Team climate, intention to leave and turnover among hospital employees: Prospective cohort study
<p>Abstract</p> <p>Background</p> <p>In hospitals, the costs of employee turnover are substantial and intentions to leave among staff may manifest as lowered performance. We examined whether team climate, as indicated by clear and shared goals, participation, task orien...
| Main Authors: | , , , , , , |
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| Format: | Article |
| Language: | English |
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BMC
2007-10-01
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| Series: | BMC Health Services Research |
| Online Access: | http://www.biomedcentral.com/1472-6963/7/170 |
| _version_ | 1819085916196569088 |
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| author | Virtanen Marianna Länsisalmi Hannakaisa Pentti Jaana Vanhala Anna Kivimäki Mika Elovainio Marko Vahtera Jussi |
| author_facet | Virtanen Marianna Länsisalmi Hannakaisa Pentti Jaana Vanhala Anna Kivimäki Mika Elovainio Marko Vahtera Jussi |
| author_sort | Virtanen Marianna |
| collection | DOAJ |
| description | <p>Abstract</p> <p>Background</p> <p>In hospitals, the costs of employee turnover are substantial and intentions to leave among staff may manifest as lowered performance. We examined whether team climate, as indicated by clear and shared goals, participation, task orientation and support for innovation, predicts intention to leave the job and actual turnover among hospital employees.</p> <p>Methods</p> <p>Prospective study with baseline and follow-up surveys (2–4 years apart). The participants were 6,441 (785 men, 5,656 women) hospital employees under the age of 55 at the time of follow-up survey. Logistic regression with generalized estimating equations was used as an analysis method to include both individual and work unit level predictors in the models.</p> <p>Results</p> <p>Among stayers with no intention to leave at baseline, lower self-reported team climate predicted higher likelihood of having intentions to leave at follow-up (odds ratio per 1 standard deviation decrease in team climate was 1.6, 95% confidence interval 1.4–1.8). Lower co-worker assessed team climate at follow-up was also association with such intentions (odds ratio 1.8, 95% confidence interval 1.4–2.4). Among all participants, the likelihood of actually quitting the job was higher for those with poor self-reported team climate at baseline. This association disappeared after adjustment for intention to leave at baseline suggesting that such intentions may explain the greater turnover rate among employees with low team climate.</p> <p>Conclusion</p> <p>Improving team climate may reduce intentions to leave and turnover among hospital employees.</p> |
| first_indexed | 2024-12-21T21:11:57Z |
| format | Article |
| id | doaj.art-a8c6bef713134826a16c4e9b1a2cb635 |
| institution | Directory Open Access Journal |
| issn | 1472-6963 |
| language | English |
| last_indexed | 2024-12-21T21:11:57Z |
| publishDate | 2007-10-01 |
| publisher | BMC |
| record_format | Article |
| series | BMC Health Services Research |
| spelling | doaj.art-a8c6bef713134826a16c4e9b1a2cb6352022-12-21T18:50:07ZengBMCBMC Health Services Research1472-69632007-10-017117010.1186/1472-6963-7-170Team climate, intention to leave and turnover among hospital employees: Prospective cohort studyVirtanen MariannaLänsisalmi HannakaisaPentti JaanaVanhala AnnaKivimäki MikaElovainio MarkoVahtera Jussi<p>Abstract</p> <p>Background</p> <p>In hospitals, the costs of employee turnover are substantial and intentions to leave among staff may manifest as lowered performance. We examined whether team climate, as indicated by clear and shared goals, participation, task orientation and support for innovation, predicts intention to leave the job and actual turnover among hospital employees.</p> <p>Methods</p> <p>Prospective study with baseline and follow-up surveys (2–4 years apart). The participants were 6,441 (785 men, 5,656 women) hospital employees under the age of 55 at the time of follow-up survey. Logistic regression with generalized estimating equations was used as an analysis method to include both individual and work unit level predictors in the models.</p> <p>Results</p> <p>Among stayers with no intention to leave at baseline, lower self-reported team climate predicted higher likelihood of having intentions to leave at follow-up (odds ratio per 1 standard deviation decrease in team climate was 1.6, 95% confidence interval 1.4–1.8). Lower co-worker assessed team climate at follow-up was also association with such intentions (odds ratio 1.8, 95% confidence interval 1.4–2.4). Among all participants, the likelihood of actually quitting the job was higher for those with poor self-reported team climate at baseline. This association disappeared after adjustment for intention to leave at baseline suggesting that such intentions may explain the greater turnover rate among employees with low team climate.</p> <p>Conclusion</p> <p>Improving team climate may reduce intentions to leave and turnover among hospital employees.</p>http://www.biomedcentral.com/1472-6963/7/170 |
| spellingShingle | Virtanen Marianna Länsisalmi Hannakaisa Pentti Jaana Vanhala Anna Kivimäki Mika Elovainio Marko Vahtera Jussi Team climate, intention to leave and turnover among hospital employees: Prospective cohort study BMC Health Services Research |
| title | Team climate, intention to leave and turnover among hospital employees: Prospective cohort study |
| title_full | Team climate, intention to leave and turnover among hospital employees: Prospective cohort study |
| title_fullStr | Team climate, intention to leave and turnover among hospital employees: Prospective cohort study |
| title_full_unstemmed | Team climate, intention to leave and turnover among hospital employees: Prospective cohort study |
| title_short | Team climate, intention to leave and turnover among hospital employees: Prospective cohort study |
| title_sort | team climate intention to leave and turnover among hospital employees prospective cohort study |
| url | http://www.biomedcentral.com/1472-6963/7/170 |
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