Nursing

Quality (philosophy)

Linguistics

Engineering

Philosophy

Nursing management

Neuroscience

Social psychology

Government (linguistics)

Economics

Turnover

Nursing shortage

Mechanical engineering

Burnout

Job satisfaction

Psychology

Economic shortage

Turnover intention

Management

Work (physics)

Epistemology

Medicine

Nurse education

Clinical psychology

Perception

Journal of Nursing Management

Aim To expand knowledge about the predictive factors of nurses' intention to leave their job and consequently to turnover. Background Nurse turnover is costly and negatively influences quality of care. Understanding the association between intention to leave and modifiable features of hospital organisation may inform strategies to reduce turnover. Methods A cross-sectional survey of 3,667 medical and surgical nurses was conducted in Italy. Measures included intention to leave; work environment; burnout; job satisfaction; and missed care using the RN4CAST instruments. Descriptive, logistic regression analysis was used. Results Due to job dissatisfaction, 35.5% of the nurses intended to leave their current job, and of these, 33.1%, the nursing profession. Push factors included the following: understaffing, emotional exhaustion, poor patient safety, performing non-nursing care and being male. Pull factors included the following: positive perception of quality and safety of care, and performing core nursing activities. Conclusion The present study expands knowledge about the predictive factors of nurses' intention to leave their job and consequently to turnover, which is one of today's major issues contributing to the shortage of nurses. Implications for Nursing Management Nurses' intention to leave their job is the consequence of a poor work environment, characterized by factors such as understaffing and performance of non-nursing activities.

Push and pull factors of nurses' intention to leave