Published 2024-10-10
Keywords
- Nursing, Job Crafting, Retention Intentions, intent to stay, A Cross-Sectional Study.
This work is licensed under a Creative Commons Attribution 4.0 International License.
Abstract
Objectives: Healthcare systems face serious difficulties as a result of rising nurse turnover rates, which have a detrimental effect on patient outcomes and raise operating expenses. Even though it is acknowledged that keeping nurses on staff is crucial, variables like job discontent and burnout that contribute to turnover intentions are still not sufficiently addressed. One proactive way to address these problems and create a more dedicated and engaged staff is to help nurses develop job crafting skills. The purpose of this study was to examine the relationship between nurses' job crafting and their intention to remain at their current hospitals or to leave the nursing field. Methods: A self-reported online questionnaire employing the standardized Spanish version of the Job Crafting Scale was used in a cross-sectional, correlational investigation with a sample of 284 registered nurses. For the job crafting variable, statistically significant differences between two or more groups were identified using the Mann–Whitney U and Kruskal–Wallis nonparametric tests, respectively. To investigate the connections between the variables, the Spearman correlation coefficient was computed. Results: The average work Crafting Scale scores showed that the study's nurses possessed a high degree of work crafting. The intention to remain at work was significantly lower among nurses who scored lower on the "Decreasing impeding job demands" subscale. A lower intention to quit the nursing profession was substantially correlated with higher "Decreasing impeding job demands" ratings. There was a substantial correlation between nurses' intention to stay in hospitals and their intention to leave the nursing profession. Conclusions: Enhancing workload management, time management training, supportive supervision, resource availability, autonomy encouragement, team cooperation promotion, and mental health assistance are all ways to "reduce impeding job demands." It might result in more nurses staying in their jobs and in the nursing field. To effectively handle the difficulties of the worldwide nursing shortage, nursing managers and leaders should think about enhancing the work crafting skill "Decrease Hindering Demands" among nurses.