Job Involvement, And Career Retention Rate Among Nursing Personnel In Saudi Arabia

International Journal of Nursing and Health Science

© 2020 by SSRG - IJNHS Journal

Volume 6 Issue 1

Year of Publication : 2020

Authors : Ahlam A. Al-Maabadi

10.14445/24547484/IJNHS-V6I1P108

How to Cite?

Ahlam A. Al-Maabadi, "Job Involvement, And Career Retention Rate Among Nursing Personnel In Saudi Arabia," SSRG International Journal of Nursing and Health Science, vol. 6,  no. 1, pp. 58-65, 2020. Crossref, https://doi.org/10.14445/24547484/IJNHS-V6I1P108

Abstract:

A. Background: Nursing shortage is a critical problem in Saudi Arabia that could negatively affect the quality of care provided to the patients. However, the nursing shortage is continuing to grow with increased demand for nursing staff and an increased turnover rate. So, hospitals that provide a professional nursing involvement have been successful in attracting and retaining professional nurses. Investigate the relationship between job involvement and career retention rate could have a positive effect on minimizing nursing shortage and the declining turnover rate, which provides insight into the improvement of the quality of care provided to the patient.
B. Methodology: A descriptive correlational design was used in this study. The selected settings were the University hospital and Ministry of Health Hospital. A quota sampling technique was used to select the sample from the selected hospitals. The job Analysis and Retention Study (JARS) questionnaire was used in this study.
C. Results: The major study findings indicate a positive attitude feeling about nurses' jobs and increasing the rate of intention to stay. The nurse's age can influence intent to stay in her nursing position. Older nurses are more likely to remain in their jobs until retirement. Conversely, younger nurses seeking a variety of experiences may decide to leave their jobs or even leave the profession. The level of education is another important variable in nurses' intention to stay. Nurses with more education were better able to actualize their professional roles, had more autonomy at work, and, therefore, were more likely to stay. Regarding years of experience has been linked to nurses' decisions to stay in their jobs. The likelihood of leaving one's nursing position is highest in the first year of employment. The study recommends increasing the nurses’ level of intent to stay in their career, and nurse managers should develop an effective retention plan that helps to keep their staff either new or experienced nurses; retention is much more effective when you put the right person into the right job

Keywords:

Job involvement, Career Retention, Nursing.

References:

[1] Ho CC. A study of the Relationships between Work Values, Job Involvementu8, and Organizational Commitment among Taiwanese Nurses.The Queensland University of Technology.Australia,(2006).
[2] Saleh and Hosek. Job Involvement: Concepts and Measurements. Academy of Management Journal VOL. 19(2) (1976) Published Online: 30 Nov 2017 https://doi.org/10.5465/255773
[3] Lunenburg FC. Expectancy Theory of Motivation: Motivating by Altering Expectations. International Journal of Management, Business, and Administration 15(1) (2011).
[4] Ahmad K &Azumah K. Employee Retention Strategies: Blekinge Institute of Technology. The case of a patent firm in Australia,(2012).
[5] Zareen M , Razzaq K, &Mujtaba BG. Job Design and Employee Performance: The Moderating Role of Employee Psychological Perception European Journal of Business and Management., 5(5) (2013) 46-55
[6] Khan, T.I.et al . Job Involvement as Predictor of Employee Commitment: Evidence from Pakistan International Journal of Business and Management. 6(4) (2011) 252-262.
[7] Rotenberry PF, & Moberg P.J. Assessing the impact of job involvement on performance. Management Research News.,30(3) (2007).
[8] Rizwan, M, Khan D J, & Saboor F. Relationship of Job involvement with Employee Performance: Moderating role of Attitude. European Journal of Business and Management, 3(8) (2011).
[9] Teng LC. Relationship between work values and job involvement.A study among Manufacturing Operators in the packaging industries in Penang. Universiti Sains Malaysia, (2010).
[10] Ho CC, Oldenburg B-Day G, & Sun J. Work Values, Job Involvement, and Organizational Commitment in Taiwanese Nurses. International Journal of Psychology and Behavioral Sciences. , 2(3) (2012) 64-70.
[11] Morrow PC. & McElroy JC. Work commitment and job satisfaction over three career stages. Journal of Vocational Behavior, 30(3) (1987) 330-346
[12] Chughtai AA. Impact of job involvement on in-role job performance and organizational citizenship behavior Behavioral and Applied Management., 9(2) (2008) 169- 182
[13] Chen CC, & Chiu SF. The Mediating Role of Job Involvement in the Relationship Between Job Characteristics and Organizational Citizenship Behavior. The Journal of Social Psychology 149(4) (2009) 474–494.
[14] Ahmad K &Azumah K. Employee Retention Strategies: Blekinge Institute of Technology. The case of a patent firm in Australia,(2012).
[15] Aiken, L.H, Clarke, S. P., Sloane, D. M., Sochalski, J. A., Busse, R., Clarke, H., Shamian, J. Nurses’ reports on hospital care in five countries. Health Affairs (Project Hope)., 20(3)( 2001) 43–53.
[16] Ma JC, Lee, P. H., Yang, Y. C., & Chang, W. Y. Predicting factors related to nurses’ intention to leave, job satisfaction, and perception of quality of care in acute care hospitals. Nursing Economics., 27(3) (2009) 178–84, 202.
[17] Buffington, A. Zwink, J, Fink, R, DeVine, D & Sanders, C. Factors Affecting Nurse Retention at an Academic MagnetA Hospital. JONA 42(5) (2012) 273-281.
[18] Kovner CT, Brewer, C. S., Greene, W., & Fairchild, S. Understanding new registered nurses’ intent to stay at their jobs. Nursing Economics., 27(2) (2009) 81–98.
[19] Al-Momani MM. Improving Nurse Retention in Jordanian Public Hospitals. Advanced Practice Nursing e-Journal.,8(4) (2008).
[20] Katrinli, A., Atabay, G., Gunay, G. & Guneri, B. Leader-member exchange, organizational identification and the mediating role of job involvement for nurses. Journal of Advanced Nursing,64(4) (2008) 354–362.
[21] De Milt, D.G, Fitzpatrick, J.J, & McNulty, S.R. Nurse practitioners’ job satisfaction and intent to leave current positions, the nursing profession, and the nurse practitioner role as a direct care provider. Journal of the American Academy of Nurse Practitioners., 23(1) (2010) 42-50.
[22] Lai H, et al. Intensive care unit staff nurses: predicting factors for career decisions. Journal of Clinical Nursing. 17(14) (2008) 1886–96.
[23] Shacklock, K, Brunetto, Y. The intention to continue nursing: work variables affecting three nurse generations in Australia. Journal of Advanced Nursing., 68 (1) (2011) 36–46.
[24] AbuAlRub, R.F & Alghamdi, M.G. The impact of leadership styles on nurses' satisfaction and intention to stay among Saudi nurses. Journal of Nursing Management., 20 (2012) 668–78.
[25] Zurn, P., Dolea, C., & Stilwell, B. Nurse retention and recruitment: developing a motivated workforce. Geneva, International Council of Nurses (2005).
[26] Morrissey, J. Nurses, are necessary. Modern Healthcare. 20 Retrieved October 14, from Proquest database. (2002) 32:32.
[27] Berens, M. Nursing mistakes kill, injure thousands. Chicago Tribune (2000).
[28] Rambur, B., McIntosh B, Palumbo MV, & Reinier K. Education as a Determinant of Career Retention and Job Satisfaction Among Registered Nurses. Journal of Nursing Scholarship. 37(2) (2005) 185-192
[29] Kanungo. Measurement of job and work involvement. Journal of applied psychology 67(1982) 341-349
[30] Alamri, M. & Zuraikat, N., Financial Incentives System for Nursing in the Kingdom of Saudi Arabia. Journal of Accounting and Finance,11(2) (2011).
[31] Hussain, T. & Saleem S. Do Employees’ Job Satisfaction, Involvement and Commitment Mediate Relationship Between Quality of Work Life and Employees’ Retention? World Applied Sciences Journal 30(2) (2014) 245-252.
[32] Kahn, W. A. To be fully there: Psychological [presence at work. Human Relations 45(1992) 321-349.
[33] Sourdif, J. Predictors of nurses’ intent to stay at work in a university health center. Nurs Health Society, 6(1) (2004) 59-68.
[34] Deobelle, P., Rawlinson,J.L, Ntuli, S., Malatsi I, Decock, R. ,& Depoorter, AM. Job satisfaction and turnover intent of primary health care nurses in rural South Africa: a questionnaire survey. J Adv Nurs, 67(2) (2011) 371-383.
[35] Lu KY, Lin, P. L., Wu, C. M., Hsieh, Y. L., & Chang, Y. Y. The relationships among turnover intentions, professional commitment, and job satisfaction of hospital nurses. Journal of Professional Nursing., 18(4) (2002) 214–9.