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The Relationship between Retention, ...

AL-Sheyab, Ola N.

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The Relationship between Retention, Employee Engagement, Job Satisfaction, and Intrinsic Motivation among Nurses.

Record Type:	Electronic resources : Monograph/item
Title/Author:	The Relationship between Retention, Employee Engagement, Job Satisfaction, and Intrinsic Motivation among Nurses./
Author:	AL-Sheyab, Ola N.
Published:	Ann Arbor : ProQuest Dissertations & Theses, : 2018,
Description:	126 p.
Notes:	Source: Dissertations Abstracts International, Volume: 80-02, Section: A.
Contained By:	Dissertations Abstracts International80-02A.
Subject:	Social psychology. -
Online resource:	http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=10786755
ISBN:	9780438162747

The Relationship between Retention, Employee Engagement, Job Satisfaction, and Intrinsic Motivation among Nurses.
AL-Sheyab, Ola N.

The Relationship between Retention, Employee Engagement, Job Satisfaction, and Intrinsic Motivation among Nurses. - Ann Arbor : ProQuest Dissertations & Theses, 2018 - 126 p.

Source: Dissertations Abstracts International, Volume: 80-02, Section: A.

Thesis (Ph.D.)--Southern Illinois University at Carbondale, 2018.

This item must not be added to any third party search indexes.

This study investigated how engagement, job satisfaction, and intrinsic motivation will affect retention among nurses. A sample of 150 nurses (CNAs, LPNs, and RNs) employed at medical centers in Sioux City (IA-SD-NE) and Carbondale, Illinois was selected using cluster random sampling. Employee engagement (Independent-Variable1) was measured against the Utrecht Work Engagement Survey (UWES), job satisfaction (Independent-Variable 2) was measured against the Minnesota Satisfaction Questionnaire (MSQ), and intrinsic motivation (Independent-Variable3) was measured against the Intrinsic Motivation Inventory (IMI). The study followed a sequential transformative design, with all research questions or hypotheses examined through multinomial regression, which indicated the odds ratio of nurses' decision or intent to leave or stay against leaving their current position. The regression analysis showed that intrinsic motivation and job satisfaction were significantly more likely to predict nurses' intent to leave than employee engagement. The interviews showed employee engagement, job satisfaction, and intrinsic motivation to be an important part of the nurses' decision to leave or stay.

ISBN: 9780438162747Subjects--Topical Terms:

520219
Social psychology.
Subjects--Index Terms:

Employee engagement

The Relationship between Retention, Employee Engagement, Job Satisfaction, and Intrinsic Motivation among Nurses.
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245 1 4 $a The Relationship between Retention, Employee Engagement, Job Satisfaction, and Intrinsic Motivation among Nurses.
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300 $a 126 p.
500 $a Source: Dissertations Abstracts International, Volume: 80-02, Section: A.
500 $a Publisher info.: Dissertation/Thesis.
500 $a Advisor: Hagler, Barbara.
502 $a Thesis (Ph.D.)--Southern Illinois University at Carbondale, 2018.
506 $a This item must not be added to any third party search indexes.
506 $a This item must not be sold to any third party vendors.
520 $a This study investigated how engagement, job satisfaction, and intrinsic motivation will affect retention among nurses. A sample of 150 nurses (CNAs, LPNs, and RNs) employed at medical centers in Sioux City (IA-SD-NE) and Carbondale, Illinois was selected using cluster random sampling. Employee engagement (Independent-Variable1) was measured against the Utrecht Work Engagement Survey (UWES), job satisfaction (Independent-Variable 2) was measured against the Minnesota Satisfaction Questionnaire (MSQ), and intrinsic motivation (Independent-Variable3) was measured against the Intrinsic Motivation Inventory (IMI). The study followed a sequential transformative design, with all research questions or hypotheses examined through multinomial regression, which indicated the odds ratio of nurses' decision or intent to leave or stay against leaving their current position. The regression analysis showed that intrinsic motivation and job satisfaction were significantly more likely to predict nurses' intent to leave than employee engagement. The interviews showed employee engagement, job satisfaction, and intrinsic motivation to be an important part of the nurses' decision to leave or stay.
590 $a School code: 0209.
650 4 $a Social psychology. $3 520219
650 4 $a Nursing. $3 528444
650 4 $a Occupational psychology. $3 2122852
650 4 $a Business education. $3 543396
650 4 $a Organizational behavior. $3 516683
653 $a Employee engagement
653 $a Intrinsic motivation
653 $a Job satisfaction
653 $a Minnesota Satisfaction Questionnaire (MSQ)
653 $a Retention
653 $a Utrecht Work Engagement Survey (UWES)
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710 2 $a Southern Illinois University at Carbondale. $b Workforce Education and Development. $3 1026275
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791 $a Ph.D.
792 $a 2018
793 $a English
856 4 0 $u http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=10786755