Objective: This study examined factors related to the intention to leave and the decision to resign, including individual and psychosocial factors in the work environment, among newly graduated nurses (NGNs).
Methods: We distributed an anonymous self-administered questionnaire to all NGNs (n = 1,477) in a selected prefecture in Japan. The response rate was 41 %. We used completed female data (n = 493) for analysis. The questionnaire included a scale of the intention to leave, an item related to the decision to resign, psychosocial factors in the work environment (e.g., the Japanese short version of the Copenhagen Psychosocial Questionnaire, social support, presence of a role model), and individual factors (e.g., psychological distress, cumulative fatigue, job readiness) along with control variables.
Results: The results of multivariate logistic regression analysis showed that the presence of a role model coincided with the upper quartile of the intention to leave and the decision to resign. Support from supervisors and job readiness showed significant relationships with the upper quartile of the intention to leave; those who received a hospital scholarship showed a significant relationship with the decision to resign. Additionally, psychological distress, inadequate break facilities, and an insufficient amount of permitted rest time were risk factors for the decision to resign, and cumulative fatigue was a risk factor for the upper quartile of the intention to leave.
Conclusions: Our findings suggest that, while investment in facilities and human capital may have short-term benefits, measures from a long-term perspective are needed for the prevention of future resignations among NGNs.