Factors Influencing Turnover Intention among Professional Nurses in University Hospitals

Abstract

This study investigates the factors influencing turnover intention among professional nurses at a university hospital in Bangkok, Thailand. A cross-sectional design was employed, involving 343 nurses selected from a population of 3,446 using simple random sampling. The main objective was to explore how demographic factors, job satisfaction, burnout, job demands, and resources contribute to nurses' intentions to leave their jobs. Ordinal logistic regression analysis was conducted to assess these factors, with a model that accounted for approximately 15.2% of the variance in turnover intention (Pseudo R² = 0.152, p < 0.001). The results indicated that younger nurses (Gen Y and Gen Z) were more likely to express turnover intentions compared to older nurses, but these associations lost statistical significance after adjustment. Nurses with high levels of burnout were 5.17 times more likely to have turnover intentions compared to those with low burnout (AOR = 5.17, p < 0.001), a finding that remained significant after controlling for other factors. Job satisfaction also played a critical role, with high satisfaction reducing turnover intention by 81% (AOR = 0.19, p = 0.012). Furthermore, nurses working in inpatient departments (IPD) had a higher turnover intention, although this was not statistically significant after adjustment. These findings highlight the importance of addressing burnout and enhancing job satisfaction through better organizational support, workload management, and career development opportunities to reduce turnover and improve retention among nurses. The study's findings have important implications for HR strategies in healthcare organizations aiming to enhance workforce stability and quality patient care.