Job satisfaction and intention to leave: a questionnaire survey of hospital nurses in Shanghai of China

Cui Liu, Lingjuan Zhang, Wenqin Ye, Jianying Zhu, Jie Cao, Xiaoying Lu and Fengping Li

Journal of Clinical Nursing, 2012, vol. 21, issue 1‐2, 255-263

Abstract: Aim. To explore nurses’ views and experiences regarding job satisfaction and their intention to leave in Shanghai. Background. The widespread nursing shortage and nurses’ high turnover rate has become a global issue. Job satisfaction is the most consistent predictor of nurses’ intention to leave and has been reported as explaining most of the variance on their intention to leave. Design. A cross‐sectional survey. Methods. A convenience sample of nurses was recruited from 19 large general hospitals in Shanghai and the research assistants distributed 2850 questionnaires to nurses. The response rate of this study was 78·95%, and 2250 nurses completed the questionnaire. Results. Regarding the overall job satisfaction, 50·2% nurses were dissatisfied and 40·4% nurses reported that they had intention to leave the current employment. Respondents’ characteristics had an impact on job satisfaction and their intention to leave. The results showed that age, marital status, work experience, overall job satisfaction, job satisfaction: extrinsic rewards, interaction, praise/recognition and control/responsibility were significant factors contributing to nurses’ intention to leave. Conclusions. The finding may be a cause of concern for hospital management and highlights the importance of the two concepts (job satisfaction and intention to leave) in Shanghai. Innovative and adaptable managerial interventions need to be taken to improve nurses’ job satisfaction and to strengthen their intention to stay. Relevance to clinical practice. Our findings outline some issues contributing to these problems and provide nurse administrators with information regarding specific influences on nurses’ job satisfaction and intention to leave in Shanghai and innovative and adaptable managerial interventions that are needed. Our findings may also provide direction for nurse managers and healthcare management to implement strategies to improve nurses’ job satisfaction and their intention to stay.

Date: 2012
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Persistent link: https://EconPapers.repec.org/RePEc:wly:jocnur:v:21:y:2012:i:1-2:p:255-263

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