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Intention to leave the nursing profession and its relation with work climate and demographic characteristics
Fatemeh Sharififard1, Hamid Asayesh2, Hossein Rahmani-Anark3, Mostafa Qorbani4, Valiollah Akbari5, Hossein Jafarizadeh6
1 Department of Anesthesiology Nursing, School of Paramedic, Qom University of Medical Sciences, Qom, Iran
2 Medical Emergencies, School of Paramedic, Qom University of Medical Sciences, Qom, Iran
3 Department of Medical-Surgical Nursing, School of Nursing and Midwifery, Golestan University of Medical Sciences, Gorgan, Iran, Iran
4 Non-communicable Diseases Research Center, Alborz University of Medical Sciences, Kara; Endocrinology and Metabolism Research Center, Endocrinology and Metabolism Clinical Sciences Institute, Tehran University of Medical Sciences, Tehran, Iran
5 Department of Psychiatry, School of Medicine, Qom University of Medical Sciences, Qom, Iran
6 Department of Nursing, School of Nursing and Midwifery, Urmia University of Medical Sciences, Urmia, Iran
Correspondence Address:
Mr. Hamid Asayesh
Qadir Street, Pardis of Qom University of Medical Sciences, School of Paramedic, Qom
Iran
 Source of Support: None, Conflict of Interest: None  | Check |
DOI: 10.4103/ijnmr.IJNMR_209_18
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Background: Because of the importance of staff shortage in health systems, considering the intention to leave the job and its related factors among nurses is very important. The aim of this study was to identify the association between the intention to leave the nursing profession and work climate and demographic characteristics. Materials and Methods: A cross-sectional survey was conducted among 206 nurses, by random sampling method from six hospitals (response rate = 92%). A set of self-administered questionnaires were applied for the evaluation of intention to leave and work climate. Results: The high level of intention to leave the profession was expressed by 23.70% of the participants; 25.10% of the participants had the moderate intention. Data analysis revealed that work climate, type of employment, marital status, and overtime working were significant predictors of nurses' intention to leave after controlling other independent variables (R2 = 0.10, p < 0.001). Conclusions: It was found that work climate and some demographic characteristics can be seen as indicators for intention to leave among nurses; therefore, considering the so-called variables is required. Further studies are needed to identify other aspects of the issue.
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