ปัจจัยที่มีอิทธิพลต่อความตั้งใจอยู่ในงานของพยาบาลวิชาชีพในโรงพยาบาลศูนย์

ฺBoontida Theucksuban

Authors

ฺBoontida Theucksuban Boromarajonani College of Nursing, Nakhonsithammarat, Faculty of Nursing, Praboromarajchanok Institute, Ministry of Public Health

Keywords:

intent to stay, professional nurses, hospitals

Abstract

Introduction: Nowadays, there is a global nursing shortage. Therefore, promoting nurses’ intent to stay is an effective method to address this problem.

Research objectives: To examine level of intent to stay and factors influencing intent to stay among nurses in hospitals.

Research methodology: This study employed a predictive research design. Participants were 1,224 professional nurses selected using a multistage sampling method. Data were collected using questionnaires, including 1) demographic data form, 2) the Intent to Stay Scale, 3) the Leadership Practice Inventory, 4) the Social Integration Scale, 5) the Nursing Activity Scale, 6) the Promotional Opportunity Scale, 7) the Maslach Burnout Inventory, 8) the Job Satisfaction Scale, and 9) the Organizational Commitment Questionnaire. The Cronbach’s alpha coefficient values of the questionnaires were .81, .98, .73, .90, .88, .85, .79, and .81, respectively. Data were analyzed using descriptive statistics, and stepwise multiple regression analysis.

Results: The participants reported a high level of intent to stay ( $gif.latex?\bar{x}$ =3.54, SD.=.743). Results of stepwise multiple regression analyses showed that organizational commitment, promotional opportunity, burnout, job satisfaction, and transformational leadership together explained 29% of the variance in intent to stay. Organizational commitment (β=.46, p < .001), promotional opportunity (β=.21, p < .001), burnout (β=-.16, p < .001), job satisfaction (β=.14, p < .001), and transformational leadership (β =.11, p < .001) were statistically significant predictors of intent to stay.

Conclusions: Organizational commitment, promotional opportunity, burnout, job satisfaction, and transformational leadership were factors influencing intent to stay among professional nurses.

Implications: Nursing administrators should develop strategies to promote intent to stay among professional nurses using factors derived from this study.

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