Use of Path Analysis to Demonstrate Relations between Staff Nurses' Organizational Support and Workload on Intent to Leave

2.50
Hdl Handle:
http://hdl.handle.net/10755/149231
Type:
Presentation
Title:
Use of Path Analysis to Demonstrate Relations between Staff Nurses' Organizational Support and Workload on Intent to Leave
Abstract:
Use of Path Analysis to Demonstrate Relations between Staff Nurses' Organizational Support and Workload on Intent to Leave
Conference Sponsor:Sigma Theta Tau International
Conference Year:2003
Author:Cox, Karen S., RN, PhD, CNAA
P.I. Institution Name:Children's Mercy Hospitals and Clinics
Title:Senior Vice President for Patient Care Services
Co-Authors:Michelle Redfearn, PhD, RN; Susan R. Santos, RN, PhD
Objective Research indicates organizational support elements are critical in nurse satisfaction and retention. This study used path analysis, a form of structural equation modeling, to test selected support and workload sub scales on intent to leave using the Individual Workload Perception Scale (IWPS). Previous work found support and workload sub scales combined explained 45% of the variance for intent to leave. Design Secondary analysis studied the direct and indirect relation of three support sub scales, peer, unit, and manager on the sub scale intent to leave while examining the direct relation of workload with intent to leave. Population, Sample, Setting The study used a voluntary sample of 687 inpatient staff RNs from a 187-bed pediatric academic hospital in the Midwest. Concept or Variables Studied Together There are five sub scales of the IWPS, a 46-item, five-point Likert scale instrument. Sub scales include support components within an organization: peer (PS), unit (US), manager (MS), and perception of workload (W). Alpha coefficients for these sub scales are .71, .61, .76 and, .73 respectively. Intent to leave, ITL, has a coefficient of .83. Methods AMOS, structural equation modeling software, was used to examine the relations between and among PS, US, MS, W and ITL. Findings All paths in the original model were significant based on analysis of critical ratios (CR). Workload had a significant relation with ITL, while PS, US, and MS all had significant relations with Workload. When additional models were examined the only support variable to have a direct relation with ITL was MS. Conclusions Implications for nurse executives are clear – key organizational support is critical for nurses to perceive their workload is reasonable, perception that workload is reasonable is critical to retaining nurses. Most importantly, manager support for the staff nurse is the linchpin for retaining nurses.
Repository Posting Date:
26-Oct-2011
Date of Publication:
17-Oct-2011
Sponsors:
Sigma Theta Tau International

Full metadata record

DC FieldValue Language
dc.typePresentationen_GB
dc.titleUse of Path Analysis to Demonstrate Relations between Staff Nurses' Organizational Support and Workload on Intent to Leaveen_GB
dc.identifier.urihttp://hdl.handle.net/10755/149231-
dc.description.abstract<table><tr><td colspan="2" class="item-title">Use of Path Analysis to Demonstrate Relations between Staff Nurses' Organizational Support and Workload on Intent to Leave</td></tr><tr class="item-sponsor"><td class="label">Conference Sponsor:</td><td class="value">Sigma Theta Tau International</td></tr><tr class="item-year"><td class="label">Conference Year:</td><td class="value">2003</td></tr><tr class="item-author"><td class="label">Author:</td><td class="value">Cox, Karen S., RN, PhD, CNAA</td></tr><tr class="item-institute"><td class="label">P.I. Institution Name:</td><td class="value">Children's Mercy Hospitals and Clinics</td></tr><tr class="item-author-title"><td class="label">Title:</td><td class="value">Senior Vice President for Patient Care Services</td></tr><tr class="item-email"><td class="label">Email:</td><td class="value">kcox@cmh.edu</td></tr><tr class="item-co-authors"><td class="label">Co-Authors:</td><td class="value">Michelle Redfearn, PhD, RN; Susan R. Santos, RN, PhD</td></tr><tr><td colspan="2" class="item-abstract">Objective Research indicates organizational support elements are critical in nurse satisfaction and retention. This study used path analysis, a form of structural equation modeling, to test selected support and workload sub scales on intent to leave using the Individual Workload Perception Scale (IWPS). Previous work found support and workload sub scales combined explained 45% of the variance for intent to leave. Design Secondary analysis studied the direct and indirect relation of three support sub scales, peer, unit, and manager on the sub scale intent to leave while examining the direct relation of workload with intent to leave. Population, Sample, Setting The study used a voluntary sample of 687 inpatient staff RNs from a 187-bed pediatric academic hospital in the Midwest. Concept or Variables Studied Together There are five sub scales of the IWPS, a 46-item, five-point Likert scale instrument. Sub scales include support components within an organization: peer (PS), unit (US), manager (MS), and perception of workload (W). Alpha coefficients for these sub scales are .71, .61, .76 and, .73 respectively. Intent to leave, ITL, has a coefficient of .83. Methods AMOS, structural equation modeling software, was used to examine the relations between and among PS, US, MS, W and ITL. Findings All paths in the original model were significant based on analysis of critical ratios (CR). Workload had a significant relation with ITL, while PS, US, and MS all had significant relations with Workload. When additional models were examined the only support variable to have a direct relation with ITL was MS. Conclusions Implications for nurse executives are clear &ndash; key organizational support is critical for nurses to perceive their workload is reasonable, perception that workload is reasonable is critical to retaining nurses. Most importantly, manager support for the staff nurse is the linchpin for retaining nurses.</td></tr></table>en_GB
dc.date.available2011-10-26T09:58:28Z-
dc.date.issued2011-10-17en_GB
dc.date.accessioned2011-10-26T09:58:28Z-
dc.description.sponsorshipSigma Theta Tau Internationalen_GB
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