Relationship between human resource management practices and intention to leave as perceived by staff nurses

Background Effective human resource management (HRM) practices are critical for enhancing staff motivation and engagement, thereby reducing nurses’ intention to leave. Aim To assess the relationship between human resources management practices (HRMP) and intention to leave as perceived by staff nurses. Design A descriptive correctional design was utilized in this study. Sample A convenience sample ( n =202) of all staff nurses. Setting This study was carried out at El-Abbassia Fever Hospital, affiliated with the Ministry of Health. Data collection tools Three tools were utilized first tool: Personal characteristic data sheet, second tool: HRMP questionnaire, third tool staff nurses’ intention to leave questionnaire. Results The study results revealed that staff nurses perceived HRMP with a total mean percentage of 55.33%. The total mean percentage for the intention to leave domain was 67.39%, with ∼53.5% of nurses reporting a moderate intention to leave. No statistically significant correlation was found between perceived HRMP and the intention to leave. Conclusion The study concluded that staff nurses perceived HRMP at a moderate level. Moreover, over half of the nurses reported a moderate intention to leave. No statistically significant correlation was found between HRMP and the intention to leave as perceived by staff nurses. Recommendations Establish a formal and specialized Human Resources department, clear policies for HR planning, job descriptions, and disseminate them throughout the hospital. Develop and implement retention strategies to reduce the staff nurses’ intention to leave level.