Factors related to the intention to leave and the decision to resign among newly graduated nurses: a complete survey in
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Factors related to the intention to leave and the decision to resign among newly graduated nurses: a complete survey in a selected prefecture in Japan Maki Tei-Tominaga
Received: 9 March 2012 / Accepted: 6 November 2012 / Published online: 30 November 2012 The Japanese Society for Hygiene 2012
Abstract Objective This study examined factors related to the intention to leave and the decision to resign, including individual and psychosocial factors in the work environment, among newly graduated nurses (NGNs). Methods We distributed an anonymous self-administered questionnaire to all NGNs (n = 1,477) in a selected prefecture in Japan. The response rate was 41 %. We used completed female data (n = 493) for analysis. The questionnaire included a scale of the intention to leave, an item related to the decision to resign, psychosocial factors in the work environment (e.g., the Japanese short version of the Copenhagen Psychosocial Questionnaire, social support, presence of a role model), and individual factors (e.g., psychological distress, cumulative fatigue, job readiness) along with control variables. Results The results of multivariate logistic regression analysis showed that the presence of a role model coincided with the upper quartile of the intention to leave and the decision to resign. Support from supervisors and job readiness showed significant relationships with the upper quartile of the intention to leave; those who received a hospital scholarship showed a significant relationship with the decision to resign. Additionally, psychological distress, inadequate break facilities, and an insufficient amount of permitted rest time were risk factors for the decision to resign, and cumulative fatigue was a risk factor for the upper quartile of the intention to leave. Conclusions Our findings suggest that, while investment in facilities and human capital may have short-term M. Tei-Tominaga (&) Department of Nursing, Hyogo University of Health Sciences, 1-3-6 Minatojima, Chuo-ku, Kobe 650-8530, Japan e-mail: [email protected]
benefits, measures from a long-term perspective are needed for the prevention of future resignations among NGNs. Keywords Decision to resign Intention to leave Newly graduated nurses Copenhagen Psychosocial Questionnaire Emotional labor
Introduction Japan has the highest life expectancy in the world, resulting in a rapidly growing and aging society [1]. This increases medical costs and demands for more medical staff, including nurses. The Ministry of Health, Labor, and Welfare in Japan estimates that the demand for nurses is outstripping the supply, and that this will continue until at least 2015 [2]. The retention of newly graduated nurses (NGNs) is essential in order to sustain high-quality patient care in the future [3]. A high turnover of nurses negatively impacts a hospital’s budget because of increased overheads. The turnover of nurses is unsustainable, assuming a mean turnover cost of 100 % of the individual nurse’s salary [4]. A rise in the early resignation o
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