• Havva Arslan Yurumezoglu and Gulseren Kocaman.
• İzmir University, School of Health, Department of Nursing, İzmir, Turkey.
• J Nurs Manag. 2016 Mar 1; 24 (2): 235-43.

AimTo examine the predictors of nurses' intention to leave the organisation and intention to leave the profession in Turkey.BackgroundAlthough numerous studies have investigated nurses' intention to leave the organisation and intention to leave the profession, knowledge about the predictors of nurses' intention to leave remains insufficient.MethodsA descriptive cross-sectional research design was conducted based on a sample of 799 nurses at 16 hospitals. Data were collected through a questionnaire including questions about nurse characteristics, the intention to leave the organisation and the intention to leave the profession, job satisfaction and the Maslach burnout index and the practice environment scale of the nursing work index. Data were evaluated using a stepwise logistic regression analysis.ResultsDissatisfaction, the number of years worked at the organisation, emotional exhaustion, depersonalisation, collegial nurse-physician relationships and the adequacy of staffing and resources were predictors of nurses' intention to leave the organisation (R(2)  = 44%), whereas dissatisfaction and emotional exhaustion were predictors of nurses' intention to leave the profession (R(2)  = 27%).ConclusionsAlthough there were differences between the patterns of nurses' intention to leave the organisation and intention to leave the profession, dissatisfaction and emotional exhaustion were common across both groups and were the most important predictors of nurses' intention to leave.Implications For Nursing ManagementManagers should focus on approaches that will increase satisfaction and prevent burnout in nurses. Nurse managers should consider nurses' suggestions when developing plans related to staffing and resources and should encourage interdisciplinary cooperation.© 2015 John Wiley & Sons Ltd.

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