Relationship between Staff Morale and Intention to Leave among Professional Nurses at Damanhour National Medical Institute | ||||
| Port Said Scientific Journal of Nursing | ||||
| Article 11, Volume 6, Issue 3, December 2019, Page 178-194 PDF (437.71 K) | ||||
| Document Type: Original Article | ||||
| DOI: 10.21608/pssjn.2019.67994 | ||||
 View on SCiNiTO | ||||
| Authors | ||||
| Sanaa Ghandour1; Mayada Hassan Saad Elzohairy2; Neamate Mohamed Elsayed3 | ||||
| 1Professor of nursing administration Faculty of nursing portsaid university | ||||
| 2Nursing Administration, Faculty of Nursing, Alexandria University | ||||
| 3Nursing Administration, Faculty of Nursing, Damanhur University | ||||
| Abstract | ||||
| Background: A loss of morale leads to a lack of nurse commitment to the organization, which contributes to nurse turnover. Aim: To determine the relationship between staff morale and intention to leave. Designe: A descriptive correlational design was applied in this study. Setting: The study was conducted in all the units at Damanhour National Medical Institute. Sample: Study sample was 101 professional nurses. Tools: Two tools were used for data collection; staff morale surveyand intention to leave scale. Results:The results of the present study showed that above one half of professional nurses (51.4%) had moderate level of staff morale, whereas above one third of them (30.7%) had low level of staff morale and above half of professional nurses (52.5%) had moderate level of intention to leave. Conclusion: The present study concluded that there was significant negative correlation between intention to leave and personal perception of staff morale. While, there was positive significant correlation between intention to leave and negative factors affecting staff morale. Recommendations: Therefore, it is recommended that,healthcare organization administrators should conduct frequent meetings with professional nurses who are dissatisfied from their job; discuss their problems and their needs and try to formulate plans to overcome these problems to enhance their satisfaction level which can consequently raise their morale and commitment level and decrease level of intention to leave. | ||||
| Keywords | ||||
| Staff morale; intention to leave; professional nurses | ||||
| References | ||||
|
Aiken, L. (2010). Safety in numbers. Nursing Standard, 24(44): 62-63.
Allen, R., Judkins-Cohn, T., Velasco, R., Forges, E., Lee, R., & Clark, L. (2013). Moral distress among healthcare professionals at a healthcare system. Journal Nursing Administration Healthcare Law Ethics Regulations, 15 (3): 111-118. Available at: http://www.nursingcenter.com/cearticle?an=00128488201307000-00003&Journal_ID=260876&Issue_ID=1589160. Retrieved on: 20/4/2017.
Avery, R., McKay, F., Wilson, C., Volpone, D., & Killham, E. A. (2011). Does voice go flat? How tenure diminishes the impact of voice. Human Resource Management, 50: 147-158.
Balcanoff, K. (2013). The Effect of Communication on Hospital Nursing Morale and Retention. (Doctoral thesis, College of Management and Theory, Walden University, Minnesota). Available at: http://search.proquest.com.ugrade1.eul.edu.eg:2048/pqdtglobal/docview/1288420375/44CE03F388FE4187PQ/1?accountid=37552. Retrieved on: 15/4/2015.
Beck, M. (2005). Exceptional leadership inspires the best efforts in others.Available at: http://www.barrelpublishing.com/articles/exceptional leadership inspires the best effort in others, shtml. Retrieved on: 20/4/2017.
Behm, M. (2009). Employee morale. Professional Safety, 54(10): 42-49.
Brennan, C., & Daly, B. (2009). Patient acuity: A concept analysis. Journal of Advanced Nursing: 65(5), 1114-1126.
Chaaban, A. (2006). Job satisfaction, organizational commitment and turnover intent among nurse anesthetists in Michigan. Dissertation Abstracts International, 67(01).
Christmas, K. (2008). How work environment impacts retention. Nursing Economics, 26: 316-318. Available at: http://www.nursingeconomics.net. Retrieved on: 28/2/2017.
Cottingham, S., DiBartolo, M., Battistoni, S., & Brown, T. (2011). Partners in nursing: A mentoring initiative to enhance nurse retention. Nursing Education Perspectives, 32: 250-255.
Dawson, A., Stasa, H., Roche, M., Homer, C., & Duffield, C. (2014). Nursing churn and turnover in Australian hospitals: nurses perceptions and suggestions for supportive strategies. Available at: https://bmcnurs.biomedcentral.com/articles/10.1186/1472-6955-13-11. Retrieved on: 15/4/2017.
Day, E., Minichiello, V., & Madison, J. (2006). Nursing morale: what does the literature reveal? Australian Health Review, 30(4): 516-524.
Denka, A. (2009). Boosting employee morale: Luxury or bottom-line concern in today's economy? Corporate Finance Review, 14(2): 16-19.
Douglas, K. (2010). Taking action to close the nursing-finance gap: Learning from success. Nursing Economics, 28: 270-272. Available at: http://www.nursingeconomics.net. Retrieved on: 28/2/2017.
Dye, C. & Garman, A. (2006). Exceptional Leadership: 16 Critical Competencies for Healthcare Executives. Chicago: Health Administration Press.
Dyo, E., Kalowes, P., & Jessica Devries, J. (2016). Moral distress and intention to leave: A comparison of adult and pediatric nurses by hospital setting. Intensive and Critical Care Nursing, (36): 42-48.
Ellenbecker, H. (2004). A theoretical model of job retention for home health care nurses. Journal of Advanced Nursing, 47, 303-310.
Estryn-Behar, M., van der Heijden, B., Camerino, D., Fry, C., Le Nezet, O., & Conway, P. M. (2008). Violence risks in nursing: Results from the European ‘NEXT’ Study. Occupational Medicine, 58(2): 107-114.
Evans, S. & Kaye, B. (2003). How to retain high-performance employees. Available at: http://www.careersvstemsintl.com/PDF%20Files/How%20to%20Retain%20HighP erformance%20Emplo yees .pdf. Retrieved on: 20/4/2017.
Flinkman, M., Leino-Kilpi, H., & Salantera, S. (2010). Nurses‟ intention to leave the profession: Integrative review. Journal of Advanced Nursing, 66: 1422-1434.
Harrison, P., Lambiase, R., & Zhao, M. (2010). Organizational factors associated with quality of care in US teaching hospitals. Journal of Health Care Finance, 36(3): 1-12.
Hassan, H. (2013). The relationship among professional nurses' leadership style, organizational commitment and intention to leave (Unpublished Master Thesis,Faculty of Nursing, Alexandria University, Egypt).
Hayes, B., Bonner, N., & Pryor, J. (2010). Factors contributing to nurse job satisfaction in the acute hospital setting: A review of recent literature. Journal of Nursing Management, 18: 804-814.
Jones, B. (2008). Revisiting nurse turnover costs: Adjusting for inflation. Journal of Nursing Administration, 38: 11-18.
Kim, W., Price, L., Mueller, W. & Watson, W. (1996). The determinants of career intent among physicians at a U.S. Air Force hospital. Human Relations49 (1): 947.
Kocakülâh, C., Wiggins, M., & Albin, M. (2009). Managing manpower and cutting costs in the health care industry. Journal of Health Care Finance, 35(3): 80-92. Available at: http://www.aspenpublishers.com. Retrieved on: 28/2/2017.
Leonea, C., Bruyneel L., Andersona, J., Murrells T., Dussault G., Jesus É., Sermeus, W., Aikene, L., & Raffertya, A. (2015). Work environment issues and intention-to-leave in Portuguese nurses: A cross-sectional study. Health Policy, 119 (12): 1584-1592.Availableat:http://www.sciencedirect.com.ugrade1.eul.edu.eg:2048/science/article/pii/S0168851015002432. Retrieved on: 19/4/2017.
Long, S., & Spurlock, G. (2008). Motivation and stakeholder acceptance in technology-driven change management: Implications for the engineering manager. Engineering Management Journal, 20(2): 30-36.
Lutter, S. (2011). An exploration of registered nurses' intentions to leave the profession. (Doctoral thesis, College of Behavioral Sciences and Education, Pennsylvania University, Pennsylvania). Availableat:http://search.proquest.com.ugrade1.eul.edu.eg:2048/pqdtglobal/docview/887709426/6ACA66B4088342C8PQ/1?accountid=37552. Retrieved on: 19/4/2017.
Mapesa N. (2014) an Inquiry into the Impact of Internal Communication on Hospital Nursing Staff Morale. (Master thesis, faculty of Commerce, Bindura University of Science Education, Zimbabwe).
Martini, M. (2010). Communication an important management task in the hospital market. Journal of Management and Marketing in Healthcare, 3(1): 9-12.
McKenna, E., Clement, K., Thompson, E., Haas, K., Weber, W., Wallace, M., & Roda, I. (2011). Using a nursing productivity committee to achieve cost savings and improve staffing levels and staff satisfaction. Critical Care Nurse, 31(6): 55-65.
Palumbo, M., Rambur,R., McIntosh, B., & Naud, S. (2010). Registered Nurses’ Perceptions of health and safety related to their Intention to Leave. American Association of Occupational Health Nurses. 58 (3): 95-103.
Parker, V., Giles, M., & Higgins, I. (2009). Challenges confronting clinicians in acute care. Journal of Nursing Management, 17: 667-678.
Rice, E. (2005). The evolving role o f the hr executive. Available at:http://www.innovativeemploveesolutions.com/knowledge/articles 04/article45strategicHR.html. Retrieved on: 20/4/2017.
Swiadek, J. (2009). The impact of healthcare issues on the future of the nursing profession: The resulting increased influence of community-based and public health nursing. Nursing Forum, 44: 19-24.
Takase, M. (2010). A concept analysis of turnover intention: Implications for nursing management. Collegian, 17: 3-12.
Travis, D., & Mor Barak, M. (2010). Fight or flight? Factors influencing child welfare workers' propensity to seek positive change or disengage from their jobs. Journal of Social Service Research, 36: 188-205.
Unruh, L. (2008). Nurse staffing and patient, nurse, and financial outcomes. The American Journal of Nursing, 108(1): 62-71.
Vincent, D. (2016). Commitment to Social Justice and its Influence on Job Satisfaction and Retention of Nonprofit Middle Managers. (Doctoral thesis, Graduate School of Social Services, Fordham University, New York). Available at: http://search.proquest.com.ugrade1.eul.edu.eg:2048/pqdtglobal/docview/1836064837/9B73D26794624C9EPQ/1?accountid=37552. Retrieved on: 15/4/2015.
Weeb, H. (2003). Testing of an Intervention to Decrease Certified Nursing Assistant (CAN) Turnover in A Nursing Home. (Doctoral thesis, UNIVERSITY OF RHODE ISLAND, USA). Available at: http://digitalcommons.uri.edu/dissertations/AAI3115642/. Retrieved on: 13/7/2017.
Workforce Performance Solutions. (2006). The high cost of low morale. Available at: http://www.wpsmag.com. Retrieved on: 15/4/2017. | ||||
|
Statistics Article View: 1,619 PDF Download: 3,203 |
||||
