[The role of agentic capacities in turnover intentions among nurses].

Voluntary turnover in the nursing profession is one of the main concerns in hospitals and it requests comprehensive research. This study contributes to explain the reasons related to turnover intention of nurses and provides causes for reflection to improve the working practice. 161 nurses and 13 nursing coordinators, working in the wards of two Italian hospitals, participated in the study. A self-report questionnaire was administered to them in order to analyze the relationship between agentic capacities (self-regulation, anticipation, vicarious learning, self-reflection) and the intentions to leave the ward and the hospital. The data show a negative association between self-regulation and the desire to leave the ward and the hospital, and a positive association between self-reflection and the intention to leave the ward. The results also show that organizational seniority has a negative effect on intentions to leave the ward and the hospital, while professional seniority has a positive effect only on the intention to leave the hospital. Finally, the nursing coordinators perceive to have a greater ability to manage their own emotional states and behavior, to prefigure future events and to learn from their own experience than nurses. The study's results suggest actions and interventions to develop self-regulation of the nursing staff to reduce turnover intentions and improve the quality of the service offered taking into account seniority and professional organization.

De Simone S ，Planta A ，Bianco P 《-》

The role of job satisfaction, work engagement, self-efficacy and agentic capacities on nurses' turnover intention and patient satisfaction.

Nurses' voluntary turnover is a worrying global phenomenon which affects service quality. Retaining nursing staff within a hospital is important to eliminate the negative influence of voluntary turnover on the quality of care and organisation costs. This research helps explain nurses' voluntary turnover by analysing the role of self-efficacy, agentic capacities, job satisfaction, and work engagement on hospital turnover intention, and to study the relationships between these variables and patient satisfaction. This study gathered data from 194 nurses and 181 patients from 22 inpatient wards at two hospitals in southern Italy. Correlation analysis revealed that job satisfaction, work engagement, self-efficacy and agentic capacities were positively interrelated and negatively correlated with turnover intention. Path analysis showed that self-efficacy, some agentic capacities (anticipation and self-regulation), job satisfaction, and work engagement had direct or indirect effects on nurses' turnover intention, and that job satisfaction exerted a stronger effect on turnover intention. Also, patient satisfaction was positively correlated with nurses' job satisfaction, work engagement, self-efficacy, self-regulation and anticipation and negatively correlated with nurses' turnover intention. Results highlighted the importance of implementing actions (for example through feedforward methodology and the goal setting technique) to improve self-efficacy, self-regulation skill, work engagement and job satisfaction in order to reduce nurses' turnover intention and increase patient satisfaction with nursing care.

De Simone S ，Planta A ，Cicotto G 《-》

[The intention to leave among nurses: the role of job satisfaction, self-efficacy and work engagement].

De Simone S ，Planta A 《Medicina del Lavoro》

Hospital ethical climates and registered nurses' turnover intentions.

Hart SE 《JOURNAL OF NURSING SCHOLARSHIP》

Factors predicting Registered Nurses' intentions to leave their organization and profession: A job demands-resources framework.

To develop a comprehensive model of nursing turnover intention by examining the effects of job demands, job resources, personal demands and personal resources on burnout and work engagement and subsequently on the intention to leave the organization and profession. The ageing population and a growing prevalence of multimorbidity are placing increasing strain on an ageing nursing workforce. Solutions that address the anticipated nursing shortage should focus on reducing burnout and enhancing the engagement of Registered Nurses (RNs) to improve retention. A cross-sectional survey design. Data were collected in 2014-2015 via an e-survey from 2,876 RNs working in New Zealand. Data were analysed with structural equation modelling. Higher engagement results in lower intention to leave the organization and profession. Burnout has significant effects on intentions to leave through lower engagement. While most of the demands and resources' variables (except professional development) have effects on intentions to leave, greater workload and greater work-life interference result in higher burnout and are the strongest predictors of intentions to leave. Greater emotional demands (challenges) and greater self-efficacy also have strong effects in lowering intentions to leave through higher engagement. Employee burnout and work engagement play an important role in transmitting the impacts of job demands, job resources, personal demands and personal resources into RN intention to leave the organization and profession. Work-life interference and high workloads are major threats to nursing retention while challenge demands and higher levels of self-efficacy support better retention.

Moloney W ，Boxall P ，Parsons M ，Cheung G ... -  《-》