ปัจจัยทำนายความตั้งใจคงอยู่ในงานของพยาบาลในโรงพยาบาลมหาวิทยาลัย

Wuttikoon Intajak; Thitinut  Akkadechanunt; Somjai Sirakamon

doi:10.60099/jtnmc.v38i04.265598

Authors

Wuttikoon Intajak Faculty of Nursing, Chiang Mai University, Thailand
Thitinut Akkadechanunt Faculty of Nursing, Chiang Mai University, Thailand
Somjai Sirakamon Faculty of Nursing, Chiang Mai University, Thailand

DOI:

https://doi.org/10.60099/jtnmc.v38i04.265598

Keywords:

nurses, university hospital, intent to stay, trust in supervisor, perceived organizational support

Abstract

Introduction The intent to stay is important for organizations to promote employee retention, especially in the context of university hospitals with high turnover rates of nurses. Additionally, research on nurses’ intention to stay in university hospitals is limited.

Objectives 1) To describe the intent to stay among nurses in university hospitals, and 2) To determine the predictivity of trust in supervisor, perceived organizational support, work experience, and working hours on the intent to stay among nurses in the university hospitals.

Design This study employed a correlational predictive design, applying the concept of intent to stay by Boyle et al. as a research framework.

Methods The participants consisted of 170 nurses, working in the university hospitals in the northern region of Thailand for a minimum of one year. Data were collected through an online questionnaire in August 2023. The research instruments included four parts: a personal information questionnaire, an intent to stay scale, a trust in supervisor scale, and a perceived organizational support scale. Data were analyzed using descriptive statistics, and inferential statistics, which included multiple regression analysis with “ENTER” method.

Results The mean intent to stay among nurses in university hospitals was at a moderate level (M = 3.11, SD = 0.98). The multiple regression analysis revealed that trust in supervisor, perceived of organizational support, and work experience together predicted intent to stay among the participants for 47.6% (R2 = 0.476, F = 37.434, p < .01). The work experience was the best predictor of intent to stay (beta = 0.355).

Recommendations Hospital and nurse administrators can use the results of this study as the basic information in designing strategies aimed to enhance intent to stay among nurses in the university hospitals through the cultivation of trust in supervisors and providing support for the nursing profession.

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