ArticlePCN reports : psychiatry and clinical neurosciences2022
Predictors of the intentions to leave among nurses in an academic medical center.
Article in PCN reports : psychiatry and clinical neurosciences, 2022. The graph could read no effect estimate from its abstract, so it casts no vote on the map. Cited by 4 papers.
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Who cites it
4 citing papers in PubMed.
- Why Nurses Resign: A Qualitative Study Across Life Stages and Implications for Workforce Management.Journal of nursing management · 2026Article
- Job satisfaction and professional relationships of nurse educators employed in higher education institutions in Croatia: a qualitative study.BMC nursing · 2025Article
- Enablers and barriers in the professional development of nurses employed full-time at university nursing studies in Croatia: a qualitative study.BMC nursing · 2025Article
- Predictors of the intentions to leave among nurses in an academic medical center.PCN reports : psychiatry and clinical neurosciences · 2022Article
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Authors and funding
11 authors.
Funding
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Abstract
Aim: Nurses are an essential human resource for the healthcare system. However, high turnover of nurses is a current issue. Reducing the high turnover of nurses is crucial for facilitating the sustainable provision of care in hospitals. The purpose of this study was to explore the factors affecting nurses' intentions to leave among nurses in an advanced medical center. Methods: Using a cross-sectional design, we conducted a questionnaire survey of nurses working at an academic medical center in August 2020. Of the 1063 distributed questionnaires, there were 821 (77.2%) valid responses. The questionnaire included items on the Kessler 6 (K6), New Brief Job Stress Questionnaire (New BJSQ), Organizational Justice Questionnaire (OJQ), and intention to leave a hospital job. Results: Overall, the mean age of the nurses was 34.3 ± 10.1 years and 87.8% (721/821) of them were female. Among respondents, 19.5% (160/821) had a strong intention to leave. After adjusting for all the variables, a logistic regression analysis revealed that longer working hours, job rank (staff nurse), work-self-balance positive (imbalance), workplace harassment (no bullying), and interactional justice (unfair supervisor) were determinants associated with strong intentions to leave. Conclusions: Approximately one-fifth of nurses working at advanced medical center had a strong intention to leave. However, our findings can help managers predict the turnover of nurses by understanding occupational characteristics. Managing work-self-balance and treating staff fairly could improve work environments. Further research focusing on the outcome of actual turnover rather than intention to leave is needed.
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