Show simple item record

dc.contributor.authorBrunetto, Yvonne
dc.contributor.authorXerri, Matthew
dc.contributor.authorShriberg, Art
dc.contributor.authorFarr-Wharton, Rod
dc.contributor.authorShacklock, Kate
dc.contributor.authorNewman, Stefanie
dc.contributor.authorDienger, Joy
dc.date.accessioned2017-11-21T12:00:38Z
dc.date.available2017-11-21T12:00:38Z
dc.date.issued2013
dc.identifier.issn0309-2402
dc.identifier.doi10.1111/jan.12165
dc.identifier.urihttp://hdl.handle.net/10072/56335
dc.description.abstractAims. We examined the impact of workplace relationships (perceived organizational support, supervisor-nurse relationships and teamwork) on the engagement, well-being, organizational commitment and turnover intentions of nurses working in Australian and USA hospitals. Background. In a global context of nurse shortages, knowledge about factors impacting nurse retention is urgently sought. We postulated, using the Social Exchange Theory, that nurses' turnover intentions would be affected by several factors and especially their relationships at work. Design. Based on the literature review, data were collected via a self-report survey to test the hypotheses. Methods. A self-report survey was used to gather data in 2010-2012 from 510 randomly chosen nurses from Australian hospitals and 718 nurses from US hospitals. A multi-group structural equation modelling analysis identified significant paths and compared the impact between countries. Results. The findings indicate that this model was more effective in predicting the correlations between variables for nurses in Australia compared with the USA. Most paths predicted were confirmed for Australia, except for the impact of teamwork on organizational commitment and turnover, plus the impact of engagement on turnover. In contrast, none of the paths related to supervisor- subordinate relationships was significant for the USA; neither were the paths from teamwork to organizational commitment or turnover. Conclusion. Our findings suggest that well-being is a predictor of turnover intentions, meaning that healthcare managers need to consider nurses' well-being in everyday decision-making, especially in the cost-cutting paradigm that pervades healthcare provision in nearly every country. This is important because nurses are in short supply and this situation will continue to worsen, because many countries have an ageing population.
dc.description.peerreviewedYes
dc.description.publicationstatusYes
dc.format.extent426810 bytes
dc.format.mimetypeapplication/pdf
dc.languageEnglish
dc.language.isoeng
dc.publisherWiley-Blackwell Publishing
dc.publisher.placeUnited Kingdom
dc.relation.ispartofstudentpublicationN
dc.relation.ispartofpagefrom2786
dc.relation.ispartofpageto2799
dc.relation.ispartofissue12
dc.relation.ispartofjournalJournal of Advanced Nursing
dc.relation.ispartofvolume69
dc.rights.retentionY
dc.subject.fieldofresearchNursing
dc.subject.fieldofresearchHuman resources management
dc.subject.fieldofresearchcode4205
dc.subject.fieldofresearchcode350503
dc.titleThe impact of workplace relationships on engagement, well-being, commitment and turnover for nurses in Australia and the USA
dc.typeJournal article
dc.type.descriptionC1 - Articles
dc.type.codeC - Journal Articles
gro.rights.copyright© 2013 Blackwell Publishing. This is the pre-peer reviewed version of the following article: The impact of workplace relationships on engagement, well-being, commitment and turnover for nurses in Australia and the USA, Journal of Advanced Nursing, Vol.69 (12), 2013, pp.2786-2799, which has been published in final form at http://dx.doi.org/10.1111/jan.12165.
gro.date.issued2015-08-04T00:19:35Z
gro.hasfulltextFull Text
gro.griffith.authorXerri, Matt J.


Files in this item

This item appears in the following Collection(s)

  • Journal articles
    Contains articles published by Griffith authors in scholarly journals.

Show simple item record