Determinants of anticipated turnover of nurses in selected hospitals in Metro Manila

Background: Nurses comprise the largest group of health professionals in the Philippines, and turnover remains a challenge to the workforce and healthcare system. Understanding the extent of the problem and multiple factors related to turnover rates is crucial in retaining nurses in the organization and profession. Objectives: The study aimed to (1) describe and compare nurses' turnover intention, (2) identify factors for nurses' turnover intention, and (3) determine factors to promote nurses' retention in their current organization. Methodology: This descriptive, cross-sectional, and correlational study was conducted through a survey that sought the participants' sociodemographic and work-related characteristics and their perceived practice environment, job satisfaction, organizational commitment, job stress, and alternative job opportunities. Additional questions were added to identify the participants' reasons for their intention to leave their current job and stay in their current organizations. Results: The final sample comprised 297 nurses. Significant differences in the nurses' turnover intention scores were found across multiple demographic, personal, and work-related factors. The final multiple logistic regression model revealed that ‘influence of peers to leave,’ ‘desire to try new things,’ practice environment, and organizational commitment were significant factors in the nurses' turnover intention. Staff nurses perceived practice environment (n=246) as the primary reason to stay in their current organization while it was compensation and benefits (n=25) for nurse managers. Conclusion: A collaborative approach among the sectors of a healthcare organization is needed to develop a policy framework that advocates and promotes positive practice environment, job satisfaction, career progression, and personal well-being among nurses and other healthcare workers.