Publication: Job stress and intent to stay at work among registered female nurses working in thai hospitals
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Issued Date
2014-01-01
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ISSN
13489585
13419145
13419145
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2-s2.0-84901326368
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Mahidol University
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SCOPUS
Bibliographic Citation
Journal of Occupational Health. Vol.56, No.2 (2014), 93-99
Suggested Citation
Orawan Kaewboonchoo, Boonrord Yingyuad, Tassanee Rawiworrakul, Adchara Jinayon Job stress and intent to stay at work among registered female nurses working in thai hospitals. Journal of Occupational Health. Vol.56, No.2 (2014), 93-99. doi:10.1539/joh.12-0204-OA Retrieved from: https://repository.li.mahidol.ac.th/handle/123456789/34620
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Title
Job stress and intent to stay at work among registered female nurses working in thai hospitals
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Abstract
Job Stress and Intent to Stay at Work among Registered Female Nurses Working in Thai Hospitals: Orawan KAEWBOONCHOO, et al. Faculty of Public Health, Mahidol University, Thailand-Objectives: Job stress is one of the factors that increase the likelihood of turnover. Intent to leave work is one of the most accurate predictors of turnover. This cross-sectional study was created to evaluate the intent of nurses working at hospitals to continue working and to determine the relationship between job stress and intent to stay at work. Methods: The subjects were 514 female hospital nurses aged 21-58 years old, who had worked full time at the study hospitals for at least 1 year. Data were collected using a self-administered questionnaire, which included sections on demographic characteristics, the Thai version of the Job Content Questionnaire (JCQ), and intent to stay at work. Multiple regression analysis was used to identify factors related to intent to stay at work. Results: The prevalences of high job strain and low intent to stay at work were 17.5 and 22.4%, respectively. The mean (SD) scores of the nurses for psychological job demand, decision latitude, workplace social support, and intent to stay at work were 33.5 (4.4), 70.7 (6.9), 23.8 (2.8), and 14.6 (2.9), respectively. Multiple regression analysis indicated that intent to stay at work was significantly correlated with only supervisor support among the nurses with high-strain jobs and with coworker support in nurses with active jobs. Conclusions: The findings suggest that different job types need different sources of social support in the workplace. Proactive steps by nurse managers to increase workplace social support might lead to an increase in intent to stay and reduce nursing turnover in hospitals and possibly other settings.