Intention to stay and nurses’ satisfaction dimensions

Figures & data

Table 1 Nurses’ demographic information by their intention to quit

	Intention to quit
Demographic variables	Agree (47)		Can’t tell (159)		Disagree (70)		Total (276)
	No.	%	No.	%	No.	%		X^2
Age
20−	15	31.9	33	20.8	15	21.4	63	7.22
30−	20	42.6	61	38.4	22	31.4	103
40−	6	12.8	37	23.3	21	30.0	64
50+	6	12.8	28	17.6	12	17.1	46
Gender
Female	43	91.5	140	88.1	58	82.9	241	2.07
Male	4	8.5	19	11.9	12	17.1	35
Marital status
Single	12	25.5	38	23.9	11	15.7	61	2.67
Married	34	72.3	117	73.6	58	82.9	209
Divorced/widow	1	2.1	4	2.5	1	1.4	6
Number of children
0	16	34.0	48	30.2	17	24.3	81	5.81
1−	26	55.3	79	49.7	33	47.1	138
3+	5	10.6	32	20.1	20	28.6	57
Educational level
Diploma	31	66.0	83	52.2	36	51.4	150	3.08
Baccalaureate	16	34.0	76	47.8	34	48.6	126
Years of experience
0−	22	46.8	58	36.5	27	38.6	107	6.73
10−	17	36.2	63	39.6	19	27.1	99
20−	8	17.0	38	23.9	24	34.3	70
Monthly income
<5000 SR	45	95.7	147	92.5	64	91.4	256	0.83
≥5000 SR	2	4.3	12	7.5	6	8.6	20

Table 2 Total mean scores of nurses’ job satisfaction

Job satisfaction statements	Mean	SD
Indirect working environment
Hospital’s policies	1.4	0.5
Hospital’s benefits	1.2	0.4
Total mean	1.6	0.8
Direct working environment
Medical equipment	1.7	0.4
Working environment	1.6	0.5
Scheduling	1.6	0.5
Working hours	1.8	0.4
Workflow	1.6	0.4
Stability of the job	1.6	0.4
Total mean	2.2	0.7
Salary and promotion
Fairness of performance appraisal system	1.5	0.5
Bonuses	1.1	0.3
Paid time off	1.5	0.5
Total mean	1.6	0.6
Self growth and development
On-the-job training	1.7	0.4
Participating in research activities	1.5	0.5
Total mean	2.3	0.7
Challenging work
Recognition of achievements	1.5	0.5
Independent thinking and decision making	1.7	0.4
Independent work	1.8	0.4
Total mean	2.2	0.7
Interaction
Relationship with patients	1.8	0.3
Relationship with coworkers	1.9	0.2
Relationship with managers	1.8	0.4
Total mean	2.6	0.4
Leadership style
Abilities of coordination	1.7	0.4
Direct supervisor’s leadership style	1.7	0.4
Relationship with direct supervisors	1.8	0.4
Total mean	2.5	0.6
Working atmosphere
Communication with physicians	1.8	0.3
Communication with colleagues	1.9	0.2
Support from colleagues	1.9	0.3
Total mean	2.7	0.5
General job satisfaction	2.2	0.4

Table 3 Predictor variables of the ordinal regression model

Predictor Variable(s)	(B)	Exp(B)	Significance	95% CI for Exp(b)
Intercept	−1.34		0.002
Challenging work	1.40	4.06	0.03	1.08	15.17
Leadership style	2.91	18.41	0.02	1.41	240.28

Table

1.	Age
2.	Gender	□ Female	□ Male
3.	Marital status	□ Single	□ Married	□ Divorce	□ Widow
4.	Number of children
5.	Nationality
6.	Educational degree	□ Diploma	□ Associate Degree	□ Baccalaureate Degree
		□ Master Degree or Higher	□ Other
7.	Job rank	□ Registered Nurse	□ Licensed Practical Nurse
		□ Assisted Nurse	□ Other
8.	Years of experience
9.	Working department
10.	Working schedule	□ Regular day work	□ Irregular hours “Not shift”
		□ Shift work ”Not night”	□ Day and night shift
		□ Other
11.	Monthly income	□ Less than 5000 SR	□ Between 5000 and 10000 SR	More than 10000 SR

Table

Dimension	Highly Dissatisfied	Dissatisfied	Can’t Tell	Satisfied	Highly Satisfied
Hospital policies
Hospital’s benefits
Medical equipment
Working environment
Scheduling
Working hours
Workflow
Stability of the job
Fairness of performance appraisal system
Bonuses
Paid time-off
On-the-job training
Participating in research activities
Recognition of your achievement
Independent thinking and decision making
Independent work
Relationships with patients
Relationships with coworkers
Relationships with managers
Abilities of coordination
Direct supervisor’s leadership styles
Relationship with direct supervisor
Communications with physicians
Communication with colleagues
Support form colleagues
General job satisfaction

Table

I intend to quit working at the University Hospital

Agree to quit

Can’tTell

Disagree to quit