Work Climate and Turnover Intention Among Nurses in Tertiary Level Hospitals, Republic of The Gambia.
Keywords:
work climate, turnover intention, nurse, tertiary level hospital, GambiaAbstract
Work climate is a significant predictor of nurse turnover, which can be evaluated by turnover intention. The purposes of this study were to examine levels of work climate and turnover intention, and to explore the relationship between them among nurses in six tertiary level hospitals in the Republic of The Gambia. Participants included 201 nurses who were randomly selected from different departments of these six tertiary level hospitals. Research instruments used in this study were the demographic data form, CRISO Psychological Climate Questionnaire (CRISO-PCQ), and Turnover Intention Scale (TIS). The validity of the CRISO-PCQ and TIS were confirmed by the developer. The reliability of the CRISO-PCQ was 0.92, and TIS was 0.80. Data were analyzed using descriptive statistics and Pearson product moment correlation.
The results of the study are as follows:
- The level of overall work climate as perceived by nurses was positive. Among the 15 dimensions of work climate, 9 were positive and 6 were negative.
- The overall level of turnover intention as perceived by the nurses was at a high level.
- There were significant negative relationships between the overall and 13 dimensions of work climate and overall turnover intention. However, two dimensions of work climate were not related to overall turnover intention.
The results of this study could be used by nursing administrators in the Republic of The Gambia to develop strategies for improving a negative work climate in order to minimize turnover intention in the six tertiary level hospitals included in this study.
References
Africa Health Observatory. (2012). The Gambia country profile: Analytical summaries. In Banjul (author). American Association of Colleges of Nursing: Nursing shortage fact sheet. Washington, DC: Africa Health Observatory.
American Bureau of Labor Statistics. (2010). Nursing shortage fact sheet. New York: The Center for Health Workforce Studies.
Arnold, J. H., & Feldman, A. D. (1982). Multivariate analysis of the determinants of job turnover. Journal of Applied Psychology, 67 (3), 350-360. doi:10.1037/0021-9010.67.3.350
Bedi, A., Courcy, F., Paquet, M., & Harvey, S. (2012). Interpersonal aggression and burnout: The mediating role of psychological climate. Stress and Health, 29 (5), 350-359. doi:10.1002/smi.2476
Biswas, S. (2010). Relationship between psychological climate and turnover intentions and its impact on organisational effectiveness: A study in Indian organ isations. IIMB Management Review, 22(3), 102-110. doi:10.1016/j.iimb.2010.04.013
Burns, N., & Grove, K. S. (2005). The practice of nursing research conduct, critique, and utilization. Philadelphia: W. B. Saunders.
Clark, P. F., & Clark, D. A. (2006). Union strategies for improving patient care: The key to nurse unionism. Labor Studies Journal, 31 (1), 51-70. doi:10.1353/lab.2006.0003.
Du Plooy, J., & Roodt, G. (2013). Biographical and demographical variables as moderators in the prediction of turnover intentions. SA Journal of Industrial Psychology, 39 (1), 1-12. doi:10.4102/sajip.v39i1.1070
Dywili, M. (2015). The relationship between occupational stress and intentions to quit amongemployees at Nkonkobe Municipality, South Africa. Business and Economics Journal, 6 (2),146-156. doi:10.4172/2151-6219.1000146.
Fishbein, M., & Ajzen, I. (1975). Belief, attitude, intention, and behavior: An introduction to theory and research. Reading, MA: Addison-Wesley.
Gagnon, S., Paquet, M., Courcy, F., & Parker, C. P. (2009). Measurement and management of work climate: Cross-validation of the CRISO Psychological Climate Questionnaire. Healthcare Management Forum, 22(1), 57-65.
Clissold, G. C. (2006). Psychological climate: what is it and what does it look like?. In Australian Centre for Research in Employment and Work (ACREW) Conference (pp. 1-25). Events Management Office, Monash University.
Gormley, D. K., & Kennerly, S. (2011). Predictors of turnover intention in nurse faculty. Journal of Nursing Education, 50 (4), 190-196. doi:10.3928/01484834-20110214-05.
Human Resource for Health. (2009). Human Resources for Health country profile: The Gambia. Banjul: Human Resource for Health.
Hwang, J. I., & Chang, H. (2009). Work climate perception and turnover intention among Korean hospital staff. International Nursing Review, 56 (1), 73-79. doi:10.1111/j.1466-7657.2008.00641.x
Jacobs, E. J., & Roodt, G. (2011). The mediating effect of know ledge sharing between organisational culture and turnover intentions of professional nurses. South African Journal of Information Management, 13(1), 1-6.
Jones, A. P., & James, L. R. (1979). Psychological climate dime nsions and relationships of individual and aggregated work environment perception. Organizational Behavior and Human Performance, 23 (2), 201-250. doi:10.1016/0030-5073(79)90056-4
Martin, A., & Roodt, G. (2008). Perception of organisational commitment, job satisfaction and turnover intentions in a post-merger South African tertiary ins titution. SA Journal of Industrial Psychology, 34 (1), 23-31. doi:10.4102/sajip.v34i1.415.
Masemola, S. E. (2011). Employee turnover intentions, organizational commitment, and jobsatisfaction in post-merger tertiary institutions (Master’s thesis, University of Lumpopo).
Ministry of Health and Social Welfare. (2009). National health research policy 2010-2014.Banjul: Ministry of Health and Social Welfare.
Ministry of Health and Social Welfare. (2012c). The Gambia national health strategic plan2014-2020. Banjul: Ministry of Health and Social Welfare.
Mishra, S., & Bhatnagar, D. (2010). Linking emotional dissonance and organisational identification to turnover intention and emotional well-being: A study of medi cal representatives in India. Human Resource Management, 49 (3), 401-419. doi:10.1002/hrm.20362
Mobley, W. H. (1982). Employee turnover: Causes, consequences and control. MA: Addison-Wesley.
Mobley, W. H., Griffeth, R. W., Hand, H. H., & Meglino, B. M. (1979). Review and conceptual analysis of the employee turnover process. Psychological Bulletin, 86 (3), 493-522.
O’Brien-Pallas, L., Murphy, G. T., Shamian, J., Li, X., & Hayes, L. T. (2010). Impact and determinants of nurse turnover: A pan-Canadian study. Journal of Nursing Management, 18 (8), 1073-1086. doi:10.1111/j.1365-2834.2010.01167.x
Raphael, T. (2015). Nurse turnover in hospitals. Retrieved from http://www.ere.net/nurse-turnover-in-hospitals.html
Roodt, G. (2004). Turnover intentions. South Africa: University of Johannesburg.
Roussel, L., Swansburg, R. C., & Swansburg, R. L. (2006). Management and Leadership for nurse administrators. Boston: Jones and Bartlett.
Sullivan, E. J., & Decker, P. J. (2005). Reducing turnover, retaining staff, effective leadership &management in nursing (6 th ed.). New Jersey: Person Education.
Verbeke, W., Volgering, M., & Hessels, M. (1998). Exploring the conceptual expansion within the field of organizational behaviour: Organizational climate and organizational culture. Journal of Management Studies, 35(3), 303-329. doi:10.1111/1467-6486.00095
World Bank. (2006). World Bank annual report. Washington, DC: World Bank Press Kid.
World Bank. (2010). World Bank annual report. Washington, DC: World Bank Press Kid.
World Bank, Africa Region. (2010). The Gambia Improving Civil Service Performance. Washington, DC: Department for International Development.
World Health Organization. (2006). Working together for health. Geneva: World Health Organization.
Yousef, H. R., Abo El-Maged, N. S., & El-Houfey, A. A. (2014). Organizational climate correlates nurses’ intention to leave. Public Policy and Administration Research, 4 (4), 14-21.
Downloads
Published
How to Cite
Issue
Section
License
บทความที่ได้รับการตีพิมพ์เป็นลิขสิทธิ์ของวารสารพยาบาลสาร
ข้อความที่ปรากฏในบทความแต่ละเรื่องในวารสารวิชาการเล่มนี้เป็นความคิดเห็นส่วนตัวของผู้เขียนแต่ละท่านไม่เกี่ยวข้องกับมหาวิทยาลัยเชียงใหม่ และคณาจารย์ท่านอื่นๆในมหาวิทยาลัยฯ แต่อย่างใด ความรับผิดชอบองค์ประกอบทั้งหมดของบทความแต่ละเรื่องเป็นของผู้เขียนแต่ละท่าน หากมีความผิดพลาดใด ๆ ผู้เขียนแต่ละท่านจะรับผิดชอบบทความของตนเองแต่ผู้เดียว
