title: [Longitudinal analysis of personal and work-related factors associated with turnover among nurses].
abstract: BACKGROUND
  While many scholars have acknowledged the relationship between personal and work-related factors associated with job search and actual turnover, there is a lack of longitudinal designs that test this relationship empirically.
  
  
  OBJECTIVE
  This longitudinal study examines specific determinant factors that differentiate between so-called 'stayers' and 'leavers' within the nursing profession, and identifies risk factors for premature leaving by comparing nurses who have left their job, or the nursing profession, with nurses who stay.
  
  
  METHODS
  This cross-national exploratory European survey included 34,587 nurses (baseline measurement) working in 623 hospitals, nursing homes, and home care institutions, and comprised two measurements with a one-year time interval. The final samples for the follow-up measurement included 14,016 stayers and 866 leavers. As regards the leavers, the participating nurses were asked to indicate to what extent personal and work-related factors had contributed to the decision to leave their health care institution.
  
  
  RESULTS
  Nurses' intent-to-leave scores were higher in the baseline measurement among those who left the organization during the following 12 months, than among those who stayed (24.0% versus 13.5%). A majority of nurses (86.8%) left their profession voluntarily. Involuntary departure occurred more often in Eastern European countries. Nurses indicated that the reasons for leaving were: working conditions (e.g., relationship problems, emotional difficulties,time pressure and quality of care, dissatisfaction with use of one's competence and lack of autonomy, work schedule difficulties, and dissatisfaction with pay) family reasons (e.g., caring for relatives). For a considerable number of nurses, health reasons and the desire for continuing education added to their decision to leave.
  
  
  CONCLUSIONS
  Health care organizations should pay attention to preventive measures in order to protect labor market potential. Recommendations are made for human resource development in health care organizations and for further empirical research to better understand to what extent different policy systems across the European countries explain variance in outcomes.
authors.affiliation: Institute for Management Research, Radboud University Nijmegen.
authors.forename: Madelaine
authors.initials: M
authors.lastname: Estryn-Behar
authors.forename: Béatrice I J M
authors.initials: BI
authors.lastname: Van Der Heijden
authors.forename: Clémentine
authors.initials: C
authors.lastname: Fry
authors.forename: Hans-Martin
authors.initials: HM
authors.lastname: Hasselhorn
mesh_terms: D000328:Adult; D001291:Attitude of Health Personnel / Q000208:ethnology; D016009:Chi-Square Distribution; D003431:Cross-Cultural Comparison; D005060:Europe; D005260:Female; D006801:Humans; D033182:Intention; D007398:Interpersonal Relations; D007588:Job Satisfaction; D008137:Longitudinal Studies; D008297:Male; D008875:Middle Aged; D008960:Models, Psychological; D015999:Multivariate Analysis; D015404:Nursing Methodology Research; D009740:Nursing Staff / Q000193:education / Q000458:organization & administration / Q000523:psychology*; D010563:Personnel Turnover / Q000706:statistics & numerical data*; D011795:Surveys and Questionnaires; D017132:Workplace / Q000458:organization & administration / Q000523:psychology*