Factors Related to Intent to Stay Among Faculty Members in Nursing Colleges,The Republic of Malawi
The shortage and high turnover among faculty members of nursing institutions make it necessary to explore their intent to stay in the organization. This descriptive correlation study aimed at describing intent to stay (ITS) and exploring the relationship between ITS and related factors, including organizational commitment,faculty–administrator relationship, pay satisfaction and job opportunity. The sample consisted of 113 faculty members from 13 nursing colleges in th Republic of Malawi. The research instruments were the Measure of Organizational Commitmen (MOC), the Leader-member Exchange Instrument (LMX-7), the Pay Satisfaction Questionnaire (PSQ), the Job Opportunity Scale (JOS) ,and the Intent to Stay Scale (ITSS). Validity of the instruments was tested by original authors. The reliability coefficients of the MOC, LMX-7, PSQ, JOS and ITSS were .84, .82,.81, .71 and .73, respectively. Data were analyzed using descriptive statistics, Pearson’s product moment correlation, and Spearman’s rank-order correlation coefficient.
The results of the study revealed that:
1.The overall mean score of intent to stay was at a low level. Most of the subjects (62.83%) reported low intent to stay.
2.There was a statistically significant moderate positive relationship between organizational commitment and intent to stay.
There was a statistically significant weak positive relationship between faculty administrator relationship and intent to stay.
3.There was no significant relationship between pay satisfaction and intent to stay.
4.There was a statistically significant negative relationship between job opportunity and intent to stay.
The results of this study could be used by administrators of nursing institutions as baseline information in developing strategies that enhance intent to stay among faculty members, by considering related factors.
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