Effects of nurse work environment on job dissatisfaction, burnout, intention to leave

• Published in: International nursing review 2017-03, Vol.64 (1), p.91-98
• Main Authors: Nantsupawat, A., Kunaviktikul, W., Nantsupawat, R., Wichaikhum, O.‐A., Thienthong, H., Poghosyan, L.
• Format: Article
• Language: English
• Subjects: Adult; Burnout; Burnout, Professional - psychology; Cross-Sectional Studies; Discontent; Female; Health care policy; Humans; Intention to Leave; Job Dissatisfaction; Job Satisfaction; Logistic Models; Male; Middle Aged; Nurse Work Environment; Nurses; Nursing; Nursing Care - organization & administration; Nursing Care - psychology; Nursing Policy; Nursing Staff, Hospital - psychology; Nursing Staff, Hospital - statistics & numerical data; Occupational stress; Organizational Culture; Personnel Turnover - statistics & numerical data; Policy making; Professional practice; Quantitative analysis; Surveys and Questionnaires; Thailand; Turnover; University Hospitals; Work environment; Workplace - psychology; Young Adult
• ISSN: 0020-8132; 1466-7657
• DOI: 10.1111/inr.12342

Background The nursing shortage is a critical issue in many countries. High turnover rates among nurses is contributing to the shortage, and job dissatisfaction, intention to leave, and burnout have been identified as some of the predictors of nurse turnover. A well‐established body of evidence demonstrates that the work environment for nurses influences nurse job dissatisfaction, intention to leave, and burnout, but there never has been a study undertaken in Thailand to investigate this relationship. Objectives To investigate how work environment affects job dissatisfaction, burnout, and intention to leave among nurses in Thailand. Methods The study used a cross‐sectional survey to collect data from 1351 nurses working in 43 inpatient units in five university hospitals across Thailand. The participants completed the Practice Environment Scale of the Nursing Work Index, the Maslach Burnout Inventory, and measures of job dissatisfaction and intention to leave. Logistical regression models assessed the association between work environment and nurse‐reported job dissatisfaction, burnout, and intent to leave. Results Nurses working in university hospitals with better work environments had significantly less job dissatisfaction, intention to leave, and burnout. Conclusion The nurse work environment is a significant feature contributing to nurse retention in Thai university hospitals. Implications for nursing and health policy Improving the work environment for nurses may lead to lower levels of job dissatisfaction, intention to leave, and burnout. Focusing on these nurse outcomes can be used as a strategy to retain nurses in the healthcare system. Addressing the challenges of poor work environments requires coordinated action from policymakers and health managers.