The purpose of this ASPAN study was to understand perianesthesia nurses' perception of their work environments in regards to organizational support, workload, intent to stay, and overall nurse satisfaction.
Key predictors of early career nurses' turnover are job satisfaction, organizational commitment, job search, intent to stay, and shock (back injuries) based on the literature review and our previous research.
Therefore, perceptions of participants in PHC settings may not reflect organizational realities or the intent of senior health authority managers.
Job satisfaction was found to have only an indirect effect on turnover in a model exploring the causal pathways between pay satisfaction, job satisfaction, organizational commitment and turnover intent [ 7].
The assumption to use this method was the potential difference in organizational factors which could affect intent to stay in the nursing profession.
This study provides empirical evidence on the distinctive influences of information quality on competence-trust, goodwill-trust, exchange-risk and relationship-risk and how these different dimensions influence the intent to use inter-organizational data exchanges.
This study investigates the influence of information quality, trust and risk perceptions on the expected transaction performance of inter-organizational data exchanges and on the user intent to continue using the exchange.
A variety of organizational models are possible; it is not the intent of this RFA to prescribe any particular one.
Organizational commitment can be used to predict nurses' intent to leave [ 29], yet we found the respondent nurses had a low commitment to retaining their positions.
These characteristics may include age, which is related to remaining working time [ 48]; gender, which is related to job performance and turnover [ 49]; work experience, which is related to job performance and intent to quit [ 50]; and organizational tenure, which is related to POS and intent to quit [ 50].
