Evaluation of the Relationship Between Nurses' Organizational Stress Level and Intention to Leave the Job Hemşirelerin Örgütsel Stres Düzeyi ve İşten Ayrılma Niyeti Arasındaki İlişkinin Değerlendirmesi

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Coşkun D., ÖZTÜRK H.

Journal of Health and Nursing Management, cilt.13, sa.2, ss.348-358, 2026 (Scopus)

Özet

Aim: This study aimed to evaluate the relationship between nurses’ organizational stress levels and their intention to leave. Method: The study was conducted with 283 nurses working in four public hospitals in Trabzon, Türkiye. Data were collected with an information form, the Organizational Stress Sources Scale, and the Intention to Leave Scale. The data were analyzed with t-tests, Mann–Whitney U tests, ANOVA, and Kruskal–Wallis tests. Results: In the descriptive and correlational study, 83% of the nurses were female, 69.3% had a bachelor's degree, and 47.3% had 10 years or less of professional experience. Nurses' organizational stress sources were 88.04 (SD=14.03), the organizational stress score was 2.67 (SD=13.68), and the organizational distress score was 82.60 (SD=24.54). The mean intention to leave score was 2.32 (SD=1.11). No significant relationship was found between nurses’ organizational stress sources or organizational stress scores and intention to leave. However, a positive, weak, and statistically significant relationship was identified between the organizational distress dimension and intention to leave (r= 0.358, p<0.001). Organizational distress and intention to leave scores were significantly higher among staff nurses who worked in clinical positions, did not choose the nursing profession willingly, and were dissatisfied with their profession, hospital, or working unit (p<0.05). In addition, intention to leave scores were significantly higher among female nurses, those with 20 years or less professional experience, those working in training and research hospitals, and those working in shift and/or on-call systems (p<0.05). Conclusion: Nurses who experience moderate levels of distress related to organizational stress sources tend to have higher intention to leave. Bu regularly evaluating the sources of stress that cause distress to nurses and improving relevant institutional policies, the intention to leave the job can help reduced.