Staff turnover in health care

How intention to leave and turn-over is predicted by and interacts with organizational demands and resources, work engagement and health

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The aim of this project is to study how organizational resources and demands, work engagement, work related health and intention to leave interacts with each other and how these factors predict assistant and registered nurses intention to leave and actual turnover.

High turnover rates among assistant and registered nurses imply high costs for society. Previous researches show that workplace factors play an important role for turnover within healthcare workplaces. The Job-Demands-Resources model has potential to increase the knowledge in how the interactions between specific demands and resources of healthcare workplaces contribute to turnover.