Identifying the nurse characteristics that affect anticipated turnover

Mohammad Suliman; Mean Aljezawi; Shaheerha Almansi; Ahmad Musa; Manar Alazam; Wafa'a F Ta'an

doi:10.7748/nm.2020.e1956

Identifying the nurse characteristics that affect anticipated turnover

Nurs Manag (Harrow). 2020 Dec 10. doi: 10.7748/nm.2020.e1956. Online ahead of print.

Authors

Mohammad Suliman¹, Mean Aljezawi², Shaheerha Almansi², Ahmad Musa³, Manar Alazam², Wafa'a F Ta'an⁴

Affiliations

¹ chairman of Community and Mental Health Department, Al al-Bayt University, Mafraq, Jordan.
² Community and Mental Health Department, Al al-Bayt University, Mafraq, Jordan.
³ Adult Health Department, Al al-Bayt University, Mafraq, Jordan.
⁴ Department of Community and Mental Health Nursing, Faculty of Nursing, Jordan University of Science and Technology, Irbid, Jordan.

PMID: 33300318
DOI: 10.7748/nm.2020.e1956

Abstract

Background: Nurse turnover is a prevalent and serious issue in Jordan, with many nurses leaving their jobs to search for better opportunities outside the country. It is therefore important to assess anticipated nurse turnover and the factors that may affect this, to prevent the costly and unnecessary loss of staff.

Aim: To assess anticipated nurse turnover and its predictors, and to compare these between public and university-affiliated (teaching) hospitals.

Method: A descriptive, cross-sectional and comparative design was used. Anticipated nurse turnover was measured using the Anticipated Turnover Scale, which consists of 12 items related to a nurse's intention to leave their job that are rated using a seven-point Likert-scale. Questionnaires were distributed to 280 nurses from three public hospitals and one university-affiliated hospital in the north of Jordan. Data were analysed using descriptive statistics, multiple regression and independent t-tests.

Results: Questionnaire responses were received from 250 nurses, yielding a response rate of 89%. This study identified that 68% of respondents intended to leave their job. Being older, more experienced and with a higher level of education increased the likelihood of nurse turnover. Nurses working in the university-affiliated hospital had a higher intent to leave compared with those working in public hospitals.

Conclusion: This study found that a high proportion of nurses working in hospitals in the north of Jordan were considering leaving their jobs, and nurses' characteristics had a significant role in determining anticipated turnover. The results of this study could provide policymakers and stakeholders in Jordan with guidance to develop policies and retention programmes that could improve nurses' work environment and reduce turnover.

Keywords: professional; recruitment and retention; research; workforce; workforce planning.