Abstract

Background: Turnover intention has the possibility to have destructive effects on the life of nurses, healthcare organizations and societies in general. It is considered as one of the major problems that many organizations face, because higher costs and losses could happen because of turnover intention. All over the world, nurses shortage in increase. Organizational factors such as leadership, advancement opportunities, and pay level are among the most connected to the nurses turnover intention.

Purpose: The purpose of the study is to explore the relationship between organizational factors (leadership, advancement opportunities, and pay level) and turnover intention.

Design: Six hundred nurses working at public hospitals in Jordan, selected randomly, using survey method.

Findings: This study revealed that there is a significant relationship between leadership and pay level on turnover intention of nurses and insignificant relationship between advancement opportunities and turnover intention among nurses.

Conclusions: This study showed that organizational factors (leadership quality, pay level, and career advancement) are related to turnover intention. As such this study contributes to shedding a light on the activities of human resource management such as work conditions, stress management, and development of anti-turnover policies. This study therefore contributes to turnover intention literature in the context of the Middle East, particularly the healthcare industry is largely dependent on its nurses in enhancing healthcare services for individuals and in developing the industry.

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