Role of Job Demands and Resources Model in Nurses' Job Embeddedness and Retention at Intensive Care Units | ||||
| Mansoura Nursing Journal | ||||
| Volume 12, Issue 2, July 2025 PDF (776.93 K) | ||||
| Document Type: Original Article | ||||
| DOI: 10.21608/mnj.2025.314266.1432 | ||||
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| Authors | ||||
Alyaa Hosney Manaa  1; Hala Gabr Mahmoud2; Nehad Saad El-Wkeel3
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| 1Mansoura university, Egypt | ||||
| 2nursing administration department, faculty of nursing, Mansoura University | ||||
| 3Nursing Administration, Faculty of Nursing, Mansoura University, Egypt | ||||
| Abstract | ||||
| Background: The job demands resources (JD-R) model provides a theoretical framework to understand how job characteristics impact nurse job embeddedness and retention at Intensive Care Unit (ICU). Aim: To determine the role of job demands and resources model in nurses’ job embeddedness and retention at Intensive Care Units. Methods: Descriptive correlational design was used with (189) of staff nurses from Intensive Care Units of pediatric hospital. Four tools were used; Job Demands Questionnaire, Job Resources Questionnaire, Job Embeddedness Scale, and Intensive Care Nurses’ Retention Questionnaire. Results: Majority of (89.9%, 59.3%, and 62.4%) studied nurses were moderate level of job demand, job embeddedness and retention at Intensive Care Unit at Pediatric Hospital respectively. As well more than half (57.1) represent fair level of job resources, and there was highly statistically significant correlation between total job demand, job resources with total job embeddedness and total retention at work place. Conclusion: Job demands resources models improve job embeddedness and nurses' retention as well as job embeddedness is a predictor for nurses' job retention at Intensive Care Unit. Recommendations: Ensuring of organizational policymaking to provide nurses with adequate job resources and support system to manage job demand pressures, developing standards for placing nurse in roles that are appropriate for their competencies in order to increase their embeddedness and Implementing recognition and reward system to acknowledge the contributions of ICU staff. | ||||
| Keywords | ||||
| Keywords: Intensive Care Unit; Job Demand and Resources Model; Job Embeddedness; Retention; Staff Nurse | ||||
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