Table 3.
Pre- and post-COVID-19 nurses’ turnover literature comparison.
| Number | Author/ Year |
Purpose | Post COVID-19 Pandemic? | Design, Sample, & Setting | Variable, Definition & Measurement | Prevalence of Turnover | Predictors of Turnover Intention |
|---|---|---|---|---|---|---|---|
| 1 | Chen et al., 2021 [5] | Investigate nurses’ competence in nursing care, clinical stress, and intention to stay in their current organization. | Yes | Cross-sectional design; data was collected between March and May of 2020; 333 novice nurses participated (response rate = 83.25%). | Variable: Intention to stay Definition: Intentions of nurses to remain in their current positions Measure: The stay in the nursing workplace scale (a four-point Likert scale: 1 = strongly, 4 = strongly agree). A high average score indicated a low willingness to stay. |
The participants’ average score of willingness to stay in their job was 2.00 ± 0.46 | Rate of providing care to COVID-19 patients, taken a course on caring for COVID-19 and prevention after starting work, willingness to provide services, and clinical stress |
| 2 | Khattak et al., 2020 [16] | Examine the effect of COVID-19 fear on nurses’ turnover intention, secondary trauma, and psychological distress; explore the possible moderating role of leadership support | Yes | Cross-sectional design; convenience sampling; 380 nurses participated (response rate of 54.28%). | Variable: Turnover intention Definition: NA Measure: Labrague et al., turnover intention scale |
The mean turnover intention = 3.38 (SD = 0.985) | Fear of COVID-19, secondary trauma, & psychological distress |
| 3 | Kim et al., 2020 [7] | Explore social support effect on job engagement and job retention intention among nurses during the COVID-19 pandemic | Yes | Quantitative design; Data were collected from 11–24 May 2020, 377 nurses participated | Variable: Job retention intention Definition: NA Measure: Ajzen’s questions from the Theory of Planned Behavior. It is composed of a five-point Likert scale, and in this study, the higher the score, the greater the nurse’s intention retain the job |
The average job retention intention was 3.909 (SD = 1.004) | Age, work experience, experience in nursing COVID-19 patients, working in COVID-19 divisions, category and type of social support |
| 4 | Labrague et al., 2020 [15] | To examine the relative influence of fear of COVID-19 on nurses’ psychological distress, work satisfaction and intent to leave their organization and the profession. | Yes | Cross-sectional design; 261 frontline nurses in five hospitals in the Philippines participated (responses rate 87%). | Variable: Organizational and professional turnover intentions Definition: NA Measure: O’Driscoll & Beehr Two single-items of organizational and professional turnover intention were used; each item was rated on a Likert scale ranging from 1 = strongly disagree to 5 = strongly agree. |
The mean for the organizational and professional turnover intention were 1.86 (SD: 1.26) and 2.23 (SD: 1.26), respectively | Fear of COVID-19 |
| 5 | Liaqat et al., 2021 [19] | Evaluate the rate of workplace bullying and its relationship with nurses’ intent to leave the job | Yes | Cross-Sectional design, data were collected from September 2019 to April 2020; A convenience sample of 242 nurses working in two public and two private teaching hospitals of Lahore participated in the study. | Variable: Turnover intention Definition: A conscious and premeditated decision to leave the organization. Measure: Turnover intention measure using two-items scored from 0 to 7 |
Turnover intention among nurses affirmed work-related bullying (59.5%); among nurses affirmed person-related bullying (39.7%); among nurses affirmed physically intimidating bullying (40.9%) | Workplace bullying |
| 6 | Irshad et al., 2021 [18] | Examine the moderating influence of an ideological contract on the link between psychological anxiety and turnover intention, and to evaluate the impact of perceived COVID-19 danger on nurses’ turnover intentions via the underlying mechanism of psychological anxiety. | Yes | Cross-sectional design; 117 Pakistani nurses treating COVID-19 patients; snowball nonprobability sampling technique was used | Variable: Nurses’ turnover intention Definition: NA Measure: Vigoda three-items Nurses’ turnover intention due to COVID-19; A five-point Likert scale ranging from 1 = strongly disagree to 5 = strongly agree |
The mean turnover intention = 3.42 (SD = 0.84) | Perceived threat of COVID-19 |
| 7 | Nashwan et al., 2021 [20] | Compare nurses’ turnover intentions before and during COVID-19. | Yes | Cross-sectional design; convenience sample of nurse working in Qatar; data were collected between August and September 2020; A total of 512 nurses Participated (response rate = 4.26) | Variable: Turnover Intention Definition: NA Measure: The Roodt’s Turnover Intention Scale (TIS-6); five points scale (range = 1.00–5.00) |
turnover intentions increased significantly during COVID-19 (from average of 13.24 to 15.54). |
Before COVID-19: Age, marital status, years of experience, stress level During COVID-19: Marital status, years of experience, deployment, stress level |
| 8 | Said & El-Shafei, 2021 [12] | Identify occupational stress, work satisfaction, and intention to leave among nurses caring for probable COVID-19 patients. | Yes | Comparative cross-sectional study; 210 nurses from Zagazig Fever Hospital (ZFH; COVID-19 Triage hospital) versus 210 nurses from Zagazig General Hospital (ZGH; neither triage nor isolation hospital); data collected from 10th to 24th of April 2020. | Variable: Intention to leave Definition: NA Measure: Two items from Lagerlund et al. |
Significant difference between intention to leave current position (ZFH =4 0.0%, ZGH = 30.5%); intention to leave current organization (ZFH = 45.2%, ZGH = 34.3%); intend to leave the field of nursing (ZFH = 24.8%, ZGH = 10.0%) | Type of hospital and its related workload |
| 9 | De los Santos & Labrague 2020 [21] | Assess fear of COVID-19 among nurses in a community setting. | Yes | Cross-sectional design; 385 nurses participated (response rate of 96.25%) | Variable: Organizational and professional turnover intention Definition: NA Measure: Two single-item measures assessing organizational and professional turnover intention; using a five-point Likert scale ranging from 1 = strongly disagree to 5 = strongly agree |
Organizational turnover intention (M = 2.82, SD = 1.21); professional turnover intention (M = 2.87, SD = 1.19) | Nurses’ fear of COVID-19 |
| 10 | Yañez et al., 2020 [22] | Explore the anxiety, distress, and turnover intention of healthcare workers in Peru during the COVID-19 pandemic. | Yes | Cross-sectional study; data were collected from April 10, 2020 to May 2, 2020; surveyed 400 healthcare workers in 15 of the 24 provinces in Peru; 303 responded to the survey (response rate of 75%) | Variable: Turnover intention Definition: Chance of quitting their present employment Measure: Metcalf et al., two-item turnover intention scale |
NA | Younger workers; healthcare workers in the private sector |
| 11 | Albougami et al., 2020 [23] | Investigate the impact of job satisfaction and quality of life on nurses’ intention to resign, and investigate the factors that influence the intention of Saudi nurses to quit their existing positions. | No | Cross-sectional study; sample of 318 nurses working in two hospitals in Saudi Arabia. Data was collected between April and May 2018. | Variable: Turnover intention Definition: NA Measure: The Roodt’s Turnover Intention Scale (TIS-6); five points scale (range = 1.00–5.00) |
The mean turnover intention of the nurses was 2.91 (SD = 0.81) | Martial status, nationality, clinical area, salary, emotional exhaustion, personal accomplishments, physical health, and psychological health |
| 12 | Ayalew & Workineh 2020 [24] | Examine nurses’ intentions to leave their jobs and the factors that influence them in Bahir Dar, Northwest Ethiopia, in 2017. | No | Cross-sectional study; conducted between 1st March to 30th March 2017; simple random sampling was used to select 210 participants | Variable: Intention to leave Definition: An employee’s intention to leave his or her current workplace in order to pursue another employment in the near future Measure: Mark C Hand tool. Seven items with a five-point Likert scale |
64.9% (95% CI: [57.6, 71.2]) of the participants have intention to leave their job; 53.4% of them had a high level of intention to leave their job | Work itself and recognition at work |
| 13 | Chen et al., 2019 [25] | Examine the impact of the patient–nurse ratio on nurses’ intentions to quit, considering the mediating roles of burnout and job dissatisfaction. | No | Two pooled cross-sectional surveys; data collected in 2013 and 2014; total of 1409 full-time nurses in medical & surgical wards of 24 hospitals in Taiwan participated (response rate = 59.2%). | Variable: Intention to leave Definition: NA Measure: Two items developed for the study; score range of 0 to 100 |
The average intention to leave among the participants = 37.3 (SD = 26.4) | Standardized Patient–nurse ratio predicted nurses’ intention to leave through nurses’ personal burnout, client-related burnout, and job dissatisfaction |
| 14 | de Oliveira et al., 2017 [26] | Investigate the factors related to registered nurses’ (RNs’) desire to leave the profession in big public hospitals in Brazil | No | Cross-sectional study; conducted from 2010 to 2011: All RNs at Rio de Janeiro’s 18 largest public hospitals (>150 beds) were invited; the study sample comprised 3229 RNs (82.7% response rate), | Variable: Intention to leave profession Definition: NA Measure: Single item measured at five points Likert-type scale |
22.1% of the participants indicated their intention to leave the profession | Gender, age, not holding a leadership position, highly demanding work, passive work, effort–reward imbalance, poor self-rated health, overcommitment to the job, & poor supervisor support |
| 15 | Diehl et al., 2020 [3] | Examine, within the context of burden due to quantitative job demands, the buffering effect of individual, social and organizational resources on nurses’ health and intention to leave. | No | Cross-sectional study was carried out in 2017 among nurses in palliative care in Germany. A total of 1360 nurses responded to the questionnaire (response rate 38.7%) | Variable: Intention to leave the profession Definition: NA Measure: Single-item response categories: never, a few times a month, once or twice a week, three to five times a week and every day |
NA | Higher quantitative demands, resources degree of freedom, meeting relatives after death of patients, recognition from supervisor and possibilities for development’ |
| 16 | Falatah & Conway 2019 [27] | Investigate the relationship between relational coordination, job satisfaction, affective commitment & turnover intention |
No | Cross-sectional design; a total of 180 nursesparticipated in the study. | Variable: Turnover intention Definition: NA Measure: The Roodt’s Turnover Intention Scale (TIS-6); five points scale (range = 1.00–5.00) |
Turnover intention mean = 3.08 (SD = 0.75) | Nationality, affective commitment, job satisfaction, relational coordination |
| 17 | Gabel Shemueli et al., 2016 [11] | Assess the mediating effects of burnout and engagement on the relationship between work characteristics & turnover intentions in the nursing community of two Ibero-American countries. | No | Quantitative study; the sample consists of 316 RNs employed in Uruguay and 502 employed in Spain; the survey was open for one year (from January to December 2012). | Variable: Turnover Intention Definition: NA Measure: Arsenault, Dolan, &Van Ameringen Turnover Intention Scale, consisted of three items rated on a five-point Likert scale (1 = totally disagree, 5 = totally agree) |
The mean turnover intention Uruguay nurses = 2.65 (SD = 1.17); Spain nurses = 2.55 (SD = 1.24) | Work overload, burnout, social support, and work engagement. |
| 18 | Gebregziabher et al., 2020 [1] | Investigate the association between nurses’ job satisfaction and turnover intention in Axum Comprehensive and Specialized Hospital Tigray, Ethiopia | No | Institution based cross-sectional design; systematic random sampling was used to enroll a total of 148 nurses; the study was conducted from January 2018 to June, 2019 | Variable: Turnover intention Definition: Probability that an employee will permanently leave his or her current employer in the near future Measure: Three items developed for the study and had three response options: (1) No; (2) Not sure; and (3) Yes. |
64.9% of the participants have intention to leave the organization | Job satisfaction |
| 19 | Hsieh et al., 2019 [28] | Examine the link between workplace bullying, mental health, and intention to leave among nurses, as well as the function of self-efficacy as a moderator. | No | Cross-sectional study was conducted from October to December 2016; a total of 550 nurses were invited to participate; a total of 442 participants returned their questionnaires, (response rate = 80.4%). | Variable: Intention to leave Definition: NA Measure: The five-item Employee’s Turnover Intentions and Job Destination Choices Scale; rated on a five-point Likert scale ranging from 1—strong disagreement to 5—strong agreement. The total scores were 5–25, with a higher score indicating a greater intention to leave |
The mean intention to leave = 12.82 (SD = 3.58) | Bullying, self-efficacy |
| 20 | Kaddourah et al., 2018 [29] | Evaluate the quality of nursing work life (QNWL), investigate nurses’ turnover intentions, and investigate the relationship between QNWL and nurses’ turnover intention. | No | Cross-sectional study; two hospitals selected randomly from Riyadh, Saudi Arabia; from March 2015 to March 2016; Nurses working at different shifts were selected randomly from the two hospitals by a quota-based sample, 364 nurses were recruited (response rate = 91%). | Variable: Turnover intention Definition: NA Measure: The 12-item Hinshaw and Atwood Anticipated Turnover Scale (ATS) a seven-point Likert scale ranging from 1 = agree strongly to 7 = disagree strongly’; greater scores reveal a more intent to leave the current job |
Almost 94% indicated a turnover intention from their current hospital | Gender, years in current position |
| 21 | Ki et al., 2020 [30] | Identify and cluster shift work nurses’ health issues, as well as the relationships between health issues and turnover intention. | No | Cross-sectional study; the sample consisted of novice nurses (204; from October 2018 to January 2019; response rates = 69.4%) and experienced nurses (300; March 2018 to May 2018 response rates = 89.7%) | Variable: Turnover intention Definition: NA Measure: Single item “I plan on staying for the next year”; measured at four points (strongly agree, agree, disagree, or strongly disagree) |
22.2% expressed turnover intention | neuropsychological health issues (sleep disturbance, fatigue, and depression). |
| 22 | Kilańska et al., 2019 [6] | Examine the link between the work patterns of Polish nurses and the risk of quitting. | No | A quantitative method; conducted in 2008−2011; sample = 1049 (response rate = 90%) | Variable: Risk of quitting Definition: NA Measure: Not specified |
NA | Unplanned work schedule; the employer did not respect the nurses’ preferences about when and how they worked; the nurses were not notified of schedule adjustments; They were dissatisfied with the duration of the work shift; they were dissatisfied with the option of taking days off; they were dissatisfied with the capacity to work in the proposed shift; and the amount of working hours per day fell short of their expectations. |
| 23 | Kim et al., 2020 [7] | Investigate the relationship between workplace bullying and burnout, professional quality of life, and turnover intention among clinical nurses. | No | Descriptive cross-sectional study; Data were collected from 324 direct patient-care nurses employed in general hospitals in Seoul, Gyeonggi, and Chungnam; Data were collected between 1 July 2018 and 30 September 2018, | Variable: Turnover intention Definition: The tendency to switch jobs or change one’s occupation owing to dissatisfaction with work Measure: Lawler four-questions turnover intention questionnaire; measured at a five-point scale; range from 1 = not at all, to 5 = very much so |
The average turnover intention score was 13.12 (SD = 3.63) | Workplace bullying |
| 24 | Koch et al., 2020 [14] | Enhance our understanding of the variables that cause people to leave their jobs. | No | Randomized cross-sectional study on young hospital employees in Germany; conducted in September 2017; total of 1337 employees took part in the survey; the response rate was 13% physicians, 18.5%, nurses 7.5%. | Variable: Intentions to leave the profession Definition: NA Measure: Item 33 of the Copenhagen Psychosocial Questionnaire (COPSOQ) “In the last 12 months, how often have you thought about leaving your profession?”; scored at five points |
30.9% of the whole sample frequently considered leaving the profession; it was statistically significantly greater for nurses than for physicians (42.2% vs. 28.2%). | Perceived quality of care, job satisfaction. |
| 25 | Kwon 2019 [31] | Determine the impact of flexible work system awareness, organizational commitment, and quality of life on turnover intentions among healthcare nurses. | No | Descriptive correlational design; 226 nurses participated in the study; data were collected from 1 September to 1 October 2018 | Variable: Turnover intensionDefinition: NA Measure: Lawler turnover intension questionnaire; four items scored on a five-point Likert scale; Higher scores indicated a higher turnover intention. |
48.7% indicated turnover intention | Work satisfaction, colleague satisfaction, subjective health, awareness of flexible work systems, organizational commitment, quality of life. |
| 26 | Minamizono et al., 2019 [32] | Determine the impact of flexible work system awareness, organizational commitment, and quality of life on turnover intentions among nurses. | No | Secondary data of a cross-sectional study; a total of 1698 nurses, were invited to participate; 441 nurses provided informed consent and returned the self-administered questionnaires (response rate = 26%) | Variable: Intention to Leave Definition: Real employee retention predictor Measure: Three items measured based on a Likert scale from 1 = strongly disagree, to 4 = strongly agree; subsequently divided into binary, disagree, or agree. |
79.8% of the participants have intention to leave | being from the younger generation, agreement with the concept of gender division of labor, high job strain, burnout |
| 27 | Naburi et al., 2017 [33] | Identify variables related to job decreased job satisfaction and intention to leave among nurses working in HIV prevention of mother-to-child transmission institutions (PMTCT) | No | Quantitative cross-sectional study was conducted in 36 public health facilities in Dar es Salaam, Tanzania, between March and April 2014; 250 nurses were invited 217 participated (response rate = 87%) | Variable: Intentions to leave the current job Definition: NA Measure: Questionnaire developed for the study: “How frequently do you think about leaving your current job?”; the responses were marked on a seven-item Likert scale ranging from 1 = never to 7 = very often. |
35% of the sample intended to leave their job | Job stability dissatisfaction, not being recognized by one’s superior, & poor feedback on the overall unit performance |
| 28 | Nikkhah-Farkhani & Piotrowski 2020 [10] | Investigate the variables influencing nurse turnover and the variations between Iranian and Polish nurses in this regard. | No | Descriptive cross-sectional study; Poland (n = 165) and in Iran (n = 200); data was collected between March to May 2019 | Variable: Turnover intention Definition: NA Measure: Four-item Turnover Intention Scale |
Statistically significant deference in the average turnover intention between Polish nurses (3.23) and Iranian nurses (2.78 out of 5) | Poland: work–family conflict Iran: job satisfaction |
| 29 | Özer et al., 2019 [34] | Investigates the connections between nurses’ perceptions of their authentic leadership, intention to resign, and employee performance | No | A convenience sample of nurses working in a public hospital in the city of Yozgat, Turkey (n = 500) was used; the data were collected in December 2017 from 189 participants | Variable: Intention to quit Definition: NA Measure: Cammann et al., Intention to Quit Scale; consists of three items; assessed using a five-point Likert-type The (1 = strongly disagree to 5 = strongly agree) |
The average intention to quit 2.31 (SD = 1.09) | Authentic leadership |
| 30 | Pélissier et al., 2018 [35] | Examine the relationship between female nursing home caregivers’ intention to leave work, working circumstances, and health status. | No | A multicenter cross-sectional survey design; data were collected between October 2009 and September 2010; 1770 caregivers (19.6% RNs, 80.4% nursing assistants) from 105 nursing homes were included; (response rate = 98%) | Variable: Intention to leave Definition: Intention to leave work with the elderly Measure: Not specified |
26.3% of the participants wished to leave their work with the elderly: 26.8% nursing assistants and 24.2% RNs |
RNs: deteriorated care-team or resident relations, & perceived elevated hardship due to the proximity of residents’ death. Nursing assistants: deteriorated management relation, with job insecurity and elevated hardship due to the residents’ intellectual deterioration, & impaired physical or psychological health status |
| 31 | Qi et al., 2020 [36] | Investigate the consequences of patient maltreatment on nurses’ job satisfaction and turnover intention through work meaningfulness and emotional dissonance, and the moderating impact of hostile attribution bias | No | Three-wave survey; 1200 nurses were asked to participate; 1067 participated in round 1; in round 2 a total of 921 responded; at the final round 657 nurses responded (valid response rate = 54.75%) | Variable: Turnover intention Definition: NA Measure: Knudsen et al., Turnover intention (T3). A three-item scale; seven-point Likert scale; 1 = totally disagree to 7 = totally agree |
The average turnover intention = 2.908 (SD = 1.434) | Mistreatment by patients through emotional dissonance. |
| 32 | Rahnfeld et al., 2016 [37] | Investigate the relationship of care setting (nursing homes and home care) with geriatric nurses’ intention to leave their job and profession. | No | Cross-sectional study; a sample of 278 RNs and nursing aides in German geriatric care | Variable: Intention to leave job and profession Definition: NA Measure: Simon et al., four-item adapted turnover intention questions and three items from Price Intention to Quit Questionnaire (ITQ); rated with a five-point rating scale |
One-fifth to a third of respondents mentioned that they had thought about changing units, institutions, professions, or leaving the labor market entirely several times a year | Demands and resources with job satisfaction as mediator. |
| 33 | Sawaengdee et al., 2016 [38] | Identify the rates, patterns, trends, and drivers of work transition, as well as the frequency, incidence, and long-term changes in important health issues among Thai nurses. | No | Longitudinal prospective cohort study comprising multiple age cohorts, started in 2009 and expected to run until 2027; in the first round 18,756 nurses participated (response rate = 58.6%); second round (response rate = 60.2%), last round included 3020 new RN (response rate = 38.3%) | Variable: Intention to leave nursing career Definition: NA Measure: Intension to leave and to return to nursing career |
Overall, around 15.4% of nurses reported an intention to leave their nursing career; in the last round, 11.2% reported their intention to leave nursing in the next 2 years. | NA |
| 34 | Sharififard et al., 2019 [39] | Determine the relationship between the desire to leave the nursing profession and the work environment and demographic variables. | No | Cross-sectional design; random sampling was used and 206 nurses from six hospitals participated (response rate = 92%) | Variable: Intention to leave the job Definition: NA Measure: Three items related to intention to leave the job rated using a seven-point Likert scale; 1 = strongly disagree to 7 = strongly agree |
23.70% of the participants indicated a high level of intention to leave the profession; 25.10% of the participants had moderate intention. | Work climate, type of employment, marital status, and overtime working |
| 35 | Sungur et al., 2019 [40] | Explore the link between paternalistic leadership, organizational cynicism, and the desire to resign among nurses. | No | The study population consisted of nurses working in a public hospital in the city of Mersin, Turkey; data were collected in January 2018 from 215 nurses; (response rate = 44%) | Variable: Intention to Quit Job Definition: Intention to quit one’s job refers to a circumstance in which an employee of one organization has contemplated finding employment with another organization owing to discontent with present working conditions. Measure: Cammann et al., intention to quit; consists of a total of three items with a five-point Likert response form 1 = strongly disagree to 5 = strongly agree |
Mean Intention to Quit = 1.88 (SD = 0.99) | The dimensions of organizational cynicism and paternalistic leadership |
| 36 | Tei-Tominaga et al., 2018 [41] | Investigate the factors influencing the intention to leave among female hospital nurses in a large Japanese sample, divided into four generations based on age, and taking economic situations into account | No | Cross-sectional design; a convenience sampling of nurses from 30 hospitals; out of 11,171 nurses 5763 participated (response rate = 51.6%) | Variable: Intention to Leave Definition: NA Measure: A six-item intention to leave scale; responses were scored on a four-point Likert-type scale, with higher scores representing greater intention to leave |
Mean intention to leave based of the participants generation: 1980s (14.53 ± 4.83), after 1990 (13.65 ± 5.00), between 1965 and 1979 (13.47 ± 4.80), and between 1950 and 1964 (12.88 ± 4.53) | Having children increased intention to leave in the generation born in 1965–1979, having family members in need of caregiving other than children decreased the risk in the generation born in the 1980s |
| 37 | Van der Heijden et al., 2019 [42] | Explore if burnout as a result of the combined influence of perceived effort and job meaning modulates the link with occupational turnover intention | No | Longitudinal study; questionnaire completed twice (1-year time lag) by RNs working in hospitals (63.4%), old peoples’ homes (15.4%), and home care (21.1%) was conducted; the final sample comprised 1187 nurses; first measurement response rate for = 43.6%; second time = 29.5%. | Variable: Occupational Turnover intention Definition: NA Measure: Hasselhorn, Tackenberg, and Mueller’s three-item scale; a five-point rating scale ranging from: 1 = never, to 5 = every day |
Nurses’ mean intention for occupational turnover was 1.43 (SD = 0.7) | Higher burnout levels appeared to lead to a higher occupational turnover intention. |
| 38 | Vévoda et al., 2016 [2] | Identify work-environment elements that are essential to general nurses when deciding whether or not to quit their current workplace | No | An observational and a cross-sectional study; 2223 nurses working in 74 hospitals and 23 healthcare institutions in the Czech Republic were invited; 1992 nurses were interviewed between 2011 and 2012 | Variable: Turnover intention Definition: A clear and determined desire to quit an organization Measure: Single item “Yes, I am going to leave my employer if a good opportunity arises.”; with two options “I do not know, I have not decided yet.” “No, I am going to stay with my employer even if a good opportunity arises.” |
34.7% of nurses would leave their current employer | Salary, availability of modern technology and instruments, and social benefits provided by the employer. |
| 39 | Wang et al., 2020 [43] | Examine the links between work satisfaction, burnout, and turnover intention, as well as the predictors of turnover intention, with the goal of keeping primary care practitioners (PCPs) in rural China. | No | Multistage cluster sampling method; a cross-sectional survey conducted in Shandong Province, China; December 2017; sample = 1148 PCPs (response rate = 82%) | Variable: Turnover intention Definition: The process through which workers depart an organization to pursue other opportunities. Measure: Single Likert item: “Do you have the thoughts of leaving this faculty for other jobs elsewhere at present?”, with their responses being rated from 1 = highly disagree to 5 = highly agree |
14.06% of the respondents had high turnover intention. | Work environment satisfaction, medical practicing environment satisfaction, and organizational management reduced personal accomplishment |
| 40 | Wubetie et al., 2020 [44] | Evaluate the intention of nurses to leave emergency departments and associated variables in selected governmental hospitals in Addis Ababa, Ethiopia. | No | Institutional-based cross-sectional study; conducted on 102 nurses in three selected governmental hospitals, Addis Ababa, from 19 February to 31 March 2018; (response rate = 91.1%) | Variable: Turnover intention Definition: Likelihood that an employee will quit the present institution within a particular time frame owing to a variety of variables Measure: Single dictums item |
77.5% respondents had intention to leave the current working unit of the emergency department or hospital. | Educational status, monthly income of less than 3145 Ethiopian Birrs, and professional autonomy |
| 41 | Yang et al., 2017 [45] | Examine job pressure and other variables influencing nurses’ intentions to leave | No | Cross-sectional study; conducted in 2013 with multistage sampling; 800 RNs with >1 year of work were recruiting; 90% valid responses | Variable: Turnover intention Definition: A psychological propensity to abandon an organization or a job Measure: Dongrong and Jingyuan Scale of Intent to Leave the Profession; the scale consists of six single-choice questions, directly asking about the respondent’s intension to turnover. Each response was scored in four points; 1 = frequently, and 4 = never; high scores indicate a weak intention to leave the profession |
The mean score for turnover intention was (15.00 ± 3.24); 19% = strong/very strong turnover intention, (62%), weak turnover intention and (19%) very weak turnover intention | Age, work pressure, job duty and career commitment |
| 42 | Yang & Kim 2016 [46] | Build and test a model of turnover intention among clinical nurses that takes into account the impacts of compassion fatigue, coping, social support, and work satisfaction: | No | Cross-sectional correlational design; participants were 283 clinical nurses in four general hospitals in Korea | Variable: Turnover intention Definition: NA Measure: Park’s tool; consists of four questions rated on a five-point Likert scale |
Turnover intention = 3.7 (SD = 0.93) | Job satisfaction. |
| 43 | Zaheer et al., 2019 [47] | Investigating how nurses’, allied health professionals’, and clerical workers’ opinions of immediate supervisors, collaboration, and mindful organization influence their desire to leave. | No | Cross-sectional survey conducted at a large community hospital 50 km from central Toronto, Canada; data were collected from nurses, allied health professionals, and unit clerks between 30 September 2015, and 1 February 2016; a total of 185 completed surveys were returned (response rate = 74.1%) | Variable: Turnover intention Definition: An employee’s behavioral desire to leave his or her current work by either transferring to a different unit within the same organization or seeking employment at a different organization while remaining in his or her vocation. Measure: A three-item turnover intention measure using a seven-point Likert scale where a higher score indicated a higher likelihood that a person would quit his/her current job. |
The average turnover intention = 3.20 (SD = 1.72) | Staff perceptions of teamwork were the positive effect of supervisory leadership |