A Conceptual Model of Nurses’ Turnover Intention

Eva Smokrović, Tomislav Kizivat, Antun Bajan, Krešimir Šolić, Zvjezdana Gvozdanović, Nikolina Farčić and Boštjan Žvanut
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Eva Smokrović: Faculty of Medicine, Josip Juraj Strossmayer University of Osijek, 31000 Osijek, Croatia
Tomislav Kizivat: Faculty of Medicine, Josip Juraj Strossmayer University of Osijek, 31000 Osijek, Croatia
Antun Bajan: Faculty of Medicine, Josip Juraj Strossmayer University of Osijek, 31000 Osijek, Croatia
Krešimir Šolić: Faculty of Medicine, Josip Juraj Strossmayer University of Osijek, 31000 Osijek, Croatia
Zvjezdana Gvozdanović: Nursing Institute “Professor Radivoje Radić”, Faculty of Dental Medicine and Health Osijek, Josip Juraj Strossmayer University of Osijek, 31000 Osijek, Croatia
Nikolina Farčić: Nursing Institute “Professor Radivoje Radić”, Faculty of Dental Medicine and Health Osijek, Josip Juraj Strossmayer University of Osijek, 31000 Osijek, Croatia
Boštjan Žvanut: Faculty of Health Sciences, University of Primorska, 6000 Koper, Slovenia

IJERPH, 2022, vol. 19, issue 13, 1-14

Abstract: The World Health Organisation predicts a lack of 15 million health professionals by 2030. The lack of licenced professionals is a problem that keeps emerging and is carefully studied on a global level. Strategic objectives aimed at stimulating employment, improving working conditions, and keeping the nurses on board greatly depends on identifying factors that contribute to their turnover. The aim of this study was to present a conceptual model based on predictors of nurses’ turnover intention. Methods: A quantitative, non-experimental research design was used. A total of 308 registered nurses (RNs) took part in the study. The Multidimensional Work Motivation Scale (MWMS) and Practice Environment Scale of the Nursing Work Index (PES-NWI) were used. Results: The conceptual model, based on the binary regression models, relies on two direct significant predictors and four indirect significant predictors of turnover intention. The direct predictors are job satisfaction (OR = 0.23) and absenteeism (OR = 2.5). Indirect predictors that affect turnover intention via job satisfaction are: amotivation (OR = 0.59), identified regulation (OR = 0.54), intrinsic motivation (OR = 1.67), and nurse manager ability, leadership and support of nurses (OR = 1.51). Conclusions: The results of the study indicate strategic issues that need to be addressed to retain the nursing workforce. There is a need to ensure positive perceptions and support from managers, maintain intrinsic motivation, and promote even higher levels of motivation to achieve satisfactory levels of job satisfaction.

Keywords: turnover models; intrinsic motivation; turnover intention; nursing practice environment (search for similar items in EconPapers)
JEL-codes: I I1 I3 Q Q5 (search for similar items in EconPapers)
Date: 2022
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