Factors associated with intention to leave of nurses in Rajavithi Hospital Bangkok Thailand

Abstract

A shortage of nurses, high turnover rates and poor retention rate are the concerns for healthcare organizations in Thailand. Rates of intention to leave of nurses vary from 23.7 to 58.3%. There are no adequate solutions for this situation. Therefore, retaining nurses is an urgent issue. Job satisfaction and organizational commitment are the factors associated with the intention to leave. However, this has not been taken seriously in Rajavithi Hospital (RJH). This study aims to determine the factors associated with intention to leave of nurses in RJH. A cross-sectional study was conducted from April-May 2016. Nurses who had worked at RJH for at least 1 year were recruited and completed a self-administered questionnaire. The questionnaire consisted of 4 parts: demographic factors, job satisfaction, organizational commitment, and intention to leave. From 392 questionnaires distributed, 390 (99.49%) were returned. Chi-square test and binary logistic regression were used to assess the factors associated with intention to leave. Overall, 28.2% of nurses intended to leave. Four factors were associated with intention to leave: age (OR = 0.96; 95%CI: 0.93-0.98), work department (OR = 0.52; 95%CI: 0.31-0.88), job satisfaction (OR = 0.14; 95%CI: 0.05-0.37), and organizational commitment (OR = 0.36; 95%CI: 0.17-0.79). Nurses’ intention to leave at RJH was low. Age, work department, job satisfaction, and organizational commitment were associated with intention to leave. Admiration when they achieve their work and promotion of nurses to participate in hospital operation will increase level of job satisfaction and organizational commitment among them.