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Article Citation - WoS: 4The Relationships Between Human Values, Absenteeism Attitudes and Reasons(Hacettepe Univ, 2016) Demirutku, Kursad; Tekinay, SenaThe present study was conducted to investigate the relationships between human values, absenteeism attitudes, and absenteeism reasons. A correlation study was carried out with 180 students who were enrolled in different programs in a private university located in Ankara. Value orientations of the participants was measured by using Portrait Values Questionnaire (Schwartz et al., 2012) and absenteeism attitudes were measured by using semantic differential scales. In addition, students reported the frequencies of not going to the campus in class-days, and not attending the classes despite being in the campus with various reasons on the scales developed by referring to the relevant literature to be used in the present study. Correlation analyses revealed that the importance of hedonism and stimulation values was positively, whereas the importance of self-direction and conformity values was negatively correlated with absenteeism attitudes and reasons. It was proposed that absenteeism attitudes and reasons might have the function of expressing different values. The results were discussed by taking into account the measurement-and sample-related limitations of the study, and corresponding suggestions for future research were presented.Article Citation - WoS: 114Citation - Scopus: 130Determinants of Nurse Absenteeism and Intent To Leave: an International Study(Wiley, 2019) Burmeister, Elizabeth A.; Kalisch, Beatrice J.; Xie, Boqin; Doumit, Myrna A. A.; Lee, Eunjoo; Ferraresion, Annamaria; Bragadottir, HelgaAim To determine factors associated with nurses' intent to leave their positions and absenteeism. Background There is a recognized global shortage of nurses but limited data describing and determining factors associated with nurse absenteeism and intent to leave. Methods This study involved a secondary analysis of the results from direct-care registered nurses' responses to the MISSCARE Survey, with data from seven countries included. Multi-level modelling was used to determine nurse characteristics and working environment factors associated with nurse absenteeism and intent to leave. Results The level of absenteeism and intent to leave varied significantly across countries, with registered nurses in Lebanon reporting the highest intention to leave within 12 months (43%) and registered nurses in Iceland and Australia the highest level of absenteeism (74% and 73%, respectively). Factors associated with outcomes included perceived staffing adequacy of unit, job satisfaction, and age of the nurse. Conclusions A significant difference between countries was identified in nurse absenteeism and intent to leave. Increased perception of unit staffing inadequacy, lower job satisfaction, less nurse experience, and younger age were significant contributors to nurse absenteeism and intent to leave. Implications for Nursing Management: These findings suggest that regardless of country and hospital, by ensuring that units are adequately staffed and increasing job satisfaction, younger, less experienced nurses can be retained and absenteeism reduced.
