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Volume 9, Issue 2 (Spring 2023)
JCCNC 2023, 9(2): 113-122 |
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Salehi T, Mirzaee M, Haghani S, Salehinia N. Assessment of the Relationship Between Intention to Migrate With Workload and a Healthy Work Environment of Nurses. JCCNC 2023; 9 (2) :113-122
URL: http://jccnc.iums.ac.ir/article-1-426-en.html
URL: http://jccnc.iums.ac.ir/article-1-426-en.html
1- Department of Nursing Management, Nursing and Midwifery Care Research Center, School of Nursing and Midwifery, Iran University of Medical Sciences, Tehran, Iran.
2- Department of Medical Surgical Nursing, Nursing and Midwifery Care Research Center, School of Nursing and Midwifery, Iran University of Medical Sciences, Tehran, Iran.
3- Nursing and Midwifery Care Research Center, School of Nursing and Midwifery, Iran University of Medical Sciences, Tehran, Iran.
4- Nursing and Midwifery Care Research Center, School of Nursing and Midwifery, Iran University of Medical Sciences, Tehran, Iran. , tahminesalehi@gmail.com
2- Department of Medical Surgical Nursing, Nursing and Midwifery Care Research Center, School of Nursing and Midwifery, Iran University of Medical Sciences, Tehran, Iran.
3- Nursing and Midwifery Care Research Center, School of Nursing and Midwifery, Iran University of Medical Sciences, Tehran, Iran.
4- Nursing and Midwifery Care Research Center, School of Nursing and Midwifery, Iran University of Medical Sciences, Tehran, Iran. , tahminesalehi@gmail.com
Abstract: (1061 Views)
Background: Like other countries in the world, Iran is facing the problem of a shortage of nurses. Meanwhile, many Iranian nurses migrate to other countries every year. The present study aims to assess the relationships between migration intention, workload, and a healthy work environment for nurses.
Methods: This cross-sectional correlational study was conducted in 2020 using a proportional stratified sampling of 360 nurses working in the Iran University of Medical Sciences (IUMS) teaching hospitals. The study data were collected through a demographic questionnaire, the nurses’ intention to migrate questionnaire, the NASA task load index, and the American Association of Critical-Care Nurses Healthy Work Environment Assessment. In this study, we used the independent t-test, analysis of variance, and the Pearson correlation coefficient for data analysis at a significance level of <0.05 in SPSS software, version 16.
Results: The Mean±SD intention to migrate score was 65.59±33.51. A weak but significant positive correlation existed between the intention to migrate and workload (r=0.166, P=0.002). There was an inverse and weak relationship between the intention to migrate and a healthy work environment (r=-0.160, P=0.002). There was also a significant relationship between the intention of nurses to migrate and their work experience (P=0.048) and employment status (P=0.001).
Conclusion: The prevention of nurses’ migration must be investigated thoroughly to determine the reasons. But according to the results of this study, providing a healthy work environment and maintaining the current workforce by providing the indicators desired by nurses may partly prevent excessive migration of nurses.
Methods: This cross-sectional correlational study was conducted in 2020 using a proportional stratified sampling of 360 nurses working in the Iran University of Medical Sciences (IUMS) teaching hospitals. The study data were collected through a demographic questionnaire, the nurses’ intention to migrate questionnaire, the NASA task load index, and the American Association of Critical-Care Nurses Healthy Work Environment Assessment. In this study, we used the independent t-test, analysis of variance, and the Pearson correlation coefficient for data analysis at a significance level of <0.05 in SPSS software, version 16.
Results: The Mean±SD intention to migrate score was 65.59±33.51. A weak but significant positive correlation existed between the intention to migrate and workload (r=0.166, P=0.002). There was an inverse and weak relationship between the intention to migrate and a healthy work environment (r=-0.160, P=0.002). There was also a significant relationship between the intention of nurses to migrate and their work experience (P=0.048) and employment status (P=0.001).
Conclusion: The prevention of nurses’ migration must be investigated thoroughly to determine the reasons. But according to the results of this study, providing a healthy work environment and maintaining the current workforce by providing the indicators desired by nurses may partly prevent excessive migration of nurses.
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• The migration of nurses has led to the loss of the labor force and has a high cost for the healthcare system.
• Based on the study results, nurses tend to migrate because of their inappropriate work environment.
• The study showed a significant relationship between nurses’ intention to migrate with a high workload and an inappropriate work environment.
• Our study’s results suggest health policymakers preserve human resources and create a suitable work environment to prevent further migration of nurses.
• Based on the study results, nurses tend to migrate because of their inappropriate work environment.
• The study showed a significant relationship between nurses’ intention to migrate with a high workload and an inappropriate work environment.
• Our study’s results suggest health policymakers preserve human resources and create a suitable work environment to prevent further migration of nurses.
Plain Language Summary
The immigration of Iranian nurses has become an important professional challenge. Migration to developed countries is one of the important factors in leaving the workplace and the shortage of nurses, which leads to the loss of human resources in the health sector and reduces the quality of care. The study results showed that the migration of nurses is high and is partly related to workload and a healthy work environment.
Type of Study: Research |
Subject:
General
Received: 2022/10/12 | Accepted: 2023/02/5 | Published: 2023/05/1
Received: 2022/10/12 | Accepted: 2023/02/5 | Published: 2023/05/1
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Journal of Client-centered Nursing Care (JCCNC)
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