Turnover Intentions Among New Brunswick Nurses

Furthermore, it is believed that the concept of job satisfaction will trigger a cognitive process that would explain the mechanism by which individuals move from a negative perception of psychological work climate (that is to say, a negative perception of the psychological work climate dimensions) t...

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Bibliographic Details
Published in:Info nursing (English ed.) 2016-10, Vol.47 (2), p.33
Main Author: Maillet, Stéphanie
Format: Article
Language:English
Subjects:
Cooperation
Job satisfaction
Nurses
Nursing
Perceptions
Quality
Turnover
Work environment
Workforce
Workloads
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Summary:Furthermore, it is believed that the concept of job satisfaction will trigger a cognitive process that would explain the mechanism by which individuals move from a negative perception of psychological work climate (that is to say, a negative perception of the psychological work climate dimensions) to either organizational or occupational turnover intentions. [...]when nurses leave an organization, the perception of scarcity intensifies among directors, decision makers, administrators, managers, healthcare providers and beneficiaries, and all other stakeholders because of the time required to fill vacancies and the increased workload that results. [...]an excessive workload-which refers to demands and obligations which exceed the time and resources available to the nurse (Loubes, 1997)-is a source of tension frequently cited by these professionals (O'Neil & Seago, 2002; Simmons et al., 2001). [...]nurses say they are not able to provide patients with all necessary care because they have too many tasks and responsibilities (Aiken et al., 2001). [...]nurses feel less productive and effective, they have difficulty feeling proud and satisfied with the quality of care they manage to offer, and they are more likely to leave their organization (Dussault et al. 2001; Gillis et al. 2004; O'Neil & Seago, 2002; Simmons et al., 2001; Thomson et al., 2002). * The results did not confirm a significant relationship between the three other psychological work climate dimensions-those being the quality of leadership, the quality of teamwork and the quality of organizational cooperation-and organizational turnover intention.
ISSN:0846-524X