Open AccessJob Stress and Intent to Stay at Work among Registered Female Nurses Working in Thai Hospitals
Author(s) -
Kaewboonchoo Orawan,
Yingyuad Boonrord,
Rawiworrakul Tassanee,
Jinayon Adchara
Publication year - 2014
Publication title -
journal of occupational health
Language(s) - English
Resource type - Journals
SCImago Journal Rank - 0.664
H-Index - 59
ISSN - 1348-9585
DOI - 10.1539/joh.12-0204-oa
Subject(s) - job strain , job stress , medicine , workload , social support , nursing , family medicine , cross sectional study , job satisfaction , psychology , social psychology , psychiatry , psychosocial , pathology , computer science , operating system
Job Stress and Intent to Stay at Work among Registered Female Nurses Working in Thai Hospitals: Orawan KAEWBOONCHOO, et al . Faculty of Public Health, Mahidol University, Thailand—Objectives Job stress is one of the factors that increase the likelihood of turnover. Intent to leave work is one of the most accurate predictors of turnover. This cross‐sectional study was created to evaluate the intent of nurses working at hospitals to continue working and to determine the relationship between job stress and intent to stay at work. Methods The subjects were 514 female hospital nurses aged 21−58 years old, who had worked full time at the study hospitals for at least 1 year. Data were collected using a self‐administered questionnaire, which included sections on demographic characteristics, the Thai version of the Job Content Questionnaire (JCQ), and intent to stay at work. Multiple regression analysis was used to identify factors related to intent to stay at work. Results The prevalences of high job strain and low intent to stay at work were 17.5 and 22.4%, respectively. The mean (SD) scores of the nurses for psychological job demand, decision latitude, workplace social support, and intent to stay at work were 33.5 (4.4), 70.7 (6.9), 23.8 (2.8), and 14.6 (2.9), respectively. Multiple regression analysis indicated that intent to stay at work was significantly correlated with only supervisor support among the nurses with high‐strain jobs and with coworker support in nurses with active jobs. Conclusions The findings suggest that different job types need different sources of social support in the workplace. Proactive steps by nurse managers to increase workplace social support might lead to an increase in intent to stay and reduce nursing turnover in hospitals and possibly other settings.