Organizational Factors Related to the Tendency of Non-Governmental Health Workers to Leave the Service on the suburbs of Mashhad

Document Type : Original article

Authors

1 Assistant Professor, Department of Biostatistics, School of Health, Mashhad University of Medical Sciences, Mashhad, Iran.

2 Assistant Professor, Social Determinants of Health Research Center, Mashhad University of Medical Sciences, Mashhad, Iran.

3 M.S. student, School of Health, Mashhad University of Medical Sciences, Mashhad, Iran. Azimia3@mums.ac.ir

Abstract

Background and Aim: Leaving service by employees has many direct and indirect consequences and costs for the health system, and it is important to study and recognize it. The tendency to leave service is the best predictor of actual service left. In this study, we aimed to determine the organizational factors related to the tendency of non-governmental health workers to leave the service in the suburbs of Mashhad.
Materials & Methods: This descriptive-analytical study was performed on 323 health workers in 2018-2019. Data collection was performed by a researcher-made questionnaire included demographic characteristics, three dimensions of work environment, job demand, and social support. Research data were analyzed using descriptive and inferential statistics
Result: The tendency to leave the service was about 64%. The mean score of work environment, job demand, and social support of organizational dimensions related to the tendency to leave were 45.95, 39.92, and 38.49, respectively. The results of multivariate regression analysis showed that with one unit increase in the scores of work environment, labor demand, and social support, provided that other variables are constant, the chances of leaving the service were reduced 0.923, ,0.899 and 0.876, respectively. (P <0.001).
Conclusion: In conclusion, clear job descriptions, appropriate salar,y and benefits considering to the type of work and workload, reducing ambiguity and role conflict, increasing job diversity, increasing authority, opportunities for advancement, supportive leadership can lead to increased job satisfaction and consequently, increase the tendency to stay and reduce the tendency to leave service.
 

Keywords

References

  1. Farahbakhsh M, Estebsari F, Sadeghifar J, Mostafaee D. Structure Design and Estimation of Needed Manpower for Hospital. Vol. 1. Tehran: Kamal Danesh. 2012.

    1. Tabatabee SS. Human resource planning in health sector. Ardabil: Aritan. 2019.[In Persian]
    2. Khajehmahmood F, Mahmoudirad G. Survey Tendency to Leave Service and its Related some Factors Aamong Nurses in Zabol University Hospitals. Journal of clinical nursing and midwifery. 2017;6(1):73–83
    3. Mohamadzadeh Nojehdehi M, Rafii F, Ashghali-Farahani M, Bahrani N. Comparing Nurses’ Intention to Leave in Hospitals of Execute/non -Execute Organizational Excellence Model. Iranian journal of nursing. 2014;27(88):46–55.
    4. Rizwan M, Arshad MQ, Munir HM, Iqbal F HA. Determinants of Employees intention to leave: A Study from Pakistan. International journal of human resource studies. 2014;4(3):1–8.
    5. Cheng CY, Tsai HM, Chang CH LS. New graduate nurses’ clinical competence, clinical stress, and intention to leave: A longitudinal study in Taiwan. Science world journal. 2014.
    6. Lagerlund M, Sharp L, Lindqvist R, Runesdotter S, Tishelman C. Intention to leave the workplace among nurses working with cancer patients in acute care hospitals in Sweden. European journal of oncology nursing. 2015;19(6):629–37.
    7. Wilson NA. Factors that affect job satisfaction and intention to leave of allied health professionals in a metropolitan hospital. Australian heal review. 2015;39(3):290-298.
    8. Roche MR, Duffield CM, Dimitrelis S, Frew B. Leadership skills for nursing unit managers to decrease intention Leadership skills for nursing unit managers to decrease intention to leave to leave. Nursing Research. 2015;57–64.
    9. Kalifa T, Ololo S, Tafese F. Intention to leave and associated factors among health professionals in jimma zone public health centers, Southwest Ethiopia. Open journal of preventive medicine. 2016;6:31-41.
    10. Tei-Tominaga M. 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. Environmental health preview medicine. 2013;18(4):293–305.
    11. Hoseini-Esfidarjani S-S, Negarandeh R, Janani L, Mohammadnejad E, Ghasemi E. The intention to turnover and its relationship with healthy work environment among nursing staff. Hayat journal. 2018;23(4):318–31.
    12. Yamane T. Statistics, An Introductory Analysis. 2nd ed. New York: Harper and row; 1967.
    13. Chan ZCY, Tam WS, Lung MKY, Wong WY, Chau CW. A systematic literature review of nurse shortage and the intention to leave. Journal of nursing management. 2013;21(4):605–13.
    14. Flinkman M, Laine M, … HL-K-I journal of, 2008 undefined. Explaining young registered Finnish nurses’ intention to leave the profession: a questionnaire survey. International journal of nursing studies. 2008;45(5):727–39.
    15. Heinen M, Achterberg Th, Schwendimann R, Zander B, et al. Nurses’ intention to leave their profession: a cross sectional observational study in 10 European countries. International journal of nursing studies. 2013;50(2):174-184.
    16. Goel S, Angeli F, Singla N, Bhatnagar N, Grover M, Maarse H. Retaining health workforce in rural and underserved areas of India: what works and what doesn’t? A critical interpretative synthesis. National medical journal of India. 2016;29(4):212.
    17. Nantsupawat A, Kunaviktikul W, Nantsupawat R, Wichaikhum OA, Thienthong H, Poghosyan L. Effects of nurse work environment on job dissatisfaction, burnout, intention to leave. International nursing review. 2017;64(1):91–8.
    18. Chen I, Brown R, Bowers B, Chang W. Job demand and job satisfaction in latent groups of turnover intention among licensed nurses in Taiwan nursing homes. Research in nursing health. 2015;38(5):342–56.
    19. Holden R, Carayon P, Gurses A, Hoonakker P, et al. SEIPS 2.0: a human factors framework and study of the effect of nursing workload on patient safety and employee quality of working life. BMJ Quality and Safety. 2011;20(1):15–24.
    20. Van Rhenen W, Schaufeli W, Van Der Klink J, Magerøy N, et al. Mental and physical health-related functioning mediates between psychological job demands and sickness absence among nurses. Journal of advisory nursing. 2013;70(8):1780–92.
    21. Gao F, Newcombe P, Tilse C,. Models for predicting turnover of residential aged care nurses: A structural equation modelling analysis of secondary data. International journal of nursing studies. 2014;51(9):1258–70.
    22. Leone C, Bruyneel L, Anderson J. Work environment issues and intention-to-leave in Portuguese nurses: a cross-sectional study. Health Policy. 2015;119(12):1584–92.
    23. Tourani S, Khosravizadeh O, Omrani A, Sokhanvar M, et al. The relationship between organizational justice and turnover intention of hospital nurses in Iran. Materio Socio medical. 2016;28(3):205.
    24. Saijo Y, Yoshioka E, Kawanishi Y, Nakagi Y, Itoh T, Yoshida T. Relationships of job demand, job control, and social support on intention to leave and depressive symptoms in Japanese nurses. Indian health journal. 2016;54(1):32–41.

     

Navid No
Volume 24, Issue 80
March 2022
Pages 1-10

Files

Share

How to cite

Statistics