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From job stress to intention to leave among hospital nurses: A structural equation modelling approach
Author(s) -
Lo WenYen,
Chien LiYin,
Hwang FangMing,
Huang Nicole,
Chiou ShuTi
Publication year - 2018
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.13481
Subject(s) - structural equation modeling , job satisfaction , psychology , mood , job stress , job attitude , stress (linguistics) , turnover intention , path analysis (statistics) , social psychology , nursing , applied psychology , clinical psychology , job performance , medicine , linguistics , statistics , philosophy , mathematics
Aims The aim of this study was to examine the structural relationships linking job stress to leaving intentions through job satisfaction, depressed mood and stress adaptation among hospital nurses. Background High turnover among nurses is a global concern. Structural relationships linking job stress to leaving intentions have not been thoroughly examined. Design Two nationwide cross‐sectional surveys of full‐time hospital staff in 2011 and 2014. Methods The study participants were 26,945 and 19,386 full‐time clinical nurses in 2011 and 2014 respectively. Structural equation modelling was used to examine the interrelationships among the study variables based on the hypothesized model. We used cross‐validation procedures to ensure the stability and validity of the model in the two samples. Results There were five main paths from job stress to intention to leave the hospital. In addition to the direct path, job stress directly affected job satisfaction and depressed mood, which in turn affected intention to leave the hospital. Stress adaptation mitigated the effects of job stress on job satisfaction and depressed mood, which led to intention to leave the hospital. Intention to leave the hospital preceded intention to leave the profession. Those variables explained about 55% of the variance in intention to leave the profession in both years. Conclusion The model fit was good for both samples, suggesting validity of the model. Strategies to decrease turnover intentions among nurses could focus on creating a less stressful work environment, increasing job satisfaction and stress adaptation and decreasing depressed mood. Hospitals should cooperate in this issue to decrease nurse turnover.