Predictors of Turnover Among Nurses in a Level II Hospital

Nature and Scope of the Paper: Turnover intentions among nurses refer to their thoughts, attitudes, and plans for leaving their current nursing positions or the profession. High turnover intentions can have significant implications for healthcare organizations, as nursing turnover can be costly and disruptive.
Objective or Purpose: This study aimed to find out the factors influencing job satisfaction, organizational factors, and turnover intentions among nurses in a hospital setting.
Research Method: This study employed a mixed-methods explanatory sequential design. The study was conducted at a Level II hospital in Kidapawan City, which has a 100-bed capacity and employs 149 nurses. Participants included nurses who had been in service for at least six months.
Results: The study found that both supportive aspects, such as work-life balance and collegiality, and dissatisfying factors, including low salary, limited recognition, career stagnation, and heavy workloads, influenced nurses’ job satisfaction. While organizational strengths included nurse-physician collaboration, concerns were raised about weak leadership and exclusion from decision-making. Although quantitative data showed no significant links between job satisfaction, organizational factors, and turnover intentions, qualitative responses revealed that dissatisfaction with pay, leadership, and growth opportunities strongly affected nurses’ desire to leave. Addressing these areas is essential to improving retention.
Conclusion: The findings revealed that nurses are generally satisfied with their job and organizational environment, but they have a high intention to leave. Job satisfaction was positively influenced by supportive relationships with colleagues and training opportunities. However, dissatisfaction with salary, career growth, and recognition contributed to higher turnover intentions. The study highlighted the complex relationship between job satisfaction and turnover intention, emphasizing the need for targeted interventions to improve nurse retention.

Job Satisfaction, organizational factors, Qualitative, nurses’ intention to leave, explanatory sequential mixed design

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