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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


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.


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.

Project plan

A previously collected longitudinal survey (T1, T2 and T3) with data from a cohort of approximately 650 health care employees from 22 workplaces will be analyzed in a first step of the project. Complementary studies of the staff turnover at the 22 workplaces will be conducted using register studies and follow-up surveys. Analyses of demands and resources being especially important for intention to leave, staff turnover and health will be performed. We will also examine interactions between workplace characteristics (concerning demands and resources) and employees’ individual prerequisites in terms of their predictive effects on health care employees’ tendency for a) leaving their workplace, and b) getting long term sick leave. The knowledge from this project can be used for targeted interventions to assistant and registered nurses at workplaces with high turnover.

Project period: 2017-19

Funding: FORTE

Reference numbe: 2016-00484

Research group

, docent, KTH

, professor, University of Gothenburg

Göran Jutengren , docent, University of Borås


Project leader: Andrea Eriksson

Docent, Dr PH, KTH, School of Technology and Health, STH. Phone: +46-8-790 98 04, Email