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Nursing turnover: An integrated model
Author(s) -
Parasuraman Saroj
Publication year - 1989
Publication title -
research in nursing and health
Language(s) - English
Resource type - Journals
SCImago Journal Rank - 0.836
H-Index - 85
eISSN - 1098-240X
pISSN - 0160-6891
DOI - 10.1002/nur.4770120409
Subject(s) - turnover intention , turnover , job satisfaction , organizational commitment , psychology , social psychology , job stress , job attitude , job performance , nursing , medicine , management , economics
An integrated model of turnover incorporating personal, organizational, and job experience variables as well as job attitudes and behavioral intentions as predictors of voluntary turnover among staff nurses was tested. Results confirmed the hypothesis that intention to leave would be the most immediate determinant of actual turnover. Pesonal, organizational, and job experience variables were found to influence voluntary turnover only indirectly through their effects on three attitudinal variables: felt stress, job satisfaction and organizational commitment, and intention to leave. As hypothesized, the strength of the intention‐turnover relationship decreased as the time interval between expressed intentions and turnover behavior increased.