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https://journals.lww.com/jonajournal/Abstract/2007/04000/Nursing_Support,_Workload,_and_Intent_to_Stay_in.10.aspx
Nursing Support, Workload, and Intent to Stay in Magnet, Magnet-Aspiring, and Non-Magnet Hospitals. Lacey, Susan R. PhD, ... (N = 3,337) scores on organizational support, workload, satisfaction, and intent to stay between Magnet, Magnet-aspiring, and non-Magnet hospitals. The study was conducted using the Individual Workload Perception Scale, a ...
https://www.sciencedirect.com/science/article/pii/S1089947216000319
The primary purpose of this study was to understand perianesthesia nurses' perceptions of their work environments in regards to organizational support (manager, peer and unit), workload, intent to stay, and overall nurse satisfaction.Author: Jacqueline Ross
https://www.sciencedirect.com/science/article/abs/pii/S1089947216000319
Certified nurses reported significantly better perceptions of workload and intent to stay. Conclusion This is the first national glimpse of the perianesthesia work environment and its influence on nurse outcomes.Author: Jacqueline Ross
https://www.researchgate.net/publication/6407311_Nursing_Support_Workload_and_Intent_to_Stay_in_Magnet_Magnet-Aspiring_and_Non-Magnet_Hospitals
This study examined the differences between nurses' (N = 3,337) scores on organizational support, workload, satisfaction, and intent to stay between Magnet, Magnet-aspiring, and non-Magnet hospitals.
https://www.academia.edu/11138670/Nursing_Support_Workload_and_Intent_to_Stay_in_Magnet_Magnet-Aspiring_and_Non-Magnet_Hospitals
Child Health Corpo- in registered nurses’ perceptions of manager, peer, ration of America (CHCA) assisted in the recruit- unit support, workload, intent to stay, and satis- ment of facilities as a service to their member faction between 3 types of institutions: Magnet, institutions.
https://onlinelibrary.wiley.com/doi/10.1111/j.1466-7657.2009.00768.x
International Nursing Review57, 195–201. Purpose: To examine (1) the level of intent to stay at work among Jordanian nurses; (2) the levels of at‐work and non‐work social support; and (3) the extent of variance in the level of intent to stay at work because of the demographic and social support variables.Cited by: 59
https://www.ncbi.nlm.nih.gov/pmc/articles/PMC4330008/
The nurse manager role is critical to staff nurse retention and often the portal to senior nursing leadership, yet little is known about nurse managers' job satisfaction and career plans. The purpose of this study was to describe nurse managers' job satisfaction and intent to leave.
https://www.ncbi.nlm.nih.gov/pmc/articles/PMC3004551/
Aug 01, 2008 · In a similar context, nurses’ intention to stay has a strong effect on their actual action of turnover, which might lead to certain amount of decrease in the quality and increase in the cost for patient care (Tzeng 2002).Cited by: 29
https://encompass.eku.edu/cgi/viewcontent.cgi?article=1014&context=dnpcapstones
Establishing a Nurse Mentor Program to Improve Nurse Satisfaction and Intent to Stay Retention of new graduate registered nurses (RNs) is a problem within the healthcare system negatively impacting patient safety and health care outcomes. Study findings report 18 –Cited by: 1
https://www.nursingworld.org/organizational-programs/magnet/library-of-magnet-journal-articles/
Lacey SR, Cox KS, Lorfing KC, Teasley SL, Carroll CA, Sexton K. Nursing support, workload, and intent to stay in Magnet, Magnet-aspiring, and non-Magnet hospitals. J Nurs Adm. 2007 Apr;37(4):199-205. Ulrich BT, Woods D, Hart KA, Lavandero R, Leggett J, Taylor D. Critical care nurses’ work environments: value of excellence in Beacon units and ...
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