Paper
Wednesday, 19 July 2006
This presentation is part of : Strategies in Nursing Administration
The Effect of Perceived Social Support from People Internal and External to the Work Context on Staff Nurses' Retention
Raeda F. AbuAlRub, PhD, RN, College of Nursing/ Community Health Department, Jordan University of Science and Technology, Irbid, Jordan
Learning Objective #1: Know the correlations between (social support form supervisors, co-workers, family members and friends) and (staff nursesí intention to stay in hospitals).
Learning Objective #2: Recognize the importance of social support by understanding the percentage of variation in the staff nursesí intention to stay that is explained by social support.

Background: By understanding the effect of social support on staff nurses’ intention to stay, better retention strategies incorporating social support systems can be established. Providing an environment with enhanced level of social support might help in retaining the staff and thus contribute to the solution of the problem of nursing shortage.

Purpose: To investigate the effect of social support from co-workers, supervisors, family members and friends on the intent to stay among hospital nurses.

Design:  A correlational descriptive survey was used to investigate these relationships among a convenience sample of 288 hospital nurses.Methods:  Data were collected using a structured questionnaire, which included the Social Support Scale (Sarggent and Terry, 2000), the McCain's Intent to Stay Scale (McClosky and McCain, 1987), and the demographic form.  Both scales have well-established reliability. Descriptive statistics, Pearson product-moment correlations, and regression techniques were used to analyze the data. 
Findings: The correlation between staff nurses’ intention to stay and perceived social support from supervisors (r=.37) and co-workers (r=.25) were significant at p<0.01. That is, participants who perceived having more social support from supervisors and co-workers reported high level of intention to stay in the hospital. Whereas, the correlations between perceived social support from families and friends and staff nurses’ intention to stay were not significant. Hierarchical regression analysis showed that the demographic variables and social support form co-workers, supervisors, families and friends explained 25% of the variation in the level of staff nurses’ intention to stay in hospitals.
Conclusion:  Implications from this study point to the importance of adopting strategies that demonstrate more social support in the workplace for nurses.

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