FACTORS INFLUENCING INTENTION TO LEAVE NURSING PROFESSION AMONG REGISTERED NURSES, GOVERNMENTAL HOSPITALS

Abstract

This study was a survey study aiming to test a model explaining the direct and indirect relationships of the influencing factors of intention to leave nursing profession. The conceptual framework was developed based on research literature review and push-and pull-factors. Stratified two stages sampling was used to recruit the sample. They were 405 registered nurses providing direct nursing care in main unit and work experience greater than three months, from nine regional hospitals in all regions of Thailand. Subjects completed eight self-administered questionnaires. All questionnaires demonstrated an acceptable content and construct validity, and reliability. Data were analyzed using descriptive statistic and a linear structural relationship (LISREL) 8.53. The findings revealed that the hypothesized model fit the empirical data and explained 45% of the variance of intention to leave nursing profession (χ2= 152.67, df= 127, p=0.06, χ2/df=1.20, GFI=0.96, CFI=1.00, RMSEA=0.022, SRMR =0.038, AGFI=0.94). Burnout was the most influential factor on intention to leave nursing profession which it had positive direct effect (.37, p<.05) and had positive indirect effect on intention to leave nursing profession through job satisfaction and professional commitment (.07, p<.05). Professional commitment had negative direct effect on intention to leave nursing profession (-.25, p<.05). Work-family conflict had positive direct effect on intention to leave nursing profession (.47, p<.05) and had positive direct effect on burnout (.17, p<.05), additionally, it had positive indirect effect through job satisfaction and professional commitment (.22, p<.05). Employment opportunity had positive direct effect on intention to leave nursing profession (.08, p<.05). Job satisfaction had no significant direct effect on intention to leave nursing profession, on the other hand had negative indirect effect through professional commitment (-.07, p<.05). Nurse practice environment had no significant negative direct effect on intention to leave nursing profession, on the other hand had negative indirect effect through professional commitment (-.22, p<.05). These findings demonstrated that the highest impact factors influencing intention to leave nursing profession was burnout followed by professional commitment and work-family conflict, respectively. Therefore, identifying these factors is crucial in order to develop workforce planning and creating fit strategies to retain and prevent early leaving nursing workforce.