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Professional characteristics and work attitudes of hospital nurses who leave compared with those who stay
Author(s) -
Kerzman Hana,
Van Dijk Dina,
SimanTov Maya,
Friedman Shoshy,
Goldberg Shoshy
Publication year - 2020
Publication title -
journal of nursing management
Language(s) - English
Resource type - Journals
SCImago Journal Rank - 0.925
H-Index - 76
eISSN - 1365-2834
pISSN - 0966-0429
DOI - 10.1111/jonm.13090
Subject(s) - nursing , seniority , autonomy , workforce , medicine , professional development , nursing management , economic shortage , work (physics) , psychological intervention , psychology , government (linguistics) , medical education , political science , mechanical engineering , engineering , linguistics , philosophy , law
Aim To compare characteristics and attitudes of nurses who resigned and those who remained in two Israeli hospitals and assess the reasons for leaving. Background Nurse turnover is a current global problem in health care system, especially given the severe nurse shortages. Retention of nurses requires an understanding of the characteristics of the resigning nurses, their attitudes and their reasons for leaving. Methods A matching case–control study was conducted among 100 resigning nurses and 200 matched remaining nurses. Questionnaires were used to survey the professional characteristics and attitudes of the participating nurses. In addition, exit interviews were used to assess the reasons to leave of resigning nurses. Results Resigning nurses had higher education, less seniority and fewer managerial positions compared with remaining nurses. In addition, resigning nurses had lower professional autonomy and higher aspirations for professional advancement. The reasons to leave cited by the resigning nurses were distance of the workplace from home and working conditions as well as aspiring for professional advancement. Conclusions The interface between high education and having few opportunities for advanced positions may lead to resignation. Implications for Nursing Management We recommend organisational interventions for training new hospital nurses through professional career path development, such as mentoring programme.