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RESEARCH ARTICLE
Year : 2021  |  Volume : 22  |  Issue : 1  |  Page : 70-74

Impact of quality of nursing work life on turn over intention among staff nurses working in selected private hospital of South-Western Rajasthan


1 Final Year B.Sc Nursing Student, Saroj Lalji Mehrotra Global Nursing College, Abu Road, Rajasthan, India
2 Assistant Professor, Saroj Lalji Mehrotra Global Nursing College, Abu Road, Rajasthan, India

Correspondence Address:
Mr. Chris Thomas
Department of Psychiatry Nursing, Saroj Lalji Mehrotra Global Nursing College, Abu Road - 307 510, Rajasthan
India
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Source of Support: None, Conflict of Interest: None


DOI: 10.4103/IJCN.IJCN_27_20

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Quality of work life (QWL) refers to an employee's satisfaction with working life. A high QWL is critical for healthcare organisations to attract and retain qualified, committed and motivated employees. The QWL and nurse turnover are challenging issues for health care organisation because of the consequences and impact on patient care. Low satisfaction of nurses with their quality of working life results in a high intention to leave. The objectives were to assess the level of quality of nursing work life (QNWL), to identify the turn over intention among staff nurses, to find out the association between QNWL, turn over intention and selected work-related characteristics and to determine the correlation between QNWL and turn over intention to leave the job among staff nurses. The research approach used was quantitative and the research design was non-experimental, correlational design. The data were collected from 100 staff nurses selected from private hospitals of South-Western Rajasthan using non-probability purposive sampling technique. The data were collected with the help of Brooks and Anderson's QNWL scale and Anticipated Turnover Scale. The highest percentage (58%) of staff nurses had moderate QNWL, 42% have high QNWL and none of the staff nurse had low QNWL. Majority (60%) of the staff nurses had the intent to leave. There was a significant association between current nursing position and QWNL (P < 0.05). Findings revealed that there was significant association between nursing position, type of unit and intention to leave and there was high significant association between salary, nature of job and intention to leave the job (P < 0.05). There was weak significant positive correlation (r = 0.33) between level of QNWL and level of intention to leave. Work-related characteristics can influence QNWL and intention to leave.


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