How intention to quit and staff turnover interact with organizational requirements and resources, work commitment, learning and health

High staff turnover among healthcare staff means large socio-economic costs. Previous research indicates that workplace factors play a major role in high staff turnover in healthcare. The Job-Requirements-Resource model has the potential to provide an increased understanding of how the interplay between specific requirements in and resources at care workplaces contributes to staff turnover. The aim of the project is to study how organizational requirements and resources, work commitment, work-related health (fatigue, work ability and sick leave) and intention to quit interact and how this predicts sub- and nurses' intention to quit and to actually quit their employment. The project analyzes data from a cohort of healthcare professionals as well as interviews with healthcare professionals that have actually stopped.