Factors related to perioperative nurses' job satisfaction and intention to leave.

This study investigated factors associated with perioperative nurses' job satisfaction and their intention to leave. Recruitment and retention of nurses are particularly important in a specialist environment such as the perioperative setting where it is especially difficult to attract and retain nurses due to its unique environment. Cross-sectional data were drawn from a larger study on nurses' work environments, conducted in one province of Canada. An e-survey tool, consisting of validated scales, was administered by the provincial nurses' union to a stratified random sample of registered nurses. The study sample consisted of 113 perioperative nurses working in acute-care hospitals. This study included two outcome variables (job satisfaction and intention to leave) and five predictor variables (three aspects of work environment, workload, and emotional exhaustion). Data were analyzed using multivariate linear and logistic regressions. A multivariate linear regression model explained 49% (adjusted R2 ) of variance in nurses' job satisfaction, and a multivariate logistic regression explained 19% (McFadden's R2 ) of the variance in their intent to leave. After controlling for work status and other predictors, nurse-physician relationship was significantly related to nurses' job satisfaction, and emotional exhaustion was the key predictor for both outcome variables. This study demonstrated that higher emotional exhaustion is associated with decreased job satisfaction and increased intention to leave among perioperative nurses. The findings suggest that nurse managers should create an empowering and open work environment that fosters perioperative nurses' job satisfaction and reduces their intention to leave.

Lee SE ，MacPhee M ，Dahinten VS 《-》

The relationships between nurses' work environments and emotional exhaustion, job satisfaction, and intent to leave among nurses in Saudi Arabia.

To examine relationships between components of nurses' work environments and emotional exhaustion, job satisfaction and intent to leave among nurses in Saudi Arabia. A descriptive correlational study with cross-sectional data. Data were collected in 2017 from 497 Registered Nurses working in a large tertiary hospital in Riyadh, Saudi Arabia. Participants completed an online survey like that used in RN4Cast studies to measure nurses' perceptions of their work environments and nurse outcomes. Hierarchical linear regression and logistic regression were conducted to examine the relationships between components of nurses' work environments and nurse outcomes after controlling for nurse and patient characteristics. Nurse participation in hospital affairs was uniquely associated with all three nurse outcomes, whereas staffing and resource adequacy was associated with emotional exhaustion and job satisfaction, but not intent to leave. These two variables were also the components of the nursing practice environment that received the lowest ratings. Nurse manager ability, leadership and support of nurses, and nurse-physician relationships were associated with job satisfaction only. A nursing foundation for quality of care was not uniquely associated with any of the three outcomes. Finally, nurse emotional exhaustion and job satisfaction fully mediated the relationship between nurse participation in hospital affairs and intent to leave. Magnet-like work environments in Saudi Arabia are critical to recruiting and retaining nurses in a country with critical nursing shortages. This study addresses a gap in the literature regarding which components of the nurses' work environment are uniquely associated with emotional exhaustion, job satisfaction and intent to leave among nurses in Saudi Arabia. Study results will assist Saudi hospital administrators and nurse leaders to develop recruitment and retention strategies by focusing on those work environment components most associated with nurse outcomes: participation in hospital affairs and staffing and resource adequacy.

Alharbi AA ，Dahinten VS ，MacPhee M 《-》

Predictors of nurses' intentions to leave the organisation and the profession in Turkey.

To examine the predictors of nurses' intention to leave the organisation and intention to leave the profession in Turkey. Although numerous studies have investigated nurses' intention to leave the organisation and intention to leave the profession, knowledge about the predictors of nurses' intention to leave remains insufficient. A descriptive cross-sectional research design was conducted based on a sample of 799 nurses at 16 hospitals. Data were collected through a questionnaire including questions about nurse characteristics, the intention to leave the organisation and the intention to leave the profession, job satisfaction and the Maslach burnout index and the practice environment scale of the nursing work index. Data were evaluated using a stepwise logistic regression analysis. Dissatisfaction, the number of years worked at the organisation, emotional exhaustion, depersonalisation, collegial nurse-physician relationships and the adequacy of staffing and resources were predictors of nurses' intention to leave the organisation (R(2)  = 44%), whereas dissatisfaction and emotional exhaustion were predictors of nurses' intention to leave the profession (R(2)  = 27%). Although there were differences between the patterns of nurses' intention to leave the organisation and intention to leave the profession, dissatisfaction and emotional exhaustion were common across both groups and were the most important predictors of nurses' intention to leave. Managers should focus on approaches that will increase satisfaction and prevent burnout in nurses. Nurse managers should consider nurses' suggestions when developing plans related to staffing and resources and should encourage interdisciplinary cooperation.

Arslan Yurumezoglu H ，Kocaman G 《-》

Factors Associated With Intent to Leave in Registered Nurses Working in Acute Care Hospitals: A Cross-Sectional Study in Ontario, Canada.

Nowrouzi-Kia B ，Fox MT 《-》

Effects of nurse work environment on job dissatisfaction, burnout, intention to leave.

The nursing shortage is a critical issue in many countries. High turnover rates among nurses is contributing to the shortage, and job dissatisfaction, intention to leave, and burnout have been identified as some of the predictors of nurse turnover. A well-established body of evidence demonstrates that the work environment for nurses influences nurse job dissatisfaction, intention to leave, and burnout, but there never has been a study undertaken in Thailand to investigate this relationship. To investigate how work environment affects job dissatisfaction, burnout, and intention to leave among nurses in Thailand. The study used a cross-sectional survey to collect data from 1351 nurses working in 43 inpatient units in five university hospitals across Thailand. The participants completed the Practice Environment Scale of the Nursing Work Index, the Maslach Burnout Inventory, and measures of job dissatisfaction and intention to leave. Logistical regression models assessed the association between work environment and nurse-reported job dissatisfaction, burnout, and intent to leave. Nurses working in university hospitals with better work environments had significantly less job dissatisfaction, intention to leave, and burnout. The nurse work environment is a significant feature contributing to nurse retention in Thai university hospitals. Improving the work environment for nurses may lead to lower levels of job dissatisfaction, intention to leave, and burnout. Focusing on these nurse outcomes can be used as a strategy to retain nurses in the healthcare system. Addressing the challenges of poor work environments requires coordinated action from policymakers and health managers.

Nantsupawat A ，Kunaviktikul W ，Nantsupawat R ，Wichaikhum OA ，Thienthong H ，Poghosyan L ... -  《-》