Volume 24, Issue 2 (7-2021)
jha 2021, 24(2): 33-44 |
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Sana A, moghri J, ghavani V, tabatabaee S S. The Relationship between Quality of WorkLife and Turnover Intention among Nurses in the Public Hospitals in Herat, Afghanistan in 2019-2020. jha 2021; 24 (2) :33-44
URL: http://jha.iums.ac.ir/article-1-3633-en.html
URL: http://jha.iums.ac.ir/article-1-3633-en.html
1- General Practitioner, Atefi Institute of Health Sciences, Herat, Afghanistan.
2- Assistant Professor, Social Determinants of Health Research Center, Mashhad University of Medical Sciences, Mashhad, Iran.
3- Assistant Professor, Social Determinants of Health Research Center, Mashhad University of Medical Sciences, Mashhad, Iran. ,tabatabaees@mums.ac.ir
2- Assistant Professor, Social Determinants of Health Research Center, Mashhad University of Medical Sciences, Mashhad, Iran.
3- Assistant Professor, Social Determinants of Health Research Center, Mashhad University of Medical Sciences, Mashhad, Iran. ,
Abstract: (2398 Views)
Introduction: Introduction: Nurses’ turnover reduces quality of health care and increases costs. Neglecting the nurses’ quality of worklife can lead to their turnover. The aim of this study was to determine the relationship between nurses’ quality of worklife and their intention to leave work in public hospitals in Herat, Afghanistan.
Methods: This was a descriptive-analytical study, investigating nurses’ quality of worklife and their turnover intention in public hospitals. We used census method, and all 258 respondents completed the standardized questionnaire on quality of worklife. Nurses' turnover intention was also measured by using an item. Meanwhile, we used descriptive statistics to present demographic variables. Meanwhile, Mann-Whitney test, Chi-square, and Spearman correlation coefficient were used to determine relationships between the study analytic variables. In this study, SPSS version 26 was used.
Results: The quality of worklife and the intention to leave was at an average level. No relationship was found between turnover intention and demographic variables (p>0.05). Results from the Spearman correlation coefficient demonstrate a significant inverse relationship between turnover intention and some aspects of the quality of worklife including participation and involvement, job security, wages and salaries, career honor, and job stress. In other words, an increase in any of the aforementioned aspects results in a decline in intention to leave (P<0.05). The relationship between intention to leave and quality of worklife was inverse and significant (r=0.279, P=0.001).
Conclusion: Participatory management in decision-making, paying attention to salaries and benefits, and assuring nurses that they will not lose their job in the event of any socio-economic change can increase job satisfaction, and reduce their intention to leave work.
Methods: This was a descriptive-analytical study, investigating nurses’ quality of worklife and their turnover intention in public hospitals. We used census method, and all 258 respondents completed the standardized questionnaire on quality of worklife. Nurses' turnover intention was also measured by using an item. Meanwhile, we used descriptive statistics to present demographic variables. Meanwhile, Mann-Whitney test, Chi-square, and Spearman correlation coefficient were used to determine relationships between the study analytic variables. In this study, SPSS version 26 was used.
Results: The quality of worklife and the intention to leave was at an average level. No relationship was found between turnover intention and demographic variables (p>0.05). Results from the Spearman correlation coefficient demonstrate a significant inverse relationship between turnover intention and some aspects of the quality of worklife including participation and involvement, job security, wages and salaries, career honor, and job stress. In other words, an increase in any of the aforementioned aspects results in a decline in intention to leave (P<0.05). The relationship between intention to leave and quality of worklife was inverse and significant (r=0.279, P=0.001).
Conclusion: Participatory management in decision-making, paying attention to salaries and benefits, and assuring nurses that they will not lose their job in the event of any socio-economic change can increase job satisfaction, and reduce their intention to leave work.
Type of Study: Research |
Subject:
Health Services Management
Received: 2021/04/1 | Accepted: 2021/06/21 | Published: 2021/09/1
Received: 2021/04/1 | Accepted: 2021/06/21 | Published: 2021/09/1
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