The Organizational Factors Influencing on Intention to be Brain Drain of Nurses

Abstract

Brain drain is one of the major issues plaguing industries driven by knowledge workers around the globe. Although it represents an excessively large component of total international human migration, organizational level factors as antecedents of brain drain remain mostly unexplored, although many of these migrants are already employed and, thus, organizational factors may influence their decision to migrate. This study, which draws from 200 nurses at the Teaching Hospital Batticaloa, shows that career growth opportunities, incentives, and perceived organizational politics (POP) directly influence brain drain. The main objectives of the study are to identify the impact and relationship between organizational factors (Career growth opportunities, perceptions of organizationalpolitics and incentives) and brain drain intention among nurses at the Teaching Hospital Batticaloa. Questionnaires were issued to a sample of 200 nurses at Teaching Hospital Batticaloa. Descriptive, Pearson’s correlation, independent one sample t-test, one-way ANOVA and multiple regression analysis were used to analyze the data. The findings show that the relationships between career growth opportunities, incentives and brain drain intention were negative and significant. Further perceptions of organizational politics and brain drain intention was positive and significantly correlated. By addressing the findings of this study Sri Lankan health sector could try to reduce the migration intention of nurses by inducing the organizational factors in- order to reduce the brain drain intention.