Short answer
To retain nurses, design and implement strategies that directly improve working conditions, offer competitive pay and benefits, provide robust training and development, and foster strong management support.
- Field
- Human Factors
- Source
- International Journal of Academic Research in Business and Social Sciences (2021)
- Method
- Descriptive research design using a questionnaire-based survey.
- Sample
- 274 participants
- Evidence
- Strong effect
Nurses experiencing dissatisfaction in key aspects of their work environment are demonstrably more likely to consider leaving their profession. This human factors research insight is drawn from a 2021 study published in International Journal of Academic Research in Business and Social Sciences. Using Descriptive research design using a questionnaire-based survey. with 274 participants, researchers explored how this design variable affects real-world outcomes. The key design takeaway: To retain nurses, design and implement strategies that directly improve working conditions, offer competitive pay and benefits, provide robust training and development, and foster strong management support.
Dissatisfaction with working conditions, training, pay, and management support significantly increases nurses' intent to leave.
Nurses experiencing dissatisfaction in key aspects of their work environment are demonstrably more likely to consider leaving their profession.
International Journal of Academic Research in Business and Social Sciences · 2021
Key Findings
- 01Dissatisfaction with working conditions is correlated with a higher likelihood of intent to leave (r=.391, p<0.001).
- 02Dissatisfaction with training and development policies is correlated with a higher likelihood of intent to leave (r=.398, p<0.001).
- 03Dissatisfaction with pay and benefits is correlated with a higher likelihood of intent to leave (r=.513, p<0.001).
- 04Dissatisfaction with management support is correlated with a higher likelihood of intent to leave (r=.493, p<0.001).
Application
Design takeaway
To retain nurses, design and implement strategies that directly improve working conditions, offer competitive pay and benefits, provide robust training and development, and foster strong management support.
How to apply
When designing or redesigning healthcare facilities or work policies, conduct thorough user research with nursing staff to identify and mitigate factors contributing to dissatisfaction and turnover.
Project actions
- 01Consider surveying potential users about their satisfaction with existing products or services.
- 02When designing a product for a specific profession, research the common frustrations and dissatisfactions faced by individuals in that field.
Method & Evidence
Variables
Strengths & Limitations
Strengths
- +Uses a descriptive research design to identify contributing factors.
- +Employs systematic random sampling for data collection.
- +Provides specific correlation coefficients and p-values to quantify relationships.
Limitations
The findings are specific to nurses in Kenya and may not apply universally. The study measures intent to leave, not actual turnover.
Reliability & validity
The study's reliability could be assessed by the consistency of findings across different aspects of dissatisfaction. Validity is supported by the strong correlations found between multiple dissatisfaction factors and turnover intention.
Think critically
How might the cultural context of Kenya influence the specific factors driving nurse turnover, and how could these findings be adapted for design in a different cultural setting?
Design Principles
"Employee satisfaction is a key determinant of retention; design work environments that proactively address potential sources of dissatisfaction."
Understanding the drivers of occupational turnover is crucial for designing sustainable work environments. Addressing these factors can lead to improved retention of skilled professionals, ensuring continuity of service and expertise within critical sectors like healthcare.
What This Means for Your Design
If nurses are unhappy with their job, pay, training, or how their boss treats them, they are much more likely to quit.
How to use in your project
- 1.Use this research to justify the importance of addressing user dissatisfaction in your design project.
- 2.Cite these findings to support the need for specific design features that aim to improve working conditions or user satisfaction.
Add to My Project
Quick Cite
Paragraph starter
Research indicates a strong correlation between dissatisfaction with working conditions, training, pay, and management support, and an increased intent to leave among healthcare professionals. For instance, a study on nurses in Kenya found that those dissatisfied with pay and benefits were significantly more likely to intend to leave (r=.513, p<0.001). This highlights the critical need for design interventions that proactively address these human factors to improve user retention and satisfaction within professional settings.
Source
International Journal of Academic Research in Business and Social Sciences
Exodus of Healthcare Professionals: Antecedents of Occupational Turnover Among Nurses in Kenya
journal · 2021
View sourceQuestions About This Research
- What does the research say about dissatisfaction with working conditions, training, pay, and management support significantly increases nurses' intent to leave?
- To retain nurses, design and implement strategies that directly improve working conditions, offer competitive pay and benefits, provide robust training and development, and foster strong management support. Evidence: International Journal of Academic Research in Business and Social Sciences (2021).
- Why does "Dissatisfaction with working conditions, training, pay, and management support significantly increases nurses' intent to leave." matter for design?
- Understanding the drivers of occupational turnover is crucial for designing sustainable work environments. Addressing these factors can lead to improved retention of skilled professionals, ensuring continuity of service and expertise within critical sectors like healthcare.
- How can designers apply this research?
- To retain nurses, design and implement strategies that directly improve working conditions, offer competitive pay and benefits, provide robust training and development, and foster strong management support.
- What were the main findings?
- Dissatisfaction with working conditions is correlated with a higher likelihood of intent to leave (r=.391, p<0.001).. Dissatisfaction with training and development policies is correlated with a higher likelihood of intent to leave (r=.398, p<0.001).. Dissatisfaction with pay and benefits is correlated with a higher likelihood of intent to leave (r=.513, p<0.001).. Dissatisfaction with management support is correlated with a higher likelihood of intent to leave (r=.493, p<0.001).
- What research method was used?
- Descriptive research design using a questionnaire-based survey. with 274 participants.
- How strong is the evidence?
- Evidence strength is rated Strong effect, based on a 2021 journal from International Journal of Academic Research in Business and Social Sciences.
- What should I do differently in my next project?
- When designing or redesigning healthcare facilities or work policies, conduct thorough user research with nursing staff to identify and mitigate factors contributing to dissatisfaction and turnover.
- What are the limitations?
- This study focused on nurses in Kenya and may not be generalizable to all healthcare professionals or other geographical regions. The study relies on self-reported intent to leave, which may not always translate to actual turnover.