Personal variables, work environment, organizational justice, job embeddedness, and satisfaction as predictors of turnover intention among nurses

Abstract

This study, which aimed to determine the personal variables, work environment, organizational justice, job embeddedness, and satisfaction as predictors of turnover intention among nurses employed a non-experimental causal-predictive research design involving 92 nurses through complete enumeration. A standardized questionnaire was used, and it was based on the objectives and data gathered. Analysis of data involved both descriptive and inferential statistics. Frequency, percentage and measures of central tendency were utilized for descriptive statistics. T-test, ANOVA, Pearson’s R and Multiple Linear Regression were used to determine the relationship between variables in the study. Findings suggest that the majority of respondents perceive a positive work environment, contrasting with negative perceptions of organizational justice. High levels of job embeddedness are prevalent, while job satisfaction remains ambivalent among many. The respondents intend to remain with the organization, with age significantly linked to perceptions of the work environment. Length of service correlates with both work environment and organizational justice perceptions, while diligence influences organizational justice and job satisfaction. Work arrangement has an association with organizational justice. Factors such as age, sex, civil status, length of service, work arrangement, salary, area of assignment, compassion, discipline, and integrity show no significant association with turnover intention, but diligence notably impacts turnover intentions. Work environment, organizational justice, job embeddedness and job satisfaction are related to turnover intention. Overall, findings underscore the importance of work environment, organizational justice, and job satisfaction as predictors of turnover intention among nurses.