The Importance of Individual Variation in Understanding Turnover of Taiwanese Nurses in LTC

2.50
Hdl Handle:
http://hdl.handle.net/10755/290935
Category:
Abstract
Type:
Presentation
Title:
The Importance of Individual Variation in Understanding Turnover of Taiwanese Nurses in LTC
Author(s):
Chen, I-Hui; Bowers, Barbara J.; Brown, Roger
Lead Author STTI Affiliation:
Beta Eta-at-Large
Author Details:
I-Hui Chen, RN, MSN, ichen@wisc.edu; Barbara J. Bowers, RN, PhD, FAAN; Roger Brown, PhD
Abstract:

Poster presented on Friday, April 12, 2013, Saturday, April 13, 2013

Background: Research has shown that nursing home (NH) nurse turnover in Taiwan leads to negative consequences for patients and health delivery organizations. However, nurse turnover research has largely been conducted at the aggregate level rather than individual level, making it difficult to understand how to identify individual nurses at risk for turnover. Using turnover intention (TI), as a proxy for turnover, makes it possible to study turnover among currently employed individual nurses. Job satisfaction is well-documented as an important predictor of TI but few studies have explored whether extrinsic or intrinsic satisfaction is more important making it difficult to develop policies directed toward nurse turnover reduction.

Purpose: 1) examine individual nurse differences related to TI; 2) investigate relationships between extrinsic and intrinsic satisfaction and TI.

Methods: A cross-sectional survey using a sample of 186 NH nurses was conducted. Latent class analysis was used to classify nurses, according to their responses to 7 TI indicators, into TI groups. Multinomial logistic regression was used to determine whether extrinsic or intrinsic job satisfaction predicted TI class membership.

Results: A three-class model was found: Group 1: potential leavers with withdrawal plans (n=22, 12%); group 2: potential leavers withdrawing suddenly (n=101, 54%); group 3: low-risk potential leavers (n=63, 34%). Both extrinsic and intrinsic satisfaction predicted class membership, but differentially by group. Specifically, nurses with low extrinsic satisfaction were more likely to belong to group 1 than group 3 and nurses with low intrinsic satisfaction were more likely to belong to group 2 than group 3.

Conclusion: Results from this study indicate that individual differences may influence nurse turnover. Particularly, some nurses are at higher risk of leaving than others. A large proportion of nurses intending to turnover are motivated by intrinsic factors. Policies directed toward nurse turnover reduction should be focused on promoting intrinsic satisfaction.

Keywords:
Turnover intention; Taiwan; Nursing homes
Repository Posting Date:
13-May-2013
Date of Publication:
13-May-2013
Conference Date:
2013
Conference Name:
Creating Healthy Work Environments
Conference Host:
Sigma Theta Tau International, the Honor Society of Nursing
Conference Location:
Indianapolis, Indiana, USA
Description:
Creating Healthy Work Environments. Held at the JW Marriott, Indianapolis
Note:
This is an abstract-only submission. If the author has submitted a full-text item related to this abstract, you may find it by browsing the repository by author. If author contact information is available in this abstract, please feel free to contact him or her with your queries regarding this submission.

Full metadata record

DC FieldValue Language
dc.language.isoen_USen_GB
dc.type.categoryAbstracten_GB
dc.typePresentationen_GB
dc.titleThe Importance of Individual Variation in Understanding Turnover of Taiwanese Nurses in LTCen_GB
dc.contributor.authorChen, I-Huien_GB
dc.contributor.authorBowers, Barbara J.en_GB
dc.contributor.authorBrown, Rogeren_GB
dc.contributor.departmentBeta Eta-at-Largeen_GB
dc.author.detailsI-Hui Chen, RN, MSN, ichen@wisc.edu; Barbara J. Bowers, RN, PhD, FAAN; Roger Brown, PhDen_GB
dc.identifier.urihttp://hdl.handle.net/10755/290935-
dc.description.abstract<p>Poster presented on Friday, April 12, 2013, Saturday, April 13, 2013</p>Background: Research has shown that nursing home (NH) nurse turnover in Taiwan leads to negative consequences for patients and health delivery organizations. However, nurse turnover research has largely been conducted at the aggregate level rather than individual level, making it difficult to understand how to identify individual nurses at risk for turnover. Using turnover intention (TI), as a proxy for turnover, makes it possible to study turnover among currently employed individual nurses. Job satisfaction is well-documented as an important predictor of TI but few studies have explored whether extrinsic or intrinsic satisfaction is more important making it difficult to develop policies directed toward nurse turnover reduction. <p>Purpose: 1) examine individual nurse differences related to TI; 2) investigate relationships between extrinsic and intrinsic satisfaction and TI. <p>Methods: A cross-sectional survey using a sample of 186 NH nurses was conducted. Latent class analysis was used to classify nurses, according to their responses to 7 TI indicators, into TI groups. Multinomial logistic regression was used to determine whether extrinsic or intrinsic job satisfaction predicted TI class membership. <p>Results: A three-class model was found: Group 1: potential leavers with withdrawal plans (n=22, 12%); group 2: potential leavers withdrawing suddenly (n=101, 54%); group 3: low-risk potential leavers (n=63, 34%). Both extrinsic and intrinsic satisfaction predicted class membership, but differentially by group. Specifically, nurses with low extrinsic satisfaction were more likely to belong to group 1 than group 3 and nurses with low intrinsic satisfaction were more likely to belong to group 2 than group 3. <p>Conclusion: Results from this study indicate that individual differences may influence nurse turnover. Particularly, some nurses are at higher risk of leaving than others. A large proportion of nurses intending to turnover are motivated by intrinsic factors. Policies directed toward nurse turnover reduction should be focused on promoting intrinsic satisfaction.en_GB
dc.subjectTurnover intentionen_GB
dc.subjectTaiwanen_GB
dc.subjectNursing homesen_GB
dc.date.available2013-05-13T10:23:37Z-
dc.date.issued2013-05-13-
dc.date.accessioned2013-05-13T10:23:37Z-
dc.conference.date2013en_GB
dc.conference.nameCreating Healthy Work Environmentsen_GB
dc.conference.hostSigma Theta Tau International, the Honor Society of Nursingen_GB
dc.conference.locationIndianapolis, Indiana, USAen_GB
dc.descriptionCreating Healthy Work Environments. Held at the JW Marriott, Indianapolisen_GB
dc.description.noteThis is an abstract-only submission. If the author has submitted a full-text item related to this abstract, you may find it by browsing the repository by author. If author contact information is available in this abstract, please feel free to contact him or her with your queries regarding this submission.en_GB
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