The factors influencing the non-Saudi nurse turnover rate in King Fahad Armed Forces Hospital: an applied study
Keywords:Nurses, Turnover, Satisfaction, Organization, Non-Saudi
Background: The high turnover in Registered Nurses (RNs) is a critical indicator of the nurses' job market and an undesirable trend for healthcare employers. Nurse turnover is expensive and jeopardizes the quality of care and patient safety. This research aims to identify the most significant factors that have a strong influence on the nurse turnover rate in King Fahad Armed Forces Hospital.
Methods: A quantitative method was employed to gather the data regarding the factors influencing nurse turnover. A cross-sectional design was adopted for this research. The study population was 1,186 non-Saudi RNs, and the sample size is 297 RNs. The data from the questionnaires were analyzed using Minitab and Microsoft Excel software.
Results: Based on the test results, their workload is statistically significant with nurse's turnover. Factors linked to workload co-varies with nurse turnover; specifically, as the degree of dissatisfaction increases, the nurse turnover increases and, conversely, as the degree of satisfaction increases, the nurse turnover decreases. Similarly, as the degree of satisfaction in beneficiary factors increases, the nurse turnover decreases. The third test of the relationship between the nurse turnover and the organizational culture exhibits strength and direct association and concludes that, as the degree of satisfaction in the organizational culture increases, the nurse turnover decreases and vice versa.
Conclusion: In general, the organizational culture is the strongest contributing factor, while the workload factors are shown to be the least strong contributing factor to why nurses are leaving their jobs, leading to the rise in the turnover rate. The recommendation made by this study is that organizations must develop an effective strategic retention plan to support and encourage the nurses through increasing salaries and incentives, continuous job promotions, and suitable development practice as, if the organizations do not apply these kinds of strategies, high turnover will remain a problem and organizations will not be able to come up with appropriate solutions.
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