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What relationships can be found between nurses' working life and turnover? - A mixed-methods approach
University of Gävle, Faculty of Health and Occupational Studies, Department of Caring Science, Caring Science.ORCID iD: 0000-0002-9912-5350
University of Gävle, Faculty of Health and Occupational Studies, Department of Caring Science, Caring Science. Uppsala universitet.ORCID iD: 0000-0003-1185-061x
University of Gävle, Faculty of Health and Occupational Studies, Department of Caring Science, Caring Science.ORCID iD: 0000-0002-5436-3566
University of Gävle, Faculty of Health and Occupational Studies, Department of Occupational Health Science and Psychology, Occupational Health Science. University of Gävle, Centre for Musculoskeletal Research.ORCID iD: 0000-0001-7261-3496
2022 (English)In: Journal of Nursing Management, ISSN 0966-0429, E-ISSN 1365-2834, Vol. 30, no 1, p. 288-297Article in journal (Refereed) Published
Abstract [en]

AIM: to describe why registered nurses decide to leave their work and to investigate relationships between registered nurses' working life and turnover (leaving the unit versus the profession).

BACKGROUND: Much research has explored nurses' intention to leave, while less research has looked at turnover and especially leaving the profession.

METHODS: Data were collected using questionnaires and interviews.

RESULTS: The three most common reasons for both groups (leaving the profession, n=40; leaving unit but not profession, n=256) were high workload, low salary and applied for and got a new job. Multivariate logistic regression analysis revealed statistically significant relationships between turnover and empowering structures, such as access to resources and informal power as well as the factor learning in thriving.

CONCLUSIONS: Structural empowerment, such as good access to resources and informal power, is important to keeping nurses in the profession, while learning seems to increase the risk of leaving the profession when variables such as vitality, resources, informal power and age are held constant.

IMPLICATIONS FOR NURSING MANAGEMENT: To counteract nurses leaving the profession, managers must provide nurses with good access to resources, informal power, such as networks within and outside the organization, and focus on nurses' vitality.

Place, publisher, year, edition, pages
Wiley , 2022. Vol. 30, no 1, p. 288-297
Keywords [en]
registered nurses, resigning, structural conditions, thriving, turnover
National Category
Health Sciences
Research subject
Health-Promoting Work, Inkluderande arbetsliv
Identifiers
URN: urn:nbn:se:hig:diva-37155DOI: 10.1111/jonm.13494ISI: 000715077200001PubMedID: 34643314Scopus ID: 2-s2.0-85118593298OAI: oai:DiVA.org:hig-37155DiVA, id: diva2:1603301
Available from: 2021-10-15 Created: 2021-10-15 Last updated: 2023-12-06Bibliographically approved

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Engström, MariaMårtensson, GunillaPålsson, YlvaStrömberg, Annika

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