The impact of individual and organizational resources on nurse outcomes and intent to quit

AimTo examine the impact of an individual resource factor (psychological capital) and an organizational resource (management support) on nurses' intentions to quit. BackgroundNursing work can be stressful and as a consequence, nurses suffer greater stress and stress-related sickness, including depression, than the general population. Stress can be mitigated in the workplace depending on the availability of resources in the workplace. Resources can come from the organization or the individual themselves. DesignThe study is quantitative using a cross-sectional design. MethodsThe study analysed data from 242 nurses working in five Australian hospitals in the one regional network during 2013. FindingsThe predictors explained almost half of the variance of nurses' intent toquit. Psychological capital had the dual benefits of reducing nurses' perceptionsof psychological distress and simultaneously increasing their job satisfaction. ConclusionPsychological capital is an example of the personal resources a nurse brings to work. Nurse managers can now understand the impact of a new form of protective resources that influence the levels of strain felt by nurses. If nurses present with low psychological capital, then up-skilling nurses with these personal attributes will positively impact on their health and well-being and, in turn, enhance the care of patients.