Original Articles
20 February 2025
Vol. 40 No. 4 (2018)
[The role of agent skills in the turnover intentions of nurses]
Publisher's note
All claims expressed in this article are solely those of the authors and do not necessarily represent those of their affiliated organizations, or those of the publisher, the editors and the reviewers. Any product that may be evaluated in this article or claim that may be made by its manufacturer is not guaranteed or endorsed by the publisher.
All claims expressed in this article are solely those of the authors and do not necessarily represent those of their affiliated organizations, or those of the publisher, the editors and the reviewers. Any product that may be evaluated in this article or claim that may be made by its manufacturer is not guaranteed or endorsed by the publisher.
30
Views
14
Downloads
Authors
Voluntary turnover in the nursing profession is one of the main concerns in hospitals and it requests comprehensive research. This study contributes to explain the reasons related to turnover intention of nurses and provides causes for reflection to improve the working practice. 161 nurses and 13 nursing coordinators, working in the wards of two Italian hospitals, participated in the study. A self-report questionnaire was administered to them in order to analyze the relationship between agentic capacities (self-regulation, anticipation, vicarious learning, self-reflection) and the intentions to leave the ward and the hospital.
The data show a negative association between self-regulation and the desire to leave the ward and the hospital, and a positive association between self-reflection and the intention to leave the ward. The results also show that organizational seniority has a negative effect on intentions to leave the ward and the hospital, while professional seniority has a positive effect only on the intention to leave the hospital. Finally, the nursing coordinators perceive to have a greater ability to manage their own emotional states and behavior, to prefigure future events and to learn from their own experience than nurses.
The study's results suggest actions and interventions to develop self-regulation of the nursing staff to reduce turnover intentions and improve the quality of the service offered taking into account seniority and professional organization.
Altmetrics
Downloads
Download data is not yet available.
Citations
1) Pinna R, Di Guardo MC, De Simone S. Innovazione, motivazione e autoefficacia: Il caso dell'Ospedale Microcitemico. In: Di Guardo MC, Pinna R, Zaru D (a cura di). Per lo sviluppo, la competitività e l'innovazione del sistema economico: Il contributo degli studi di Organizzazione Aziendale. Milano: FrancoAngeli; 2009: 202-28. 2) Sili A, Alvaro R, Fida R, et al. La Salute Organizzativa degli Infermieri: Guida pratica all'utilizzo del Questionario Infermieritico sulla Salute Organizzativa (QISO). Napoli: EdiSES; 2010.
3) Khamisa N, Oldenburg B, Peltzer K, et al. Work related stress, burnout, job satisfaction and general health of nurses. Int J Environ Res Public Health 2015; 12(1): 652-66. DOI: https://doi.org/10.3390/ijerph120100652
4) Guerrieri C. La soddisfazione del personale infermieristico nell'assistenza domiciliare integrata (ADI). In: Lanzetti C, Lombi L, Marzulli M (a cura di). Metodi qualitativi e quantitativi per la ricerca sociale in sanità. Milano: FrancoAngeli; 2008: 215-26.
5) Hayes LJ, O'Brien-Pallas L, Duffield C, et al. Nurse turnover: A literature review. Int J Nurs Stud 2006; 43(2): 237-63. Available from: http://linkinghub.elsevier.com/retrieve/pii/S0020748905000477 6) Camerino D, Conway PM, van der Heijden BIJM, et al. Age-dependent relationships between work ability, thinking of quitting the job, and actual leaving among Italian nurses: A longitudinal study. Int J Nurs Stud 2008; 45(11): 1645-59. DOI: https://doi.org/10.1016/j.ijnurstu.2008.03.002
7) Ambrosi E, Portoghese I, Galletta M, et al. L'intenzione di lasciare l'ospedale degli infermieri con esperienza lavorativa ≤ 3 anni: Uno studio esplorativo. Assist Inferm e Ric 2011; 30: 126-34.
8) Violante S, Benso RG, Gerbaudo L, et al. Correlazione tra soddisfazione lavorativa e fattori di stress, burnout e benessere psicosociale tra infermieri che lavorano in differenti ambiti sanitari. G Ital Med Lav Ergon 2009; 31(1): 36-44.
9) Germini F, Vellone E, Venturini G, et al. Gli outcomes del nursing: strumenti per rendere visibile l'efficacia dell'assistenza infermieristica. Prof Inferm 2010; 63(4): 205-10.
10) Ambrosi E, Galletta M, Portoghese I, et al. L'intenzione di turnover dall'ospedale: Caratteristiche individuali, lavorative ed organizzative di un campione di infermieri del Nord Italia. G Ital Med Lav Ergon 2013; 35(1): 17-25.
11) Almalki MJ, Fitzgerald G, Clark M. The relationship between quality of work life and turnover intention of primary health care nurses in Saudi Arabia. BMC Health Serv Res 2012; 12(314): 1-11. DOI: https://doi.org/10.1186/1472-6963-12-314
12) Galletta M, Portoghese I, Penna MP, et al. Turnover intention among Italian nurses: The moderating roles of supervisor support and organizational support. Nurs Heal Sci 2011; 13(2): 184-91. DOI: https://doi.org/10.1111/j.1442-2018.2011.00596.x
13) Hayes LJ, O'Brien-Pallas L, Duffield C, et al. Nurse turnover: A literature review - An update. Int J Nurs Stud. 2012; 49(7): 887-905. Available from: http://dx.doi.org/10.1016/j.ijnurstu.2011.10.001 14) Cortese C, Gatti P, Ghislieri C. Job demands, meaningful work, and turnover intention among nurses. Med Lav 2014; 105(1): 37-47. 15) Griffeth RW, Hom PW, Gaertner S. A Meta-Analysis of Antecedents and Correlates of Employee Turnover: Update, Moderator Tests, and Research Implications for the Next Millennium. J Manage 2000; 26(3): 463-88. DOI: https://doi.org/10.1177/014920630002600305
16) Cortese CG. Predictors of critical care nurses' intention to leave the unit, the hospital, and the nursing profession. Open J Nurs 2012; 2: 311-26. DOI: https://doi.org/10.4236/ojn.2012.223046
17) Lee YW, Dai YT, Mccreary LL. Quality of work life as a predictor of nurses' intention to leave units, organisations and the profession. J Nurs Manag 2015; 23(4): 521-31. DOI: https://doi.org/10.1111/jonm.12166
18) De Gieter S, Hofmans J, Pepermans R. Revisiting the impact of job satisfaction and organizational commitment on nurse turnover intention: An individual differences analysis. Int J Nurs Stud 2011; 48(12): 1562-9. DOI: https://doi.org/10.1016/j.ijnurstu.2011.06.007
19) De Simone S, Planta A. L'intenzione di lasciare il lavoro nel personale infermieristico: il ruolo della soddisfazione lavorativa, dell'autoefficacia e del work engagement. Med Lav 2017; 108(2): 87-97. 20) Steca P, Ripamonti C, Preti E, et al. La soddisfazione lavorativa dei professionisti della salute. Psicol Sal 2008; 1: 73-92.
21) Laschinger HKS. Job and career satisfaction and turnover intentions of newly graduated nurses. J Nurs Manag 2012; 20(4): 472-84. 22) Kim Y, Kang Y. The relationship among career plateau, self-efficacy, job embeddedness and turnover intention of nurses in small and medium sized hospitals. Korea Acad Coop Soc 2013; 14(10): 5078-90. 23) Shahpouri S, Namdari K, Abedi A. Mediating role of work engagement in the relationship between job resources and personal resources with turnover intention among female nurses. Appl Nurs Res. 2016; 30: 216-21. Available from: http://dx.doi.org/10.1016 /j.apnr.2015.10.008 24) Bloom JR, Alexander JA, Nuchols BA. The effect of the social organization of work on the voluntary turnover rate of hospital nurses in the United States. Soc Sci Med 1992; 34(12): 1413-24.
25) Delobelle P, Rawlinson JL, Ntuli S, et al. Job satisfaction and turnover intent of primary healthcare nurses in rural South Africa: A questionnaire survey. J Adv Nurs 2011; 67(2): 371-83. DOI: https://doi.org/10.1111/j.1365-2648.2010.05496.x
26) Wagner CM. Predicting nursing turnover with catastrophe theory. J Adv Nurs 2010; 66(9): 2071-84. DOI: https://doi.org/10.1111/j.1365-2648.2010.05388.x
27) Ma J-C, Lee P-H, Yang Y-C, et al. Predicting factors related to nurses' intention to leave, job satisfaction, and perception of quality of care in acute care hospitals. Nurs Econ 2009; 27(3): 178-184. 28) Bandura A. Self-efficacy: The exercise of control. New York: Freeman; 1997.
29) Bandura A. Human agency in social cognitive theory. Am Psychol. 1989; 44(9): 1175-84. Available from: http://www.ncbi.nlm.nih.gov/ pubmed/2782727 30) Bandura A. Self-efficacy mechanism in human agency. Am Psychol 1982; 37(2): 122-47. Available from: http://psycnet.apa.org/journals/amp/37/2/122/ 31) Borgogni L, Miraglia M. Convinzioni di efficacia per lo sviluppo della persona. In: Rolandi A (a cura di). Capitale psicologico: Un asset chiave del terzo millennio. Milano: FrancoAngeli; 2015: 118-37.
32) Borgogni L, Cenciotti R, Consiglio C. Test Agent. Milano: UtiliaHR Now and Next; 2016.
33) Cenciotti R, Borgogni L, Consiglio C. Le capacità agentiche e il loro ruolo nella riuscita professionale. Pers e Lav 2016; 575(2): 13-9. 34) Cenciotti R, Bartolomeo V, Bianchi F, et al. Le capacità agentiche nel contesto organizzativo: Misurazione e impatto sulla performance. Paper presentato al 14° Congresso Nazionale AIP della sezione Psicologia per le organizzazioni. Palermo, 17-19 settembre; 2015. Retrieved from: http://www.aipass.org/files/PROGRAMMA_ ORGANIZZAZIONI_2015_08_02.pdf.
35) Schaufeli WB, Salanova M, González-Romá V, et al. The measurement of engagement and burnout: A two sample confirmatory factor analytic approach. J Happiness Stud 2002; 3(1): 71-92. DOI: https://doi.org/10.1023/A:1015630930326
36) Schaufeli W, Dijkstra P, Borgogni L. Bevlogen aan het werk. Zaltbommel: Thema; 2010.
37) De Simone S, Lampis J, Lasio D, et al. Influences of Work-Family Interface on Job and Life Satisfaction. Appl Res Qual Life 2014; 9(4): 831-61. DOI: https://doi.org/10.1007/s11482-013-9272-4
38) De Simone S, Cicotto G, Pinna R, et al. Engaging public servants: unveiling how public service motivation and work engagement affect work-related stress. Manag Decis 2016; 54(7): 1569-94. DOI: https://doi.org/10.1108/MD-02-2016-0072
39) Tims M, Bakker AB. Job crafting: Towards a new model of individual job redesign. J Ind Psychol. 2010; 36: 1-9. Available from: http://www.scielo.org.za/scielo.php?script=sci_arttext&pid=S207107632010000200003&Ing=en&tlng=es. DOI: https://doi.org/10.4102/sajip.v36i2.841
40) Hom PW, Griffeth RW, Sellaro CL. The validity of Mobley's (1977) model of employee turnover. Organ Behav Hum Perform 1984; 34: 141-74. DOI: https://doi.org/10.1016/0030-5073(84)90001-1
41) Donoso LMB, Demerouti E, Garrosa Hernandez E, et al. Positive benefits of caring on nurses' motivation and well-being: A diary study about the role of emotional regulation abilities at work. Int J Nurs Stud 2015; 52(4): 804-16. DOI: https://doi.org/10.1016/j.ijnurstu.2015.01.002
42) Montagna L, Benaglio C, Zannini L. La scrittura riflessiva nella formazione infermieristica: background, esperienze e metodi. Assist Inferm e Ric 2010; 29(3): 140-52. Available from: http://www.ncbi. nlm.nih.gov/pubmed/21188863 43) Zangaro GA. Organizational Commitment: A Concept Analysis. Nurs Forum. 2001; 36(2): 14-22. DOI: https://doi.org/10.1111/j.1744-6198.2001.tb01179.x
44) Miraglia M, Borgogni L, Gallo M, et al. Il contributo delle persone per il successo di Poste Italiane. Sviluppo & Organizzazione, 2012; 248: 50-61 45) Battistelli A, Mariani M, Bellò B. Normative commitment to the organization, support and self competence. In: Minati G, Pressa E, Abram E. Systemics of emergence: Research and Development. Boston, MA: Springer; 2006: 515-26. DOI: https://doi.org/10.1007/0-387-28898-8_36
46) Borgogni L, Dello Russo S, Latham GP. The Relationship of employee perceptions of the immediate supervisor and top management with collective efficacy. J Leadersh Organ Stud 2011; 18(1): 5-13. 47) Di Tecco C, Borgogni L. Il Contesto nel Comportamento Organizzativo. Risorsa Uomo 2011; 16(1): 113-28. DOI: https://doi.org/10.3280/RU2011-001009
48) Borgogni L, Petitta L, Amaducci M, et al. Dal clima alle percezioni di contesto sociosanitario: uno studio preliminare in ambito sociosanitario. Rass di Psicol 2007; 1: 35-51.
49) Consiglio C, Borgogni L, Vecchione M, et al. Self-efficacy, perceptions of context, and burnout: Amultilevel study on nurses. Med del Lav 2014; 105(4): 255-68.
50) Cicotto G, De Simone S, Giustiniano L, et al. Psychosocial training: a case of self-efficacy improvement in an Italian school. J Chang Manag 2014; 14(4): 475-499. DOI: https://doi.org/10.1080/14697017.2014.978536
51) Kluger AN, Nir D. The feedforward interview. Hum Resour Manag Rev 2010; 20(3): 235-46. DOI: https://doi.org/10.1016/j.hrmr.2009.08.002
52) Alleyne JO, Jumaa MO. Building the capacity for evidence-based clinical nursing leadership: the role of executive co-coaching and group clinical supervision for quality patient services. J Nurs Manag 2007; 15(2): 23043. Available from: http://dx.doi.org/10.1111/j.1365-2834.2007.00750.x 53) Ammentorp J, Kofoed PE. Coach training can improve the self-efficacy of neonatal nurses. A pilot study. Patient Educ Couns 2010; 79(2): 258-61. Available from: http://dx.doi.org/10.1016/j.pec. 2009.08.015 54) Borgogni L. Dal performance management allo sviluppo delle persone. Milano: FrancoAngeli; 2010.
55) Borgogni L, Petitta L. Lo sviluppo delle persone nelle organizzazioni: Goal setting, coaching, counseling. Roma: Carocci Editore; 2003. 56) Locke EA, Latham GP. A theory of goal setting and task performance. Englewood Cliffs, NJ: Prentice Hall; 1990.
57) Consiglio C, Miraglia M, Borgogni L. Coaching e counseling: oltre la pratica. In: Borgogni L (a cura di). Dal Performance Management allo Sviluppo delle Persone. Milano: FrancoAngeli; 2010: 265-89. 58) Latham GP, Borgogni L, Petitta L. Goal setting and performance management in the public sector. Int Public Manag J 2008; 11(4): 385-403. DOI: https://doi.org/10.1080/10967490802491087
How to Cite
[The role of agent skills in the turnover intentions of nurses]. (2025). Giornale Italiano Di Medicina Del Lavoro Ed Ergonomia, 40(4), 208-216. https://doi.org/10.4081/gimle.554
Copyright (c) 2018 The Author(s)
This work is licensed under a Creative Commons Attribution-NonCommercial 4.0 International License.
PAGEPress has chosen to apply the Creative Commons Attribution NonCommercial 4.0 International License (CC BY-NC 4.0) to all manuscripts to be published.