Quite a number of researchers (Van de Tooren& de Jonge 2010, Rollinson, D. 2008) have look into work related stress, but in the last few decades, there has been considerable increase in the pace of life, with high increase of change in the nature of many people and organization. Stress is now known as a worldwide phenomenon and a domesticated word ranging from homes, families and organizations. Twenty-six percent of the young nurses indicated that they often considered leaving nursing. Some factors were responsible for this consideration, such as personal burnout and dissatisfaction with work schedules were based on quantitative data to intention to leave.
There were also poor opportunities for development low affective professional commitment, low job satisfaction, work family conflicts and high quantitative work demand correlated with nurse’s intentions to leave the profession, by identifying the factors that influence young nurse’s decisions to leave nursing and implement targeted preventive measure, it could be possible to retain more nurses in the field. There is a global shortage of nurses (Mervi.Flinkman, M.Laine et al 2008) according to WHO the crisis of the workforce in the field of health is seriously affecting many countries abilities to fight disease and improve health (WHO, 2006). Countries, such as the UK, the USA, and Finland, Finland currently are experiencing a shortage of registered nurses (Mervi.Flinkman, M. Laine et al 2008).
Lack of nurses and high nurse’s turnover represent problems for nurses and healthcare in terms of cost, the ability to care for patients and the quality of care given (Clark & Aiken 2003). The oversupply or shortage of registered nurses can be use as an indicator in any origination, either private or public sector, or in overall labor market for nurses. The extent to which an organization is unable to recruit staff to fill vacant posts often is use as an indicator of shortage. While the extent to which nursing staff regularly have to work additional hours (Buchan. J. & Rev 2002) is another indicator, employment difficulties can also be measured by the number of months the vacancy has remained unfilled. One of the reasons for this is that, the demand for nurses is rising in many countries because of increasing demand for health care services; this is as a result of increase in population. In Finland the estimated number of 65 years old is given to be will be a quarter of Finnish population (Taipale 2001) another reason is the advancement in med- 8 ical practice and technology, as well as changes in public expectations of health care system increase demands for register nurses (Buchan j. Rev 2002). In addition there is an increase in the decreasing rate of the number of those completing the education needed before nurse training (Buerhaus et al 2002). Voluntary turnover is decreasing the labor supply in the nursing field, from some of the reports one in five nurses are expected to leave the profession within the next 5 years (Mervi.Flinkman, M.Laine et al 2008)