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Factors Associated with Intention to Leave of Nurses in Rajavithi Hospital, Bangkok, Thailand |
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| รหัสดีโอไอ | |
| Creator | Wannakorn Homsuwan |
| Title | Factors Associated with Intention to Leave of Nurses in Rajavithi Hospital, Bangkok, Thailand |
| Publisher | Chulalongkorn University Press |
| Publication Year | 2560 |
| Journal Title | Journal of Health Research |
| Journal Vol. | 31 |
| Journal No. | suppl.1 |
| Page no. | s91 |
| Keyword | Intention to leave, Job satisfaction, Organizational commitment, Nurse, Thailand |
| ISSN | 8574421 |
| Abstract | Background: A shortage of nurses, high turnover rates and poor retention rate are the concerns for healthcare organizations in Thailand. Rates of intention to leave of nurses vary from 23.7 to 58.3%. There are no adequate solutions for this situation. Therefore, retaining nurses is an urgent issue. Job satisfaction and organizational commitment are the factors associated with the intention to leave. However, this has not been taken seriously in Rajavithi Hospital (RJH). This study aims to determine the rate of turnover intention and associated factors with intention to leave among nurses in RJH. Materials and Methods: A cross-sectional study was conducted between April and May 2016. Nurses who had worked at RJH for at least 1 year were recruited and completed a self-administered questionnaire. The questionnaire consisted of 4 parts: demographic factors, job satisfaction, organizational commitment, and intention to leave. Chi-square test was used to identify the associations, and multiple logistic regression was performed to determine factors related to intention to leave. Results: Of the 392 questionnaires distributed, 390 (99.5%) were returned. Overall, 28.2% of nurses intended to leave. Factors associated with intention to leave were work department (Adj.OR 1.93; 95% CI: 1.03-3.53), job achievement (Adj.OR 3.37; 95% CI: 1.50-7.56), job security (Adj.OR 2.71; 95% CI: 1.43-5.15), and affective commitment (Adj.OR 1.97; 95% CI: 1.03-3.77). Odd Ratio was adjusted for age, dependent, shift work, congenital disease, recognition, work promotion, policies and administration, interpersonal relations, salary and fringe benefits, personal life, quality of supervision, and internalization of values. Conclusion: The findings support in implementing strategies to maintain nurses, and increase job satisfaction or organizational commitment for retention of nurse. |
