| 总结: | Extended longevity and increase in hypertension, cardiovascular ailments and
diabetes has made Malaysia's healthcare industry a powerful area of economic growth
towards nation's income. Maintaining adequate and stable nursing workforce is vital to
meet the industry's escalating demand amidst global and local shortage of nurses
especially for skilled and experienced nurses. The present study aims to determine the
impact of non-financial incentives (NFls) and to identify which of the eight dimensions
of non-financial incentives has significant influence on intention to stay among
Malaysian nurses in private hospitals. A cross sectional questionnaire survey was
administered on 630 nurses in 52 Klang Valley private hospitals, response rate was
26%, (n=161). The collected data includes items measuring eight dimensions of nonfinancial
incentives as independent variable (education, training and professional
development, recognition, promotional opportunities, flexible working arrangements,
autonomy and control over nursing practice, manageable workload, management and
supervisory support and work environment) and intention to stay as the dependent
variable. The findings explained 54% of variance in nurses' intention to stay.
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