Factors Influencing Turnover Intention Among Registered Nurses in Thailand: A Preliminary Study

Authors

Vachira Posai, Division of Nursing, Ministry of Public Health, Thailand, Department of Clinical Research and Medical Data Science, Faculty of Medicine, Prince of Songkla University, Hat Yai, Songkhla, ThailandFollow
Associate Professor Chanokporn Jitpanya, RN, MS, Ph.D., Department of Adult and Gerontological Nursing, Faculty of Nursing, Suan Dusit University, Bangkok, ThailandFollow
Assistant Professor Wisarut Srisinthorn, MD, Department of Family Medicine and Preventive Medicine, Faculty of Medicine, Prince of Songkla University, Hat Yai, Songkhla, ThailandFollow
Associate Professor Paramee Thongsuksaid, MD, Department of Pathology, Faculty of Medicine, Prince of Songkla University, Hat Yai, Songkhla, ThailandFollow

Abstract

Background: The global nursing shortage impacts healthcare systems. Understanding factors influencing nurses' turnover intentions is essential for developing effective retention strategies.

Objective: To identify predictors of turnover intention among nurses, focusing on variables such as age, number of children, years of nursing experience, monthly personal income, burnout, emotional labor, job stress (assessed through effort, reward, and overcommitment), nurse-practice environment, work-family conflict, and work engagement.

Methods: A secondary data analysis was conducted using data from a multicenter, longitudinal study involving 1,005 nurses from two public hospitals in Thailand. Data collection instruments included a demographic questionnaire, the Burnout Assessment Tool, the Emotional Labor Scale, the Effort-Reward Imbalance Questionnaire, the Practice Environment Scale of the Nursing Work Index, the Utrecht Work Engagement Scale, the Work-Family Conflict Scale, and the Turnover Intention Scale.

Results: The analysis identified work engagement as the most significant predictor of turnover intention among Thai nurses (β = -0.28, p < 0.001). Other predictors included burnout (β = 0.26, p < 0.001), nurse-practice environment (β = -0.14, p < 0.001), and work-family conflict (β = 0.14, p < 0.001). Additional factors were age (β = -0.13, p < 0.05), effort (β = 0.09, p < 0.05), and reward (β = -0.05, p < 0.05). Emotional labor and overcommitment did not show a significant impact on turnover intention.

Conclusions: To improve nurse retention, healthcare organizations should focus on strategies that enhance work engagement, address burnout, manage work-family conflict, and improve the practice environment. Prioritizing these factors is essential for fostering a supportive work environment and ensuring the stability of the nursing workforce.

DOI

10.56808/2673-060X.5590

First Page

Factors Influencing Turnover Intention Among Registered Nurses in Thailand: A Preliminary Study Abstract Background: The global nursing shortage impacts healthcare systems. Understanding factors influencing nurses' turnover intentions is essential for developing effective retention strategies. Objective: To identify predictors of turnover intention among nurses, focusing on variables such as age, number of children, years of nursing experience, monthly personal income, burnout, emotional labor, job stress (assessed through effort, reward, and overcommitment), nurse-practice environment, work-family conflict, and work engagement. Methods: A secondary data analysis was conducted using data from a multicenter, longitudinal study involving 1,005 nurses from two public hospitals in Thailand. Data collection instruments included a demographic questionnaire, the Burnout Assessment Tool, the Emotional Labor Scale, the Effort-Reward Imbalance Questionnaire, the Practice Environment Scale of the Nursing Work Index, the Utrecht Work Engagement Scale, the Work-Family Conflict Scale, and the Turnover Intention Scale. Results: The analysis identified work engagement as the most significant predictor of turnover intention among Thai nurses (β = -0.28, p < 0.001). Other predictors included burnout (β = 0.26, p < 0.001), nurse-practice environment (β = -0.14, p < 0.001), and work-family conflict (β = 0.14, p < 0.001). Additional factors were age (β = -0.13, p < 0.05), effort (β = 0.09, p < 0.05), and reward (β = -0.05, p < 0.05). Emotional labor and overcommitment did not show a significant impact on turnover intention. Conclusions: To improve nurse retention, healthcare organizations should focus on strategies that enhance work engagement, address burnout, manage work-family conflict, and improve the

Last Page

26. Kim H, Lee W. The effects of effort-reward imbalance on turnover intention: a mediation model. J Organ Behav. 2013;34(7):1074-92. 27. Maslach C, Leiter MP. The truth about burnout: How organizations cause personal stress and what to do about it. Jossey-Bass; 1997.

Recommended Citation

Posai, Vachira; Jitpanya, RN, MS, Ph.D., Associate Professor Chanokporn; Srisinthorn, MD, Assistant Professor Wisarut; and Thongsuksaid, MD, Associate Professor Paramee (2025) "Factors Influencing Turnover Intention Among Registered Nurses in Thailand: A Preliminary Study," Chulalongkorn Medical Journal: Vol. 69: Iss. 6, Article 3.
DOI: https://doi.org/10.56808/2673-060X.5590
Available at: https://digital.car.chula.ac.th/clmjournal/vol69/iss6/3