Factors Related to Turnover Among New Japanese Nurses

Monday, July 11, 2011

Hidechika Iino, MEco, RN1
Masako Ono, MN, RN1
Yukiko Maeda, PhD, RN1
Midori Matsuoka, PhD, RN2
Chika Tetsui, MS, RN2
Itsuko Ishihara, PhD, RN3
Kiyomi Takahashi, PhD, RN3
Tsuyako Hidaka, MA, RN4
Hitomi Takemoto, MS, RN4
Mako Shirouzu, MS, RN4
Etsuko Kitahara, MBA, RN, RM5
Yasue Yamazumi, MS, RN6
Akira Kitagawa, MS, RN6
Fumiko Yasukata, PhD, RN6
(1)Department of Nursing, Seinan Jo Gakuin University, Fukuoka, Japan
(2)School of Nursing, Fukuoka Jogakuin Nursing College, Fukuoka, Japan
(3)Faculty of Nursing, The Japanese Red Cross Kyushu International College of Nursing, Fukuoka, Japan
(4)Department of Nursing, St. Mary's College of Nursing, Fukuoka, Japan
(5)Department of Health Sciences, Kyusyu University, Fukuoka, Japan
(6)Faculty of Nursing, Fukuoka Prefectural University, Fukuoka, Japan

Learning Objective 1: Present conditions related to turnover among new Japanese nurses.

Learning Objective 2: Factors related to turnover among new Japanese nurses.


  This study’s purpose was to investigate the causes of turnover among newly graduated Japanese registered nurses, and relationships between turnover factors and intention.


  Survey of 370 newly graduated nurses in hospital settings who had graduated from 4-year university courses. A 308-item questionnaire addressing turnover intention, related to job satisfaction, burnout and stressors was distributed. Data were analyzed by multiple logistic regression analysis. The privacy and anonymity of study participants was assured throughout the study. The ethics committee at Fukuoka Prefectural University gave research approval.


  The questionnaire response rate was 19.5% (n=72). Multinomial logistical regression revealed six factors related to turnover: 1) adherence to guideline for occupational health and safety (OHS) were barriers "Turnover intention" (β=-0.33) and promoted "Job satisfaction" (β=0.28). 2) Pleasant working environment (β=0.26) and 3) supports by colleague promoted "Job satisfaction" (β=0.26, 0.33). 4) High risk of occupational accident (β=0.27) and 5) coping to difficult and irreconcilable demands promoted "Feeling of fatigue" (β=0.27, 0.35), while 6) communication to direct superior were barriers "Feeling of fatigue" (β=-0.33).


  It should be noted that adherence to OHS guidelines reduced turnover intention for newly graduated nurses. The most obvious explanation is that newly graduated nurses’ concerns for safety management in hospitals were high. Therefore, safety management systems in hospitals need to be properly instigated by nurse managers.


  The factors to explain turnover in Japanese newly graduated nurses were explained in this study, adding to existing knowledge. We identified that nursing turnover intention for newly graduated nurses was explained in part by lack of adherence to OHS guidelines.


  This research was partially supported by Ministry of Education, Culture, Sports, Science and Technology, Support Project for Strategic University Collaborations, No. 76, 2009. (Fukuoka Prefectural University)