Factors Determining Turnover Intention of Newly Graduated Nurses during COVID-19 Pandemic
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Purpose: The purpose of this study was to explore factors affecting the turnover intention of newly graduated nurses during the COVID-19 pandemic. Methods: This study was conducted as a secondary analysis of data from the 2019 Graduates Occupational Mobility Survey, collected in September 2020. Overall, 240 nurses who graduated from universities in August 2018 or February 2019 were selected for data analysis. Descriptive statistics and logistic analysis of the data were performed using Stata 15.0. Results: The results of logistic regression analysis demonstrated that among individual factors, married individuals and men (relative to single individuals and women, respectively) were more likely to hold turnover intentions. While none of the organizational factors affect turnover intentions of new nurses, both work-related factors, namely job satisfaction and perceptions of human resource management, negatively affect turnover intention (β=-0.67, p=.018, β=-0.59, p=.043, respectively). Conclusion: In response to the call for further studies on nurses' turnover during the pandemic, we provide additional empirical evidence that corroborate with and expand upon the results of previous studies. Moreover, this study offers a nuanced view to understand nurses' turnover by considering the importance of nurses' human resource management perceptions in minimizing turnover intentions, which may help medical institutions understand factors and strategies to reduce turnover.
Abstract
Purpose: The purpose of this study was to explore factors affecting the turnover intention of newly graduated nurses during the COVID-19 pandemic. Methods: This study was conducted as a secondary analysis of data from the 2019 Graduates Occupational Mobility Survey, collected in September 2020. Overall, 240 nurses who graduated from universities in August 2018 or February 2019 were selected for data analysis. Descriptive statistics and logistic analysis of the data were performed using Stata 15.0. Results: The results of logistic regression analysis demonstrated that among individual factors, married individuals and men (relative to single individuals and women, respectively) were more likely to hold turnover intentions. While none of the organizational factors affect turnover intentions of new nurses, both work-related factors, namely job satisfaction and perceptions of human resource management, negatively affect turnover intention (β=-0.67, p=.018, β=-0.59, p=.043, respectively). Conclusion: In response to the call for further studies on nurses' turnover during the pandemic, we provide additional empirical evidence that corroborate with and expand upon the results of previous studies. Moreover, this study offers a nuanced view to understand nurses' turnover by considering the importance of nurses' human resource management perceptions in minimizing turnover intentions, which may help medical institutions understand factors and strategies to reduce turnover.
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