Relationship between psychological ownership of the nursing profession and turnover intention: A correlational survey among Taiwanese nurses

Hao Yuan Chang; Tzu Ling Huang; May Kuen Wong; Yea Ing Lotus Shyu; Lun Hui Ho; Li Chen Chen; Tai Chiu Edwin Cheng; Ching I. Teng

doi:10.1111/jonm.13670

Relationship between psychological ownership of the nursing profession and turnover intention: A correlational survey among Taiwanese nurses

Hao Yuan Chang, Tzu Ling Huang, May Kuen Wong, Yea Ing Lotus Shyu, Lun Hui Ho, Li Chen Chen, Tai Chiu Edwin Cheng, Ching I. Teng

Research output: Journal article publication › Journal article › Academic research › peer-review

5 Citations (Scopus)

Abstract

Aims: The aim of this study is to examine the relationship between psychological ownership of the nursing profession and turnover intention. Background: There is a severe shortage of nurses worldwide. Research is needed to understand how nurses' intention to leave hospitals and the nursing profession can be alleviated. Methods: This study adopted a cross-sectional design and a survey method. Proportionate random sampling was used to ensure sample representativeness. This study surveyed 430 registered nurses in a medical centre in Taiwan between December 2021 and January 2022. We used Turnover Scale and Self-Efficacy Scale and developed Having a Place Scale. Results: Psychological ownership comprises three dimensions: self-efficacy, nurse identity and ‘having a place’ in the nursing profession. This research is the first to examine how these three dimensions of psychological ownership of the nursing profession are related to the intention to leave a hospital or the nursing profession. Self-efficacy and ‘having a place’ are negatively related to nurses' intention to leave a hospital (r = −.23 and −.31, p <.001). Nurse identity is negatively related to nurses' intention to leave the nursing profession (r = −.38, p <.001). Intention to leave a hospital is positively related to nurses' intention to leave the profession (r =.76, p <.001). Conclusion: The findings provide novel insights for retaining nurses. Nurse managers could use strategies such as including nurses in making workplace decisions and encouraging them to personalize their workspace. Implications for Nursing Management: Nurse managers can enhance nurses' self-efficacy and sense of ‘having a place’ to retain nurses in hospitals, while enhancing nurse identity to retain nurses in the profession.

Original language	English
Pages (from-to)	2927-2936
Number of pages	10
Journal	Journal of Nursing Management
Volume	30
Issue number	7
DOIs	https://doi.org/10.1111/jonm.13670
Publication status	Published - Oct 2022

Keywords

nurse
psychological ownership
structural equation modeling
survey
turnover intention
workforce

ASJC Scopus subject areas

Leadership and Management

More information

10.1111/jonm.13670

Cite this

@article{e28432036f624db5adec6ef32d55ad2d,

title = "Relationship between psychological ownership of the nursing profession and turnover intention: A correlational survey among Taiwanese nurses",

abstract = "Aims: The aim of this study is to examine the relationship between psychological ownership of the nursing profession and turnover intention. Background: There is a severe shortage of nurses worldwide. Research is needed to understand how nurses' intention to leave hospitals and the nursing profession can be alleviated. Methods: This study adopted a cross-sectional design and a survey method. Proportionate random sampling was used to ensure sample representativeness. This study surveyed 430 registered nurses in a medical centre in Taiwan between December 2021 and January 2022. We used Turnover Scale and Self-Efficacy Scale and developed Having a Place Scale. Results: Psychological ownership comprises three dimensions: self-efficacy, nurse identity and {\textquoteleft}having a place{\textquoteright} in the nursing profession. This research is the first to examine how these three dimensions of psychological ownership of the nursing profession are related to the intention to leave a hospital or the nursing profession. Self-efficacy and {\textquoteleft}having a place{\textquoteright} are negatively related to nurses' intention to leave a hospital (r = −.23 and −.31, p <.001). Nurse identity is negatively related to nurses' intention to leave the nursing profession (r = −.38, p <.001). Intention to leave a hospital is positively related to nurses' intention to leave the profession (r =.76, p <.001). Conclusion: The findings provide novel insights for retaining nurses. Nurse managers could use strategies such as including nurses in making workplace decisions and encouraging them to personalize their workspace. Implications for Nursing Management: Nurse managers can enhance nurses' self-efficacy and sense of {\textquoteleft}having a place{\textquoteright} to retain nurses in hospitals, while enhancing nurse identity to retain nurses in the profession.",

keywords = "nurse, psychological ownership, structural equation modeling, survey, turnover intention, workforce",

author = "Chang, {Hao Yuan} and Huang, {Tzu Ling} and Wong, {May Kuen} and Shyu, {Yea Ing Lotus} and Ho, {Lun Hui} and Chen, {Li Chen} and Cheng, {Tai Chiu Edwin} and Teng, {Ching I.}",

note = "Funding Information: The authors thank Chang Gung Memorial Hospital for financial support (CMRPD3L0011). Cheng was also supported in part by The Hong Kong Polytechnic University under the Fung Yiu King ‐ Wing Hang Bank Endowed Professorship in Business Administration. Funding information Funding Information: The data that support the findings of this study are available from IRB of Chang Gung Memorial Hospital. Restrictions apply to the availability of these data, which were used under license for this study. Data are available from the author(s) with the permission of IRB of Chang Gung Memorial Hospital. This study has been approved by the Institutional Review Board (IRB) of Chang Gung Memorial Hospital (202100275A3C601). This research used a cross-sectional design, which is suitable for testing correlations among study constructs, while avoiding the confounding effects of time-related factors. This study surveyed registered nurses working in a large medical centre in Taiwan during December 2021 and January 2022. Before data collection, this research was assented by the Institutional Review Board (IRB) in Chang Gung Memorial Hospital (202100275A3C601). The study recruited research assistants who did not work for this hospital, increasing the likelihood of nurses' voluntary participation. The eligible nurses were approached and informed of the research purpose and that they could quit the study at any time. The consenting nurses completed written consent forms. The research team assured them that the data would be kept confidential. The inclusion criterion was registered nurses who worked full time. The exclusion criteria were nursing supervisors, nurse practitioners (a specific job title), nursing interns or nursing students. Those who performed the roles meeting the exclusion criteria had distinct job descriptions and duties from typical registered nurses. Hence, these criteria were set to ensure the comparability of the sampled participants. We were restrained from collecting data in units responsible for COVID-19 patient care. All these resulted in a population of 1,646 nurses. To estimate the required sample size, we used www.raosoft.com/samplesize.html. We adopted the default values of a 95% confidence interval and 50% in response distribution. The resulting number was 312. As hospital staff were highly involved in the COVID-19 response, we expected a less-than-normal response ratio: 75%, creating a target sample size of 416. To add a safety margin, we sampled 450 nurses (27.3%) of the sampling population. We used proportionate random sampling. Specifically, from each unit, we sampled as close as possible to 27.3% of nurses. This method is known for its adequate randomness and resulting sample representativeness (in terms of representing nurses in all units). The research assistants visited each unit and approached the sampled nurses. The nurses could freely decide whether to join the study. After the written-informed consent process, the participants returned the finished questionnaires directly to the research assistants within a week. This minimized the disturbance of routine care. Each participant received a gift certificate of NT$100 (approximately US$3.60), expressing the gratitude of the research team. This is common in local research practice, and the amount was modest when compared to nurses' wages, thus unlikely triggering non-response bias. In total, we approached 450 eligible nurses. Among them, 1 quit, 7 declined participation and 12 were on maternity or sick leave. Hence, we collected responses from 430 nurses. This research used a cross-sectional design, which is suitable for testing correlations among study constructs, while avoiding the confounding effects of time-related factors. This study surveyed registered nurses working in a large medical centre in Taiwan during December 2021 and January 2022. Before data collection, this research was assented by the Institutional Review Board (IRB) in Chang Gung Memorial Hospital (202100275A3C601). The study recruited research assistants who did not work for this hospital, increasing the likelihood of nurses' voluntary participation. The eligible nurses were approached and informed of the research purpose and that they could quit the study at any time. The consenting nurses completed written consent forms. The research team assured them that the data would be kept confidential. The inclusion criterion was registered nurses who worked full time. The exclusion criteria were nursing supervisors, nurse practitioners (a specific job title), nursing interns or nursing students. Those who performed the roles meeting the exclusion criteria had distinct job descriptions and duties from typical registered nurses. Hence, these criteria were set to ensure the comparability of the sampled participants. We were restrained from collecting data in units responsible for COVID-19 patient care. All these resulted in a population of 1,646 nurses. To estimate the required sample size, we used www.raosoft.com/samplesize.html. We adopted the default values of a 95% confidence interval and 50% in response distribution. The resulting number was 312. As hospital staff were highly involved in the COVID-19 response, we expected a less-than-normal response ratio: 75%, creating a target sample size of 416. To add a safety margin, we sampled 450 nurses (27.3%) of the sampling population. We used proportionate random sampling. Specifically, from each unit, we sampled as close as possible to 27.3% of nurses. This method is known for its adequate randomness and resulting sample representativeness (in terms of representing nurses in all units). The research assistants visited each unit and approached the sampled nurses. The nurses could freely decide whether to join the study. After the written-informed consent process, the participants returned the finished questionnaires directly to the research assistants within a week. This minimized the disturbance of routine care. Each participant received a gift certificate of NT$100 (approximately US$3.60), expressing the gratitude of the research team. This is common in local research practice, and the amount was modest when compared to nurses' wages, thus unlikely triggering non-response bias. In total, we approached 450 eligible nurses. Among them, 1 quit, 7 declined participation and 12 were on maternity or sick leave. Hence, we collected responses from 430 nurses. We measured nurses' intention to leave a hospital and nurses' intention to leave the profession by the three items for each intention from Chang et al. (2018), which had good reliability (α =.86 and.88). The sample items were “I plan to work in this hospital for a while” (reversely coded) and “I plan to work in this profession for a while” (reversely coded). We measured self-efficacy using the four items from Chang et al. (2019), which also had good reliability (α =.84). The sample item was “I expect to perform well in a job in this profession.” We modified the six items of Thomas et al. (2017) to measure nurse identity. The sample item was “I feel loyal to the nursing profession.” We developed the six items measuring having a place by consulting the descriptions of Pierce et al. (2003). The sample item was “Working in the nursing profession brings me a sense of familiarity.” All the study items had a response option (between 1 = strongly disagree and 5 = strongly agree). High scores indicate high levels of the assessed concepts. Table S1 shows the complete list of measurement items. The study items for each concept had Cronbach's α values of ≥.82, composite reliability scores of ≥.88 and average variance extracted (AVE) scores of ≥.65, displaying sufficient reliability. As listed in Table S1, all the indicator loadings were ≥.69, indicating convergent validity. As shown in Table 1, the positive square roots of AVE scores exceeded the correlations, showing discriminant validity. Moreover, the measurement model fit the data acceptably, that is, CFI =.92, IFI =.92, NNFI =.91 and SRMR =.068. Note: The correlations have a p value <.05. Bolded italicized statistics on the diagonal represent the positive square roots of the AVE scores. Table 1 lists the correlations among the study concepts. Most correlations ranged between −.38 and.48. We found two exceptions that were higher than.70. However, they should not result in a critical concern for several reasons. First, nurse identity and {\textquoteleft}having a place{\textquoteright} are dimensions of psychological ownership. Hence, their correlation is consistent with the theory (Pierce et al., 2003). Second, the work of any hospital nurse across Taiwan is similar. Hence, it is theoretically reasonable that the intention to leave a hospital is significantly related to the intention to leave the profession. Third, the measures passed the discriminant validity tests, not posing any measurement issues. Fourth, the statistical procedure (i.e., structure equation modeling, SEM) included the correlations among the study concepts. That is, correlations among the study concepts would not cause bias in the analytical results. Fifth, these correlations are still acceptable in the literature (Austin et al., 2020; Sharif et al., 2021). We tested common method variance (CMV). Specifically, we added an artificial concept to explain the variance of the items. Adding this concept significantly deteriorated the structural model fit, that is, Δdf = 5, Δχ2 = 173.97 > χ2(df = 5) = 11.07. That is, CMV unlikely biassed the measurement. We used LISREL (Linear Structural Relations) v.8.53 software to implement the SEM method to test the hypotheses. We also computed the descriptive statistics, for example, means and standard deviations (see Table 1). The significance was set at a typical level of.05. We obtained only 0.2% of the missing values. Therefore, we used complete case analyses. Publisher Copyright: {\textcopyright} 2022 John Wiley & Sons Ltd.",

year = "2022",

month = oct,

doi = "10.1111/jonm.13670",

language = "English",

volume = "30",

pages = "2927--2936",

journal = "Journal of Nursing Management",

issn = "0966-0429",

publisher = "John Wiley and Sons Ltd",

number = "7",

}

Relationship between psychological ownership of the nursing profession and turnover intention: A correlational survey among Taiwanese nurses. / Chang, Hao Yuan; Huang, Tzu Ling; Wong, May Kuen et al.
In: Journal of Nursing Management, Vol. 30, No. 7, 10.2022, p. 2927-2936.

Research output: Journal article publication › Journal article › Academic research › peer-review

TY - JOUR

T1 - Relationship between psychological ownership of the nursing profession and turnover intention

T2 - A correlational survey among Taiwanese nurses

AU - Chang, Hao Yuan

AU - Huang, Tzu Ling

AU - Wong, May Kuen

AU - Shyu, Yea Ing Lotus

AU - Ho, Lun Hui

AU - Chen, Li Chen

AU - Cheng, Tai Chiu Edwin

AU - Teng, Ching I.

N1 - Funding Information: The authors thank Chang Gung Memorial Hospital for financial support (CMRPD3L0011). Cheng was also supported in part by The Hong Kong Polytechnic University under the Fung Yiu King ‐ Wing Hang Bank Endowed Professorship in Business Administration. Funding information Funding Information: The data that support the findings of this study are available from IRB of Chang Gung Memorial Hospital. Restrictions apply to the availability of these data, which were used under license for this study. Data are available from the author(s) with the permission of IRB of Chang Gung Memorial Hospital. This study has been approved by the Institutional Review Board (IRB) of Chang Gung Memorial Hospital (202100275A3C601). This research used a cross-sectional design, which is suitable for testing correlations among study constructs, while avoiding the confounding effects of time-related factors. This study surveyed registered nurses working in a large medical centre in Taiwan during December 2021 and January 2022. Before data collection, this research was assented by the Institutional Review Board (IRB) in Chang Gung Memorial Hospital (202100275A3C601). The study recruited research assistants who did not work for this hospital, increasing the likelihood of nurses' voluntary participation. The eligible nurses were approached and informed of the research purpose and that they could quit the study at any time. The consenting nurses completed written consent forms. The research team assured them that the data would be kept confidential. The inclusion criterion was registered nurses who worked full time. The exclusion criteria were nursing supervisors, nurse practitioners (a specific job title), nursing interns or nursing students. Those who performed the roles meeting the exclusion criteria had distinct job descriptions and duties from typical registered nurses. Hence, these criteria were set to ensure the comparability of the sampled participants. We were restrained from collecting data in units responsible for COVID-19 patient care. All these resulted in a population of 1,646 nurses. To estimate the required sample size, we used www.raosoft.com/samplesize.html. We adopted the default values of a 95% confidence interval and 50% in response distribution. The resulting number was 312. As hospital staff were highly involved in the COVID-19 response, we expected a less-than-normal response ratio: 75%, creating a target sample size of 416. To add a safety margin, we sampled 450 nurses (27.3%) of the sampling population. We used proportionate random sampling. Specifically, from each unit, we sampled as close as possible to 27.3% of nurses. This method is known for its adequate randomness and resulting sample representativeness (in terms of representing nurses in all units). The research assistants visited each unit and approached the sampled nurses. The nurses could freely decide whether to join the study. After the written-informed consent process, the participants returned the finished questionnaires directly to the research assistants within a week. This minimized the disturbance of routine care. Each participant received a gift certificate of NT$100 (approximately US$3.60), expressing the gratitude of the research team. This is common in local research practice, and the amount was modest when compared to nurses' wages, thus unlikely triggering non-response bias. In total, we approached 450 eligible nurses. Among them, 1 quit, 7 declined participation and 12 were on maternity or sick leave. Hence, we collected responses from 430 nurses. This research used a cross-sectional design, which is suitable for testing correlations among study constructs, while avoiding the confounding effects of time-related factors. This study surveyed registered nurses working in a large medical centre in Taiwan during December 2021 and January 2022. Before data collection, this research was assented by the Institutional Review Board (IRB) in Chang Gung Memorial Hospital (202100275A3C601). The study recruited research assistants who did not work for this hospital, increasing the likelihood of nurses' voluntary participation. The eligible nurses were approached and informed of the research purpose and that they could quit the study at any time. The consenting nurses completed written consent forms. The research team assured them that the data would be kept confidential. The inclusion criterion was registered nurses who worked full time. The exclusion criteria were nursing supervisors, nurse practitioners (a specific job title), nursing interns or nursing students. Those who performed the roles meeting the exclusion criteria had distinct job descriptions and duties from typical registered nurses. Hence, these criteria were set to ensure the comparability of the sampled participants. We were restrained from collecting data in units responsible for COVID-19 patient care. All these resulted in a population of 1,646 nurses. To estimate the required sample size, we used www.raosoft.com/samplesize.html. We adopted the default values of a 95% confidence interval and 50% in response distribution. The resulting number was 312. As hospital staff were highly involved in the COVID-19 response, we expected a less-than-normal response ratio: 75%, creating a target sample size of 416. To add a safety margin, we sampled 450 nurses (27.3%) of the sampling population. We used proportionate random sampling. Specifically, from each unit, we sampled as close as possible to 27.3% of nurses. This method is known for its adequate randomness and resulting sample representativeness (in terms of representing nurses in all units). The research assistants visited each unit and approached the sampled nurses. The nurses could freely decide whether to join the study. After the written-informed consent process, the participants returned the finished questionnaires directly to the research assistants within a week. This minimized the disturbance of routine care. Each participant received a gift certificate of NT$100 (approximately US$3.60), expressing the gratitude of the research team. This is common in local research practice, and the amount was modest when compared to nurses' wages, thus unlikely triggering non-response bias. In total, we approached 450 eligible nurses. Among them, 1 quit, 7 declined participation and 12 were on maternity or sick leave. Hence, we collected responses from 430 nurses. We measured nurses' intention to leave a hospital and nurses' intention to leave the profession by the three items for each intention from Chang et al. (2018), which had good reliability (α =.86 and.88). The sample items were “I plan to work in this hospital for a while” (reversely coded) and “I plan to work in this profession for a while” (reversely coded). We measured self-efficacy using the four items from Chang et al. (2019), which also had good reliability (α =.84). The sample item was “I expect to perform well in a job in this profession.” We modified the six items of Thomas et al. (2017) to measure nurse identity. The sample item was “I feel loyal to the nursing profession.” We developed the six items measuring having a place by consulting the descriptions of Pierce et al. (2003). The sample item was “Working in the nursing profession brings me a sense of familiarity.” All the study items had a response option (between 1 = strongly disagree and 5 = strongly agree). High scores indicate high levels of the assessed concepts. Table S1 shows the complete list of measurement items. The study items for each concept had Cronbach's α values of ≥.82, composite reliability scores of ≥.88 and average variance extracted (AVE) scores of ≥.65, displaying sufficient reliability. As listed in Table S1, all the indicator loadings were ≥.69, indicating convergent validity. As shown in Table 1, the positive square roots of AVE scores exceeded the correlations, showing discriminant validity. Moreover, the measurement model fit the data acceptably, that is, CFI =.92, IFI =.92, NNFI =.91 and SRMR =.068. Note: The correlations have a p value <.05. Bolded italicized statistics on the diagonal represent the positive square roots of the AVE scores. Table 1 lists the correlations among the study concepts. Most correlations ranged between −.38 and.48. We found two exceptions that were higher than.70. However, they should not result in a critical concern for several reasons. First, nurse identity and ‘having a place’ are dimensions of psychological ownership. Hence, their correlation is consistent with the theory (Pierce et al., 2003). Second, the work of any hospital nurse across Taiwan is similar. Hence, it is theoretically reasonable that the intention to leave a hospital is significantly related to the intention to leave the profession. Third, the measures passed the discriminant validity tests, not posing any measurement issues. Fourth, the statistical procedure (i.e., structure equation modeling, SEM) included the correlations among the study concepts. That is, correlations among the study concepts would not cause bias in the analytical results. Fifth, these correlations are still acceptable in the literature (Austin et al., 2020; Sharif et al., 2021). We tested common method variance (CMV). Specifically, we added an artificial concept to explain the variance of the items. Adding this concept significantly deteriorated the structural model fit, that is, Δdf = 5, Δχ2 = 173.97 > χ2(df = 5) = 11.07. That is, CMV unlikely biassed the measurement. We used LISREL (Linear Structural Relations) v.8.53 software to implement the SEM method to test the hypotheses. We also computed the descriptive statistics, for example, means and standard deviations (see Table 1). The significance was set at a typical level of.05. We obtained only 0.2% of the missing values. Therefore, we used complete case analyses. Publisher Copyright: © 2022 John Wiley & Sons Ltd.

PY - 2022/10

Y1 - 2022/10

N2 - Aims: The aim of this study is to examine the relationship between psychological ownership of the nursing profession and turnover intention. Background: There is a severe shortage of nurses worldwide. Research is needed to understand how nurses' intention to leave hospitals and the nursing profession can be alleviated. Methods: This study adopted a cross-sectional design and a survey method. Proportionate random sampling was used to ensure sample representativeness. This study surveyed 430 registered nurses in a medical centre in Taiwan between December 2021 and January 2022. We used Turnover Scale and Self-Efficacy Scale and developed Having a Place Scale. Results: Psychological ownership comprises three dimensions: self-efficacy, nurse identity and ‘having a place’ in the nursing profession. This research is the first to examine how these three dimensions of psychological ownership of the nursing profession are related to the intention to leave a hospital or the nursing profession. Self-efficacy and ‘having a place’ are negatively related to nurses' intention to leave a hospital (r = −.23 and −.31, p <.001). Nurse identity is negatively related to nurses' intention to leave the nursing profession (r = −.38, p <.001). Intention to leave a hospital is positively related to nurses' intention to leave the profession (r =.76, p <.001). Conclusion: The findings provide novel insights for retaining nurses. Nurse managers could use strategies such as including nurses in making workplace decisions and encouraging them to personalize their workspace. Implications for Nursing Management: Nurse managers can enhance nurses' self-efficacy and sense of ‘having a place’ to retain nurses in hospitals, while enhancing nurse identity to retain nurses in the profession.

AB - Aims: The aim of this study is to examine the relationship between psychological ownership of the nursing profession and turnover intention. Background: There is a severe shortage of nurses worldwide. Research is needed to understand how nurses' intention to leave hospitals and the nursing profession can be alleviated. Methods: This study adopted a cross-sectional design and a survey method. Proportionate random sampling was used to ensure sample representativeness. This study surveyed 430 registered nurses in a medical centre in Taiwan between December 2021 and January 2022. We used Turnover Scale and Self-Efficacy Scale and developed Having a Place Scale. Results: Psychological ownership comprises three dimensions: self-efficacy, nurse identity and ‘having a place’ in the nursing profession. This research is the first to examine how these three dimensions of psychological ownership of the nursing profession are related to the intention to leave a hospital or the nursing profession. Self-efficacy and ‘having a place’ are negatively related to nurses' intention to leave a hospital (r = −.23 and −.31, p <.001). Nurse identity is negatively related to nurses' intention to leave the nursing profession (r = −.38, p <.001). Intention to leave a hospital is positively related to nurses' intention to leave the profession (r =.76, p <.001). Conclusion: The findings provide novel insights for retaining nurses. Nurse managers could use strategies such as including nurses in making workplace decisions and encouraging them to personalize their workspace. Implications for Nursing Management: Nurse managers can enhance nurses' self-efficacy and sense of ‘having a place’ to retain nurses in hospitals, while enhancing nurse identity to retain nurses in the profession.

KW - nurse

KW - psychological ownership

KW - structural equation modeling

KW - survey

KW - turnover intention

KW - workforce

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U2 - 10.1111/jonm.13670

DO - 10.1111/jonm.13670

M3 - Journal article

C2 - 35560968

AN - SCOPUS:85130988638

SN - 0966-0429

VL - 30

SP - 2927

EP - 2936

JO - Journal of Nursing Management

JF - Journal of Nursing Management

IS - 7

ER -

Relationship between psychological ownership of the nursing profession and turnover intention: A correlational survey among Taiwanese nurses

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