Factors influencing Macao nurses' intention to leave current employment.
OBJECTIVE
To investigate factors associated with nurses' intention to leave current employment in Macao.


BACKGROUND
The shortage of nursing staff and nurses voluntarily leaving their jobs has continued to be a problem affecting the delivery of health care all over the world. One way to alleviate this shortfall is via recruitment, but this is not always successful. Another way is to reduce the rate at which nurses voluntarily leave their work places.


METHODS
A descriptive survey was conducted and data were collected using a self-reported structured questionnaire. Nurses were recruited in the Health Bureau and one private hospital in Macao. The status of nurses' intention to leave current employment (yes vs. no) was the dependent variable and nurses' predisposing characteristics, organisational environments and five components on job satisfaction outcomes were independent variables.


RESULTS
Of 426 nurses, 166 (39.0%) indicated an intention to leave current employment. The results showed that age (p < 0.001), work experience (p < 0.001), workplace (p = 0.015) and job satisfaction: pay and benefits (p < 0.001) were significant risk factors to predict nurses' intention to leave current employment.


CONCLUSIONS
More than one-third of the nurses in Macao indicated an intention to leave current employment. This figure may be a cause of concern for the hospital management and highlights the need to implement strategies to improve the communication between nurses and the organisation, to enhance nurse job satisfaction and commitment to the organisation.


CONCLUSIONS
Our findings outline some issues contributing to this problem and provide the nurse manager with information regarding specific influences on nurses' turnover in Macao. Given the complexity of issues outlined in this analysis, nurse managers should assist their nursing staff to deal with those influences, make efforts to address the nursing shortage that will require additional communications and recognise the needs and values of their staff and empower them to create a better work environment. As a consequence, their commitment to the organisation can be fostered.
Chan
Moon Fai
MF
Kiang Wu Nursing College of Macau, Macau SAR, China. nurcmf@nus.edu.sg
Luk
Andrew Leung
AL
Leong
Sok Man
SM
Yeung
Siu Ming
SM
Van
Iat Kio
IK
D000328:Adult; D001291:Attitude of Health Personnel; D016001:Confidence Intervals; D003625:Data Collection; D004651:Employment / Q000706:statistics & numerical data*; D005260:Female; D006801:Humans; D007588:Job Satisfaction; D008256:Macau; D008297:Male; D008875:Middle Aged; D015999:Multivariate Analysis; D009729:Nursing; D009741:Nursing Staff, Hospital / Q000600:supply & distribution*; D016017:Odds Ratio; D012044:Regression Analysis; D015203:Reproducibility of Results; D012307:Risk Factors; D011795:Surveys and Questionnaires; D000078329:Workforce