The impact of individual and organizational resources on nurse outcomes and intent to quit

Aim To examine the impact of an individual resource factor (psychological capital) and an organizational resource (management support) on nurses’ intentions to quit. Background Nursing work can be stressful and as a consequence, nurses suffer greater stress and stress‐related sickness, including dep...

Full description

Saved in:
Bibliographic Details
Published in:Journal of advanced nursing 2016-12, Vol.72 (12), p.3093-3103
Main Authors: Brunetto, Yvonne, Rodwell, John, Shacklock, Kate, Farr-Wharton, Rod, Demir, Defne
Format: Article
Language:English
Subjects:
Adult
Australia
Cross-Sectional Studies
Female
Humans
Intention
intention to quit
Job Satisfaction
Male
management support
Middle Aged
Nurses
Nursing
Nursing Staff, Hospital
Occupational psychology
Occupational stress
Organizational behavior
perceived organizational support
psychological capital
Resignations
stress
Workplace
Citations: Items that this one cites
Items that cite this one
Online Access:Get full text
Tags: Add Tag
No Tags, Be the first to tag this record!
Description
Summary:Aim To examine the impact of an individual resource factor (psychological capital) and an organizational resource (management support) on nurses’ intentions to quit. Background Nursing work can be stressful and as a consequence, nurses suffer greater stress and stress‐related sickness, including depression, than the general population. Stress can be mitigated in the workplace depending on the availability of resources in the workplace. Resources can come from the organization or the individual themselves. Design The study is quantitative using a cross‐sectional design. Methods The study analysed data from 242 nurses working in five Australian hospitals in the one regional network during 2013. Findings The predictors explained almost half of the variance of nurses’ intent to quit. Psychological capital had the dual benefits of reducing nurses’ perceptions of psychological distress and simultaneously increasing their job satisfaction. Conclusion Psychological capital is an example of the personal resources a nurse brings to work. Nurse managers can now understand the impact of a new form of protective resources that influence the levels of strain felt by nurses. If nurses present with low psychological capital, then up‐skilling nurses with these personal attributes will positively impact on their health and well‐being and, in turn, enhance the care of patients.
ISSN:0309-2402
1365-2648
DOI:10.1111/jan.13081