Predictors of Male Nurses’ Intention to Stay in Emergency Department and Intensive Care Unit: A Cross-sectional Study

Authors

  • Xiaochen Lyu RN, PhD (Candidate), Faculty of Nursing, Chiang Mai University, Thailand.
  • Thitinut Akkadechanunt RN, PhD, Assistant Professor, Faculty of Nursing, Chiang Mai University, Thailand.
  • Pratum Soivong RN, PhD, Associate Professor, Faculty of Nursing, Chiang Mai University, Thailand.
  • Phanida Juntasopeepun RN, PhD, Assistant Professor, Faculty of Nursing, Chiang Mai University, Thailand.

Keywords:

Career growth, Emergency department, Intensive care unit, Intention to stay, Job satisfaction, Male nurses, Transformational leadership

Abstract

             The male nurse plays a vital role in clinical nursing, especially in the emergency department and intensive care unit; however, the turnover rate of nurses working in these areas is higher than other units, adding to nursing shortages. Thus, male nurses’ intention to stay in the emergency department and intensive care unit is crucial for hospitals and health systems. The objective of this cross-sectional study was to identify the predicting factors of intention to stay among 240 male nurses in the emergency department and intensive care unit of five hospitals in China. The research instruments used to obtain the data were the Demographic Data Profile, McCain’s Intention to Stay Scale, the Leadership Practices Inventory, the Career Growth of Nurse Scale, the Group Cohesion Scale, the Three-Component Model Employee Commitment Survey, and the McCloskey/Mueller Satisfaction Scale. Data were analyzed using descriptive statistics, Pearson’s correlation, and multiple regression analysis.
             The results indicated that the intention to stay of male nurses in the emergency department and intensive care unit was at a moderate level. Career growth was the strongest predictor followed by job satisfaction and transformational leadership, and these three predictors could predict intention to stay, accounting for 54.3% of the variance. Nurse administrators can use the results to develop appropriate strategies to retain male nurses in the emergency department and intensive care unit including supporting their career growth, improving job satisfaction, and promoting transformational leadership among male nurses.

References

Ferrer, R. COVID-19 Pandemic: the greatest challenge in the history of critical care. Med Intensiva. 2020, 44(6):323-4. doi:10.1016/j.medine.2020.04.005.

NSI Nursing Solutions, Inc. 2021 [cited 2021 February 12]. Available from: https://www.nsinursinsolutions.com/Documents/Library/NSI_National_gHealth_Care_Retention_Report.pdf

Ma Y, Chen F, Xing D, Meng Q, & Zhang Y. Study on the associated factors of turnover intention among emergency nurses in China and the relationship between major factors.Int Emerg Nurs. 2022;60:101-6. doi:10.1016/j.ienj.2021101106.

Xu G, Zeng X, Wu X. Global prevalence of turnover intention among intensive care nurses: a meta‐analysis.Nurs Crit Care. 2021; 27(1):1-8. doi:10.1111/nicc.12679.

Budu HI, Abalo EM, Bam VB, Agyemang DO, Noi S, Budu FA, Peprah P. “I prefer a male nurse to a female nurse”: patients’ preference for, and satisfaction with nursing care provided by male nurses at the Komfo Anokye teaching hospital. BMC Nurs. 2019;18(1):1-9. doi:10.1186/

s12912-019-0369-4.

Mao A, Wang J, Zhang Y, Cheong PL, Van IK, Tam HL. Male nurses’ dealing with tensions and conflicts with patients and physicians: a theoretically framed analysis. J Multidiscip Healthc. 2020;13:1035-45. doi:10.2147/jmdh.s270113.

Zhang H, Tu J. The working experiences of male nurses in China: implications for male nurse recruitment and retention. J Nurs Manag. 2020;28(2):441-9. doi:10.1111/jonm.12950.

Kim S, Wang J. The role of job demands-resources (JDR) between service workers’ emotional labor and burnout: new directions for labor policy at local government. Int J Environ Res Public Health. 2018;15(12):2894. doi:10.3390/ije rph15122894.

Jember A, Hailu M, Messele A, Demeke T, & Hassen M. Proportion of medication error reporting and associated factors among nurses: a cross sectional study. BMC Nurs. 2018;17(1):1-8. doi:10.1186/s12912-018-0280-4.

McCloskey JC, & McCain BE. Satisfaction, commitment and professionalism of newly employed nurses. J Nurs Sch. 1987;19(1):20-4. doi:10.1111/ j.1547-5069.1987.tb00581.x.

Yu H, Huang C, Chin Y, Shen Y, Chiang Y, Chang C, & Lou J. The mediating effects of nursing professional commitment on the relationship between social support, resilience, and intention to stay among newly graduated male nurses: a cross-sectional questionnaire survey. Int J Environ Res Public Health. 2021;18(14):7546. doi:10.3390/ijerph18147546.

Kim SO, & Moon SH. Factors influencing turnover intention among male nurses in Korea. Int J Environ Res Public Health. 2021;18(18):9862. doi:10.3390/ijerph18189862.

Cowden TL, & Cummings GG. Nursing theory and concept development: a theoretical model of clinical nurses’ intentions to stay in their current positions. J Adv Nurs. 2012;68(7):1646-57. doi:10.1111/j.1365-2648.2011.05927.x.

AbuAlRub RF, & Nasrallah MA. Leadership behaviours, organizational culture and intention to stay amongst Jordanian nurses. Int Nurs Rev. 2017;64(4):520-7. doi:10.1111/inr.12368.

Li X, Zhang Y, Yan D, Wen F, Zhang Y. Nurses’ intention to stay: the impact of perceived organizational support, job control and job satisfaction. J Adv Nurs. 2020;76(5):1141-50. doi:10.1111/jan.14305.

Kouzes JM, Posner BZ. The leadership challenges (3rd ed.). Jossey-Bass;2002.

Wu X, Hayter M, Lee AJ, Yuan Y, Li S, Bi Y, Zhang L, Cao C, Gong W, Zhang Y. Positive spiritual climate supports transformational leadership as means to reduce nursing burnout and intent to leave. J Nurs Manag. 2020;28(4):804-13. doi:10.1111/jonm.12994.

Xie Y, Gu D, Liang C, Zhao S, Ma Y. How transformational leadership and clan culture influence nursing staff’s willingness to stay. J Nurs Manag. 2020;28(7):1515-24. doi:10.1111/jonm.13092.

Yang Y, Liu YH, Liu JY, Zhang HF. The impact of work support and organizational career growth on nurse turnover intention in China. Int J Nurs Sci. 2015;2(2): 134-9. doi:10.1016/j.ijnss.2015.04. 006.

Jans NA. Organizational commitment, career factors and career/life stage. J Organ Behav. 1989;10(3):247-66. doi:10.1002/job.4030 100305.

Hinshaw AS, Atwood JR, Gerber RM, Erickson JR. Testing a theoretical model for job satisfaction and anticipated turnover of nursing staff. Nurs Res. 1985;34(6):384. doi:10.1097/00006199-198511000-00028.

Bontrager S, Hart PL, Mareno N. The role of preceptorship and group cohesion on newly licensed registered nurses’ satisfaction and intention to stay. J Contin Educ Nurs. 2016;47(3):132-9. doi:10.3928 /00220124-20160218-09.

Meyer JP, Allen NJ, Smith CA. Commitment to organizations and occupations: extension and test of a three-component conceptualization. J Appl Psychol. 1993;78(4):538. doi:10.1037/0021-9010.78.4.538.

Mueller CW, McCloskey JC. Nurses’ job satisfaction: a proposed measure. Nurs Res. 1990;39(2):113-7.doi:10.1097/00006199-199003000-00014.

Suliman M, Aljezawi M. Nurses’ work environment: indicators of satisfaction. J Nurs Manag. 2018;26(5): 525-30. doi:10.1111/jonm.12577.

Polit DF, Beck CT. Nursing research: generating and assessing evidence for nursing practice. Lippincott Williams & Wilkins; 2017.

McCloskey JC. Two requirements for job contentment: autonomy and social integration. J Nurs Sch. 1990; 22(3):140-3. doi:10.1111/j.1547-5069.1990.tb00196.x.

World Health Organization. Process of translation and adaptation of instruments. 2018 [cited 2020 February 25]. Available from: https://www.who.int/substance_abuse/ research_tools/translation/en/

Chen HC, Baron M. Psychometric properties of the Chinese leadership practices inventory. Int J Nurs Educ Scholarsh. 2007;4(1):23-37. doi:10.2202/1548-923 x.1421.

Liu J, Yang J, Liu Y, Yang Y, Zhang H. The use of Career Growth Scale in Chinese nurses: validity and reliability. Int J Nurs Sci. 2015;2(1):80-5. doi:10. 1016/j.ijnss.2015.01.010.

Chen YC. Work empowerment and organizational commitment among nurses in tertiary hospitals, Yunnan Province, The People’s Republic of China [Unpublished master’s thesis]. Chiang Mai University, Thailand; 2011.

Zheng XJ. Nurse job satisfaction and its influencing factors in 3-A-grade general hospitals in Beijing [Unpublished master’s thesis]. Peking Union Medical College, China;2009 (in Chinese).

Wang L, Tao H, Ellenbecker CH, Liu X. Job satisfaction, occupational commitment and intent to stay among Chinese nurses: a cross‐sectional questionnaire survey. J Adv Nurs.2012;68(3):539-49. doi:10.1111/j.1365-2648.2011.05755.x.

Guo Y, Hu S, Liang F. The prevalence and stressors of job burnout among medical staff in Liaoning, China: a cross-section study. BMC Public Health. 2021;21(1):1-11. doi:10.1186/s12889-021-10535-z.

Hu Z, Wang H, Xie J, Zhang J, Li H, Liu S, Li Q, Yang Y, Huang Y. Burnout in ICU doctors and nurses in mainland China–a national cross-sectional study. J Crit Care. 2021;62:265-70. doi:10.1016/j.jcrc. 2020.12.029.

Wang H, Li X, Hu X, Chen H, Gao Y, Zhao H, Huang L. Perceptions of nursing profession and learning experiences of male students in baccalaureate nursing program in Changsha, China. Nurse Educ Today. 2011;31(1):36-42. doi:10.1016/j.nedt.2010.03.011.

Liu W, Zhao S, Shi L, Zhang Z, Liu X, Li L, Duan X, Li G, Lou F, Jia X, Fan L, Sun T, Ni X. Workplace violence, job satisfaction, burnout, perceived organizational support and their effects on turnover intention among Chinese nurses in tertiary hospitals: a cross-sectional study. BMJ Open. 2018; 8(6):e019525. doi:10.1136/bmjopen- 2017-019525.

Schoonover-Shoffner K. Why aren’t men choosing nursing? J Christ Nurs. 2006;23(2):16-7.

Smith BW, Rojo J, Everett B, Monday J, Sierra J, Salamonson Y. Professional success of men in the nursing workforce: an integrative review. J Nurs Manag. 2021;29(8):2470-88. doi:10.1111/jonm.13445.

Wubetie A, Taye B, Girma B. Magnitude of turnover intention and associated factors among nurses working in emergency departments of governmental hospitals in Addis Ababa, Ethiopia: a cross-sectional institutional based study. BMC Nurs. 2020;19(1):1-9. doi:10.1186/

s12912-020-00490-2.

Guo RY. More than just breadwinners: how Chinese male migrant workers’ family relationships shape their factory labour process. Community Work Fam. 2021;24(4):415-34. doi:10.1080/13668803.2019.1700919.

Wu X, Hayter M, Lee AJ, Yuan Y, Li S, Bi Y, Zhang L, Cao C, Gong W, Zhang Y. Positive spiritual climate supports transformational leadership as means to reduce nursing burnout and intent to leave. J Nurs Manag. 2020; 28(4):804-13. doi:10.1111/jonm.12994.

Xie Y, Gu D, Liang C, Zhao S, Ma Y. How transformational leadership and clan culture influence nursing staff’s willingness to stay. J Nurs Manag. 2020;28(7):1515-24. doi:10.1111/jonm.13092.

Downloads

Published

2022-05-27

How to Cite

1.
Xiaochen Lyu, Thitinut Akkadechanunt, Pratum Soivong, Phanida Juntasopeepun. Predictors of Male Nurses’ Intention to Stay in Emergency Department and Intensive Care Unit: A Cross-sectional Study. PRIJNR [Internet]. 2022 May 27 [cited 2024 Oct. 6];26(3):404-16. Available from: https://he02.tci-thaijo.org/index.php/PRIJNR/article/view/258060