Predictors for changing to a non-Nursing profession
Autor(a) principal: | |
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Data de Publicação: | 2019 |
Outros Autores: | , |
Tipo de documento: | Artigo |
Idioma: | eng |
Título da fonte: | Repositório Científico de Acesso Aberto de Portugal (Repositórios Cientìficos) |
Texto Completo: | http://hdl.handle.net/10400.26/32330 |
Resumo: | Background: Nurses’ predisposition to change their profession lies within the scope of nurse turnover. Understanding the reasons why nurses want to switch to another organization or even leave the profession is important because this movement has a negative impact on the workgroup and the organization. Objective: To determine the propensity to leave the nursing profession. Methodology: Descriptive, correlational, cross-sectional, and quantitative study. The non-probability sample of 463 nurses was recruited through the snowball method. Results: The nurses who were under the age of 40 and worked in the public sector were more willing to leave the nursing profession. The greater the satisfaction with the profession and the greater the professional autonomy and recognition, the lower the nurses’ probability to change to another profession. Conclusions: Health organizations should concentrate on retaining their nurses by adopting human resource strategies that value them and organizational models focused on motivation and satisfaction. |
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Predictors for changing to a non-Nursing professionhuman resourcespersonnel turnoverjob satisfactionnursingBackground: Nurses’ predisposition to change their profession lies within the scope of nurse turnover. Understanding the reasons why nurses want to switch to another organization or even leave the profession is important because this movement has a negative impact on the workgroup and the organization. Objective: To determine the propensity to leave the nursing profession. Methodology: Descriptive, correlational, cross-sectional, and quantitative study. The non-probability sample of 463 nurses was recruited through the snowball method. Results: The nurses who were under the age of 40 and worked in the public sector were more willing to leave the nursing profession. The greater the satisfaction with the profession and the greater the professional autonomy and recognition, the lower the nurses’ probability to change to another profession. Conclusions: Health organizations should concentrate on retaining their nurses by adopting human resource strategies that value them and organizational models focused on motivation and satisfaction.Enquadramento: A predisposição dos enfermeiros para mudar de profissão enquadra-se na rotatividade em enfermagem. Compreender os motivos que levam os enfermeiros a querer mudar de organização ou até mesmo abandonar a profissão é fundamental, visto que essa movimentação traz consigo implicações negativas no grupo de trabalho e na organização. Objetivo: Determinar a propensão para o abandono da profissão de enfermagem. Metodologia: Estudo descritivo, correlacional, transversal e quantitativo. A amostra, do tipo não-probabilístico, é constituída por 463 enfermeiros acedidos mediante a técnica de snowball. Resultados: São os enfermeiros com idades inferiores a 40 anos e a desempenhar funções no setor público que apresentam maior vontade de abandonar a profissão de enfermagem. Verifica-se também que quanto maior for a satisfação com a profissão e maior a autonomia e reconhecimento profissional, menor será a probabilidade de os enfermeiros mudarem de profissão. Conclusão: É fundamental que as organizações de saúde se preocupem com a retenção dos seus enfermeiros, adotando estratégias de recursos humanos que valorizem os mesmos e com modelosRepositório ComumPoeira, AnaMamede, RicardoMartins, MM2020-05-19T16:31:28Z20192019-01-01T00:00:00Zinfo:eu-repo/semantics/publishedVersioninfo:eu-repo/semantics/articleapplication/pdfhttp://hdl.handle.net/10400.26/32330engRevista de Enfermagem Referência - IV - n.º 22 -201910.12707/RIV190102182-2883info:eu-repo/semantics/openAccessreponame:Repositório Científico de Acesso Aberto de Portugal (Repositórios Cientìficos)instname:Agência para a Sociedade do Conhecimento (UMIC) - FCT - Sociedade da Informaçãoinstacron:RCAAP2023-08-03T09:05:56Zoai:comum.rcaap.pt:10400.26/32330Portal AgregadorONGhttps://www.rcaap.pt/oai/openaireopendoar:71602024-03-19T15:11:03.064829Repositório Científico de Acesso Aberto de Portugal (Repositórios Cientìficos) - Agência para a Sociedade do Conhecimento (UMIC) - FCT - Sociedade da Informaçãofalse |
dc.title.none.fl_str_mv |
Predictors for changing to a non-Nursing profession |
title |
Predictors for changing to a non-Nursing profession |
spellingShingle |
Predictors for changing to a non-Nursing profession Poeira, Ana human resources personnel turnover job satisfaction nursing |
title_short |
Predictors for changing to a non-Nursing profession |
title_full |
Predictors for changing to a non-Nursing profession |
title_fullStr |
Predictors for changing to a non-Nursing profession |
title_full_unstemmed |
Predictors for changing to a non-Nursing profession |
title_sort |
Predictors for changing to a non-Nursing profession |
author |
Poeira, Ana |
author_facet |
Poeira, Ana Mamede, Ricardo Martins, MM |
author_role |
author |
author2 |
Mamede, Ricardo Martins, MM |
author2_role |
author author |
dc.contributor.none.fl_str_mv |
Repositório Comum |
dc.contributor.author.fl_str_mv |
Poeira, Ana Mamede, Ricardo Martins, MM |
dc.subject.por.fl_str_mv |
human resources personnel turnover job satisfaction nursing |
topic |
human resources personnel turnover job satisfaction nursing |
description |
Background: Nurses’ predisposition to change their profession lies within the scope of nurse turnover. Understanding the reasons why nurses want to switch to another organization or even leave the profession is important because this movement has a negative impact on the workgroup and the organization. Objective: To determine the propensity to leave the nursing profession. Methodology: Descriptive, correlational, cross-sectional, and quantitative study. The non-probability sample of 463 nurses was recruited through the snowball method. Results: The nurses who were under the age of 40 and worked in the public sector were more willing to leave the nursing profession. The greater the satisfaction with the profession and the greater the professional autonomy and recognition, the lower the nurses’ probability to change to another profession. Conclusions: Health organizations should concentrate on retaining their nurses by adopting human resource strategies that value them and organizational models focused on motivation and satisfaction. |
publishDate |
2019 |
dc.date.none.fl_str_mv |
2019 2019-01-01T00:00:00Z 2020-05-19T16:31:28Z |
dc.type.status.fl_str_mv |
info:eu-repo/semantics/publishedVersion |
dc.type.driver.fl_str_mv |
info:eu-repo/semantics/article |
format |
article |
status_str |
publishedVersion |
dc.identifier.uri.fl_str_mv |
http://hdl.handle.net/10400.26/32330 |
url |
http://hdl.handle.net/10400.26/32330 |
dc.language.iso.fl_str_mv |
eng |
language |
eng |
dc.relation.none.fl_str_mv |
Revista de Enfermagem Referência - IV - n.º 22 -2019 10.12707/RIV19010 2182-2883 |
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info:eu-repo/semantics/openAccess |
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openAccess |
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application/pdf |
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Agência para a Sociedade do Conhecimento (UMIC) - FCT - Sociedade da Informação |
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RCAAP |
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Repositório Científico de Acesso Aberto de Portugal (Repositórios Cientìficos) |
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Repositório Científico de Acesso Aberto de Portugal (Repositórios Cientìficos) |
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