Determinants of Turnover Intention among Nursing Staff | ||
| Tanta Scientific Nursing Journal | ||
| Volume 39, Issue 4, November 2025 PDF (707.59 K) | ||
| Document Type: Original Article | ||
| DOI: 10.21608/tsnj.2025.464043 | ||
| Author | ||
| Amira Mohammed Saad Mohemmed | ||
| Assistant Professor, College of Nursing, University of Hafr AL Batin | ||
| Abstract | ||
| Background: Nursing turnover intention is a critical global issue that threatens healthcare stability, with particular significance in Saudi Arabia due to its reliance on an expatriate workforce and the strategic goals of Saudi Vision 2030. Aim: This study aimed to determine the determinants of turnover intention among nursing staff. Methods: A descriptive quantitative design was employed, using a self-administered questionnaire with 150 nursing staff from Maternity and Children Hospital in Hafr Al-Batin city, Saudi Arabia. Data was analyzed using descriptive statistics, correlation, and regression analyses. Results: The findings revealed that a majority of the participants were female, married, non-Saudi nationals aged 26-35. Turnover intention was significantly correlated with lower job performance satisfaction (r = .746, p < 0.01) and higher job stress (r = .631, p < 0.01). Regression analysis confirmed that work relationships (β = .270, p < 0.001) and job performance satisfaction (β = .680, p < 0.001) were significant predictors of turnover intention. The study also found that perceived organizational support and nurses’ engagement play a mitigating role. Conclusion: The study found that turnover intention among nursing staff was strongly influenced by job satisfaction, burnout, work-family conflict, leadership style, and organizational culture. Statistical analyses revealed that dissatisfaction with job performance and poor work relationships were the strongest predictors of turnover intention, while higher perceived organizational support and engagement significantly reduced the likelihood of leaving. Recommendation: in light of the results of this study the researcher recommended investigating the causal links between factors influencing nursing staff turnover requires a longitudinal research design. | ||
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