Testing the Nursing Worklife Model in Canada and Australia: A multi-group comparison study. Issue 2 (February 2015)

• Record Type: Journal Article
• Authors: Roche, Michael A.; Laschinger, Heather K. Spence; Duffield, Christine
• Is Part Of: International journal of nursing studies. Volume 52:Issue 2(2015:Feb.)
• Page Start: 525
• Page End: 534
• Publication Date: 2015-02
• Subjects: Leadership -- Nursing workforce -- Nursing Worklife Model -- Path modelling -- Practice environment; Nursing -- Periodicals; Nursing -- Periodicals; Soins infirmiers -- Périodiques; Nursing; Periodicals; 610.73
• DOI: 10.1016/j.ijnurstu.2014.10.016
• Languages: English
• ISSNs: 0020-7489

Abstract

Abstract: Study aim: To test a model derived from the Nursing Worklife Model linking elements of supportive practice environments to nurses' turnover intentions and behaviours in Canada and Australia. Background: With the worldwide shortage of nurses, retaining nurses within fiscally challenged health care systems is critical to sustaining the future of the nursing workforce and ultimately safe patient care. The Nursing Worklife Model describes a pattern of relationships amongst environmental factors that support nursing practice and link to nurse turnover. This model has been tested in north American settings but not in other countries. Methods: A secondary analysis of data collected in two cross-sectional studies in Canadian and Australian hospitals ( N = 4816) was conducted to test our theoretical model. Multigroup structural equation modelling techniques were used to determine the validity of our model in both countries and to identify differences between countries. Results: The hypothesized model relationships were supported in both countries with few differences between groups. Components of supportive professional practice work environments, particularly resources, were significantly linked to nurses' turnover intentions and active search for new jobs. Leadership played a critical role in shaping the pattern of relationships to other components of supportive practice environments and ultimately turnover behaviours. Conclusion: The Nursing Worklife Model was shown to be valid in both countries, suggesting that management efforts to ensure that features of supportive practice environments are in place to promote the retention of valuable nursing resources.