TY - JOUR
T1 - Newcomer nurses' organisational socialisation and turnover intention during the first 2 years of employment
AU - Tomietto, Marco
AU - Rappagliosi, Cristina M.
AU - Sartori, Riccardo
AU - Battistelli, Adalgisa
PY - 2015/10/1
Y1 - 2015/10/1
N2 - Aim
The aim of this study was to determine which organisational socialisation contents affect turnover intention in newcomer nurses within their first 2 years of employment.
Background
Strategies to decrease turnover are a priority for improving organisational stability, reducing costs and enhancing effective nursing care.
Materials and methods
A cross-sectional design was employed, and standardised scales were used. The sample was divided into three groups: 0–6, 7–12 and 13–24 months of employment. Regression analyses were performed.
Results
A total of 156 Italian nurses participated in this study. In the 0–6 months group (model 1), the main factors that decreased turnover intention were competence acquisition (β = −0.42, P < 0.01) and comprehension of organisational rules (β = −0.38, P < 0.01). In the 7–12 months group (model 2), workgroup integration was relevant (β = −0.33, P = 0.02) and in the second year (model 3), the main factor was opportunities for professional development (β = −0.30, P = 0.05).
Conclusions
Newcomer nurses were sensitive to different organisational socialisation contents over time. This result supports planning different on-boarding strategies to enhance organisational socialisation success and to improve nurse retention.
Implications for nursing management
Useful strategies to improve retention include enhancing task mastery and workgroup integration at the ward level and a professional development plan at the organisational level.
AB - Aim
The aim of this study was to determine which organisational socialisation contents affect turnover intention in newcomer nurses within their first 2 years of employment.
Background
Strategies to decrease turnover are a priority for improving organisational stability, reducing costs and enhancing effective nursing care.
Materials and methods
A cross-sectional design was employed, and standardised scales were used. The sample was divided into three groups: 0–6, 7–12 and 13–24 months of employment. Regression analyses were performed.
Results
A total of 156 Italian nurses participated in this study. In the 0–6 months group (model 1), the main factors that decreased turnover intention were competence acquisition (β = −0.42, P < 0.01) and comprehension of organisational rules (β = −0.38, P < 0.01). In the 7–12 months group (model 2), workgroup integration was relevant (β = −0.33, P = 0.02) and in the second year (model 3), the main factor was opportunities for professional development (β = −0.30, P = 0.05).
Conclusions
Newcomer nurses were sensitive to different organisational socialisation contents over time. This result supports planning different on-boarding strategies to enhance organisational socialisation success and to improve nurse retention.
Implications for nursing management
Useful strategies to improve retention include enhancing task mastery and workgroup integration at the ward level and a professional development plan at the organisational level.
KW - newcomer nurse
KW - on-boarding
KW - organisational socialisation
KW - retention
KW - turnover
UR - http://www.scopus.com/inward/record.url?eid=2-s2.0-84942757885&partnerID=MN8TOARS
U2 - 10.1111/jonm.12224
DO - 10.1111/jonm.12224
M3 - Article
VL - 23
SP - 851
EP - 858
JO - Journal of Nursing Management
JF - Journal of Nursing Management
SN - 0966-0429
IS - 7
ER -