empowerment and job satisfaction.

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Saudi Arabia is notably one of the nations with a health care system that is bombarded by high rates of turnover and turnover intention. Moreover, rapid population growth and the expansion of the health care system increase the demand on registered nurses in the kingdom.
The identified determinants of nurse turnover in the Saudi Arabian context included nurses’ demographics, satisfaction, leadership and management, and job-related factors.

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This article reports on a study with results that show that change-related self-efficacy is directly linked to turnover intentions, and the effects of job embeddedness on turnover intentions become fully manifest through change-related self-efficacy.
Improved nurse retention may lead to stable patient care and less disruption in service delivery. Improved retention also benefits health care organizations financially, as costs of replacing a nurse can exceed 100% of the salary for the position. Given the shortage of nurses in some geographic areas, retention remains an important goal.

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This article examines the influence of three factors on turnover intention: leader‐member exchange quality, organizational identification and job embeddedness. This area of inquiry has not been fully investigated in the literature before.

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Nurses’ turnover intention is not just a result of their maladjustment to the field; it is an organizational issue. This study aimed to construct a structural model to verify the effects of new graduate nurses’ work environment satisfaction, emotional labor, and burnout on their turnover intention, with consideration of resilience and job involvement, and to test the adequacy of the developed model.
The study concludes that it is important to strengthen new graduate nurses’ resilience in order to increase their job involvement and to reduce their turnover intention.

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Work Place Violence (WPV) is a dangerous occupational hazard globally, and it is pervasive in the health service industry. It hinders nurses’ professional performance and reduces nursing quality. This study shows that WPV significantly negatively influenced nurses’ job satisfaction and thriving at work, and significantly positively influenced nurses’ turnover intention.

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For the first time in recent years, the number of nurses and midwives in the UK leaving the Nursing and Midwifery Council register has exceeded those joining. Fort-five per cent more registrants left than joined between 2016 – 2017, the majority of whom were aged under 40 (NMC, 2017).

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