Why do nurses leave their jobs? Understanding person-related hostility in the healthcare sector of Pakistan

• Published in: PloS one Vol. 19; no. 6; p. e0298581
• Main Authors: Noor, Nadia, Rehman, Saqib, Ahmed, Yasmeen, Rizwan, Sohail, Sarmad, Muhammad
• Format: Journal Article
• Language: English
• Published: United States Public Library of Science 03.06.2024; Public Library of Science (PLoS)
• Subjects: Administrative support; Adult; Attitude of Health Personnel; Behavior; Careers; Corporate culture; Employment discrimination; Empowerment; Female; Female employees; Females; Flooring; Gender; Health care industry; Health Care Sector; Hierarchies; Hostility; Humans; Job Satisfaction; Male; Males; Medicine and Health Sciences; Middle Aged; Nurses; Nurses - psychology; Nursing; Nursing Staff, Hospital - psychology; Oppression; Organizational aspects; Organizational Culture; Pakistan; People and Places; Personnel Turnover; Power; Professionals; Quantitative research; Research methods; Sex discrimination; Sexism; Social Sciences; Stereotypes; Surveys; Surveys and Questionnaires; Women; Work environment; Workplace - psychology; Pakistan
• ISSN: 1932-6203; 1932-6203
• DOI: 10.1371/journal.pone.0298581

Nursing is considered indigent and oppressed because of uneven organizational hierarchies and unsatisfactory work environments. This study aimed to highlight the critical aspects of organizational culture in the nursing profession and, in general, those propagating hostile behaviours among female nursing staff that result in dissatisfaction and intention to leave the organization. A quantitative research approach was applied and a survey research strategy was used to collect the data. Convenience sampling was applied and data were collected from female nurses who were easily accessible and willing to participate in the research. A total of 707 questionnaires were collected from 14 hospitals and the data was analyzed using SmartPLS 4. Lack of administrative support and gender discrimination positively affected person-related hostility. In contrast, person-related hostility mediated the relationship between gender discrimination and lack of administrative support with the intention to leave. Direct or indirect person-related hostility factors can severely damage organizational reputation and quality and may cause the loss of employees with specific organizational knowledge and exposure. Losing an experienced employee to a newer one cannot replace the costs incurred on hiring, training, and providing knowledge to older employees. HR managers in organizations should devise strategies and policies that allow for the timely resolution of issues of nursing staff based on fair work performance.