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- Hörberg, AnnaHögskolan Dalarna,Omvårdnad (author)
Experienced Nurses’ Motivation, Intention to Leave, and Reasons for Turnover : A Qualitative Survey Study
- Article/chapterEnglish2023
Publisher, publication year, extent ...
- Wiley-Blackwell,2023
- electronicrdacarrier
Numbers
- LIBRIS-ID:oai:DiVA.org:hv-21193
- https://urn.kb.se/resolve?urn=urn:nbn:se:hv:diva-21193URI
- https://doi.org/10.1155/2023/2780839DOI
- https://urn.kb.se/resolve?urn=urn:nbn:se:du-47083URI
- http://kipublications.ki.se/Default.aspx?queryparsed=id:153744816URI
Supplementary language notes
- Language:English
- Summary in:English
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- SwePubSwePub
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Notes
- CC BY 4.0
- There is a global nurse shortage, and researchers have made great efforts in trying to unveil the reasons for turnover and how to increase retention. However, such research has had a tendency to study variables related to intention to leave (ITL) or turnover as isolated phenomena. Objective. To simultaneously explore what factors motivate experienced nurses in the workplace and the underlying reasons for strong ITL and high staff turnover within the profession. Design. An inductive qualitative content analysis was used based on data from open-ended survey questions. The data originated from the longitudinal analyses of nursing education/employment/entry (LANE) in work-life study. The qualitative data analyzed in this study were distributed in October 2017-January 2018, to all nurses in three cohorts corresponding to 11-, 13- and 15-year postgraduation. Of the 2,474 nurses answering the survey, 1,146 (46%) responded to one or more of the open-ended questions. Results. The result showed that what motivates experienced nurses, their intention to leave (ITL), and reasons for turnover could be described in the form of five broad categories, namely, organizational characteristics, work characteristics, relationships at work, work recognition, and health issues. There was rarely a one single reason described, rather several reasons needed to be experienced over time for nurses to stay motivated or leave the profession. Conclusions. There is no single reason that makes nurses leave the profession, nor is there one single reason that makes them motivated to stay. Retention and turnover are complex processes and need to be addressed as this, not as a single isolated phenomenon. © 2023 Anna Hörberg et al.
Subject headings and genre
- MEDICIN OCH HÄLSOVETENSKAP Hälsovetenskap Omvårdnad hsv//swe
- MEDICAL AND HEALTH SCIENCES Health Sciences Nursing hsv//eng
- article; case report; clinical article; content analysis; employment; health survey; human; human experiment; motivation; nurse; nursing education; occupation; turnover rate; workplace
- Vårdvetenskap
- Nursing science
Added entries (persons, corporate bodies, meetings, titles ...)
- Gadolin, Christian,1987-Högskolan Väst,Avd för företagsekonomi,LOVHH,Univ West(Swepub:hv)chrgad (author)
- Skyvell Nilsson, Maria,1961-Högskolan Väst,Avdelningen för omvårdnad - avancerad nivå,LOVHH,Univ West(Swepub:hv)marsky (author)
- Gustavsson, PetterKarolinska Institutet (author)
- Rudman, AnnKarolinska Institutet,Högskolan Dalarna,Omvårdnad,Karolinska Inst(Swepub:du)ard (author)
- Högskolan DalarnaOmvårdnad (creator_code:org_t)
Related titles
- In:Journal of Nursing Management: Wiley-Blackwell20230966-04291365-2834
Internet link
- https://doi.org/10.1155/2023/2780839Fulltext
- https://hv.diva-portal.org/smash/get/diva2:1829660/FULLTEXT01.pdffulltext:print
- https://du.diva-portal.org/smash/get/diva2:1802915/FULLTEXT01.pdffulltext:print
- https://urn.kb.se/resolve?urn=urn:nbn:se:hv:diva-21193
- https://doi.org/10.1155/2023/2780839
- https://urn.kb.se/resolve?urn=urn:nbn:se:du-47083
- http://kipublications.ki.se/Default.aspx?queryparsed=id:153744816
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