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The impact of individual and organizational resources on nurse outcomes and intent to quit
Author(s) -
Brunetto Yvonne,
Rodwell John,
Shacklock Kate,
FarrWharton Rod,
Demir Defne
Publication year - 2016
Publication title -
journal of advanced nursing
Language(s) - English
Resource type - Journals
SCImago Journal Rank - 0.948
H-Index - 155
eISSN - 1365-2648
pISSN - 0309-2402
DOI - 10.1111/jan.13081
Subject(s) - nursing , psychology , population , job satisfaction , social support , nursing management , capital (architecture) , medicine , social psychology , environmental health , archaeology , history
Aim To examine the impact of an individual resource factor (psychological capital) and an organizational resource (management support) on nurses’ intentions to quit. Background Nursing work can be stressful and as a consequence, nurses suffer greater stress and stress‐related sickness, including depression, than the general population. Stress can be mitigated in the workplace depending on the availability of resources in the workplace. Resources can come from the organization or the individual themselves. Design The study is quantitative using a cross‐sectional design. Methods The study analysed data from 242 nurses working in five Australian hospitals in the one regional network during 2013. Findings The predictors explained almost half of the variance of nurses’ intent to quit. Psychological capital had the dual benefits of reducing nurses’ perceptions of psychological distress and simultaneously increasing their job satisfaction. Conclusion Psychological capital is an example of the personal resources a nurse brings to work. Nurse managers can now understand the impact of a new form of protective resources that influence the levels of strain felt by nurses. If nurses present with low psychological capital, then up‐skilling nurses with these personal attributes will positively impact on their health and well‐being and, in turn, enhance the care of patients.