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Flexible employment and nurses' intention to leave the profession: The role of support at work

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  • Zeytinoglu, Isik U.
  • Denton, Margaret
  • Plenderleith, Jennifer Millen

Abstract

Objectives The objectives of this paper are to examine (1) the association between flexible employment and nurses' intention to leave the profession, and (2) whether or not support at work mediates the association between flexible employment and nurses' intention to leave the profession. Flexible employment is analyzed objectively using non-permanent contract, part-time employment status, casual employment status, involuntary hours and on-call work, and subjectively using job insecurity. Support at work refers to organizational, supervisor and peer support.Methods Data come from our survey of 1396 nurses employed in three teaching hospitals in Southern Ontario. Descriptive statistics are provided. Bivariate correlations, hierarchical regression analysis and mediation tests are conducted.Results Compared to those in full-time employment, nurses in part-time employment do not intend to leave the profession. None of the other objective flexible employment factors are associated with intention to leave the profession. Perceived job insecurity is associated with intention to leave the profession. Low support at work contributes to intention to leave the profession and mediates the association between job insecurity and intention to leave the profession.Conclusions The study provides evidence to health sector managers and policy makers that part-time employment, perceived job security and support at work are important factors to consider in efforts to retain nurses in the profession.

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  • Zeytinoglu, Isik U. & Denton, Margaret & Plenderleith, Jennifer Millen, 2011. "Flexible employment and nurses' intention to leave the profession: The role of support at work," Health Policy, Elsevier, vol. 99(2), pages 149-157, February.
    • Handle: RePEc:eee:hepoli:v:99:y:2011:i:2:p:149-157
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    References listed on IDEAS

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    2. Marie Komagata & Yukie Takemura & Naoko Ichikawa & Kimie Takehara & Keiko Kunie, 2020. "Quality of work among part‐time nurses and its relationship to job satisfaction and work values: A cross‐sectional study," Nursing & Health Sciences, John Wiley & Sons, vol. 22(4), pages 1010-1021, December.
    3. Denise Doiron & Jane Hall & Patricia Kenny & Deborah J. Street, 2014. "Job preferences of students and new graduates in nursing," Applied Economics, Taylor & Francis Journals, vol. 46(9), pages 924-939, March.
    4. Martin Kroczek & Jochen Späth, 2022. "The attractiveness of jobs in the German care sector: results of a factorial survey," The European Journal of Health Economics, Springer;Deutsche Gesellschaft für Gesundheitsökonomie (DGGÖ), vol. 23(9), pages 1547-1562, December.
    5. Diane van den Broek, 2017. "Perforated body work: the case of tele-nursing," Work, Employment & Society, British Sociological Association, vol. 31(6), pages 904-920, December.
    6. Carole Pélissier & Barbara Charbotel & Jean Baptiste Fassier & Emmanuel Fort & Luc Fontana, 2018. "Nurses’ Occupational and Medical Risks Factors of Leaving the Profession in Nursing Homes," IJERPH, MDPI, vol. 15(9), pages 1-14, August.
    7. Imad Al Muala, 2017. "Job Stress in Journalism: Interaction between Organisational Support and Job Demands¨CResources Model," Journal of Management and Sustainability, Canadian Center of Science and Education, vol. 7(4), pages 150-160, December.

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