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How intention to leave and turn-over is predicted by and interacts with organizational demands and resources, work engagement and health

High turnover rates among assistant and registered nurses imply high costs for society. Previous researches show that workplace factors play an important role for turnover within healthcare workplaces. The Job-Demands-Resources model has potential to increase the knowledge in how the interactions between specific demands and resources of healthcare workplaces contribute to turnover. The aim of this project is to study how organizational resources and demands, work engagement, work related health and intention to leave interacts with each other and how these factors predict assistant and registered nurses intention to leave and actual turnover. Analyses of questionnaire data from a cohort of health care workers are analyzed as well as interviews with employees that resigned. The knowledge from this project can be used for targeted interventions to assistant and registered nurses at workplaces with high turnover.

Duration: 2017-01-01 – 2020-12-31
Project leader: Andrea Eriksson
Project members: Lotta Dellve, Göran Jutengren, Ellen Jadestad
Funding: FORTE
 

Page Manager: Anders Östebo|Last update: 8/30/2017
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