Effects of work environment and job characteristics on the turnover intention of experienced nurses: The mediating role of work engagement.

The millennial generation currently dominates human resources in the company. Millennial generation employees have many advantages, but millennials are considered less committed to their work, so they are synonymous with high turnover intentions. The research was conducted to know the effect of the work environment and job characteristics on the turnover intention with the mediating role of work engagement in millennial generation employees, work environment, and job characteristics as independent variables. Turnover intention is the dependent variable, and work engagement is a mediating variable. This study uses a survey method by distributing questionnaires where the respondents used 204 employees in the millennial generation with domiciles in the West Jakarta area. Then, the data was processed using the SEM-PLS method. The results showed that the work environment hurt turnover intention. Job characteristics do not affect turnover intention. Job engagement hurts turnover intention. The work environment has a positive effect on work engagement. Work characteristics have a positive effect on work engagement. Furthermore, work engagement mediates the relationship between the work environment and turnover intention. Job engagement also mediates the relationship between job characteristics and turnover intention.

To investigate turnover intention among newly licensed registered nurses and to clarify the impact pathways of organisational justice, work engagement and nurses' perception of care quality on turnover intention. Nurse shortage is an ongoing and urgent issue worldwide, in which nurse turnover could exacerbate the situation. Newly licensed registered nurses will become the main nursing workforce in the future; however, previous studies have not revealed the specific reasons underlying their turnover intentions. A descriptive cross-sectional design. A total of 569 newly licensed registered nurses undertaking direct care were recruited from thirteen hospitals from October to November 2018 across Beijing, China. Based on the job demands-resources model, we advanced a hypothetical model, linking the paths between organisational justice, work engagement, nurses' perception of care quality and turnover intention. Structural equation modelling was used to examine the hypothetical model. The study adhered to the STROBE statement for observational studies. In total, 22.3% of newly licensed registered nurses had a high turnover intention. The final model had an acceptable fit and could explain 58% of the variance in turnover intention. The organisational justice was directly related to high work engagement, great nurses' perception of care quality and low turnover intention. Additionally, organisational justice also had indirect effects on great nurses' perception of care quality and low turnover intention, which were partially mediated by work engagement. However, the effect of nurses' perception of care quality on turnover intention was not significant. The improvement of organisational justice could enhance work engagement, and nurses' perception of care quality, and reduce turnover intention, which is crucialto improving care quality and addressing the shortage of nurses. This study provides evidence for policymakers and hospital administrators to take targeted measures to enhance work engagement, foster high-quality care and create better defences against losing nurses.

BackgroundHemodialysis (HD) nurses are facing significant physiological and psychological pressures. These pressures increase their risk of resignation. This study explored the impact of work-family support, work engagement, and career success on the turnover intention of HD nurses.MethodsThe study based on the Job Demands-Resources (JD-R) model. As a job resource, work-family support can mitigate the negative impact of high job demands. Work-family support also promotes positive outcomes, such as enhancing work engagement and career success. Work engagement further contributes to career success, which in turn reduces turnover intention.This was a cross-sectional study. In July 2024, a total of 397 nurses were recruited from 50 dialysis centers in Liaoning Province, using convenience sampling. They were investigated by Work-Family Support Scale, Work Engagement Scale, Career Success Scale and Intention of Quitting Scale. A total of 308 valid questionnaires were analyzed. The valid response rate was 77.78%. HD nurses’ turnover intention score was (12.31 ± 3.65). The turnover intention of nurses in the northeast region of China was relatively optimistic. Work-family support had significant predictive effect on turnover intention (β= -0.664, P < 0.05), and it had negative predictive effect. Moreover, after adding mediator variables, work engagement and career success, work-family support still significantly predicted turnover intention (β = -0.368, P < 0.05); work engagement had significant negative predictive effect on turnover intention (β = -0.067, P < 0.05); career success had significant negative predictive effect on turnover intention (β = -0.288, P < 0.05).ConclusionsWork-family support can not only directly affect the turnover intention of HD nurses, but also indirectly affect the turnover intention through work engagement and career success. Nursing managers should embrace family-supportive leadership behaviors and adopt a transformational leadership style. By fostering work engagement and advancing career success, they can effectively reduce turnover intention among HD nurses.

High turnover intention can exacerbate the workforce shortage of nurses. This study aimed to determine the level of turnover intention of public hospital nurses in China and its associated factors. A cross-sectional questionnaire survey of 2,863 nurses was conducted in 48 public hospitals across six provinces in mainland China, measuring the sociodemographic (gender, age, marital status, and monthly basic salary) and work characteristics (professional title, workload, night sleep deprivation, and workplace violence) of respondents, their quality of working life (QWL), and turnover intention. Multivariate logistic regression models were established to determine the association between QWL and turnover intention after adjustment for variations of the sociodemographic and work characteristics. Overall, 42.8% of respondents reported turnover intention. Higher QWL scores (AOR = 0.824 for job and career satisfaction, p < 0.001; AOR = 0.894 for professional pride, p < 0.001; AOR = 0.911 for balance between work and family, p < 0.05) were associated with lower turnover intention. Workplace violence was the strongest predictor of higher turnover intention (AOR = 3.003-4.767) amongst the sociodemographic and work characteristics, followed by an age between 30 and 40 years (AOR = 1.457 relative to <30 years), and night sleep deprivation (AOR = 1.391-1.808). Senior professional title had a protective effect (AOR = 0.417 relative to no title) on turnover intention. High levels of turnover intention are evident across China in nurses employed by public hospitals, in particular in those aged between 30 and 40 years. Low QWL and poor work environment are significant predictors of turnover intention.

This study aimed to investigate the pathways between client violence, supervision, workplace spirituality, burnout, work engagement, and turnover intention in community mental health nurses using the job demand-resources model with the goal of reducing turnover and improving workforce retention. High turnover of nurses has a negative impact on the rehabilitation and recovery of people with mental illness. While individual factors influencing turnover intention are well studied, there is a lack of research on the dynamics between variables and what should be focused on. Participants were 243 mental health nurses working in the community health organizations. Data were collected through online questionnaires in April 2022 and analyzed using path analysis. Client violence against nurses as a job demand directly and indirectly negatively affected turnover intention through burnout. Supervision as a job resource only directly decreased turnover intention without mediating factors. Workplace spirituality as a personal resource indirectly lowered turnover intention through work engagement. We need to focus more on organizational issues first, such as workplace safety (client violence) and administrative support (supervision) related to the nurses' turnover intention, and then on individual issues (workplace spirituality). The worst path (client violence to burnout) to accelerate turnover intention of the nurses must be managed and disconnected, while the best path (from workplace spirituality to work engagement) to lower turnover intention should be maintained. Policymakers should extend Workplace Safety Legislation to community organizations less well-served by the laws and incorporate supervision into organizational evaluation items and curricula. Collaboration between community organizations and law enforcement is essential to enhance safety and support for the nurses.

To explore the relationships between resilience, empathy, compassion fatigue, work engagement and turnover intention in Chinese haemodialysis nurses. Although several studies explored nurses' turnover intention in multiple hospital wards, fewer studies focused on turnover intention and its predictors among nurses in dialysis care. We conducted a cross-sectional study and adopted a two-stage sampling method to recruit 528 Chinese haemodialysis nurses. Multiple regression analysis was performed to explore the effects of resilience, empathy, compassion fatigue and work engagement on turnover intention. The prevalence of high and exceptionally high levels of turnover intention was 59.1% and 9.0%. Compassion fatigue had the strongest significant effect on turnover intention (β=0.276), followed by work engagement (β=-0.256) and resilience (β=0.193). Haemodialysis nurses in tertiary hospitals reported significant higher levels of turnover intention than those in secondary hospitals (β=0.127). Higher levels of compassion fatigue and lower levels of resilience and work engagement can result in higher turnover intention in haemodialysis nurses. Strategies such as resilience training programme, mindfulness-based intervention and establishing a positive work environment may be effective methods to improve resilience, reduce compassion fatigue, promote work engagement and decrease turnover intention.

This paper is a report of a study that examines (1) whether emergency nurses differ from a general hospital nursing comparison group in terms of job and organizational characteristics and (2) to what extent these characteristics predict job satisfaction, turnover intention, work engagement, fatigue and psychosomatic distress in emergency nurses. The work environment and job characteristics of nurses are important predictors of stress-health outcomes. Emergency nurses are particularly exposed to stressful events and unpredictable work conditions. This cross-sectional study (N = 254) was carried out in 15 emergency departments of Belgian general hospitals in 2007-2008 by means of the Leiden Quality of Work Questionnaire for Nurses, the Checklist Individual Strength, the Utrecht Work Engagement Scale and the Brief Symptom Inventory. Emergency nurses report more time pressure and physical demands, lower decision authority, less adequate work procedures and less reward than a general hospital nursing population. They report, however, more opportunity for skill discretion and better social support by colleagues. Work-time demands appear to be important determinants of psychosomatic complaints and fatigue in emergency nurses. Apart from personal characteristics, decision authority, skill discretion, adequate work procedures, perceived reward and social support by supervisors prove to be strong determinants of job satisfaction, work engagement and lower turnover intention in emergency nurses. Emergency departments should be screened regularly on job and organizational characteristics to identify determinants of stress-health outcomes that can be the target of preventive interventions.

Objectives The purpose of this study was to investigate the job demands and job resources of public health nurses based on the Job Demands-Resources (JD-R) model, and to build a model that can estimate turnover intention based on job demands and job resources.Method By adding 12 items to the existing questionnaire, the author created a questionnaire consisting of 10 factors and 167 items, and used statistical analysis to examine job demands and job resources in relation to turnover intention.Results Out of 2,668 questionnaires sent, 1993 (72.5%) were returned. Considering sex-based differences in occupational stress, I analyzed women's answers in 1766 (66.2%) mails among the 1798 valid responses. The average age of respondents was 41.0±9.8 years, and the mean service duration was 17.0±10.0 years. For public health nurses, there was a turnover intention of 9.2%. The "job demands" section consisted of 29 items and 10 factors, while the "job resources" section consisted of 54 items and 22 factors. The result of examining the structure of job demands and job resources, leading to turnover intention was supported by the JD-R model. Turnover intention was strong and the Mental Component Summary (MCS) is low in those who had many job demands and few job resources (experiencing 'burn-out'). Enhancement of work engagement and turnover intention was weak in those who had many job resources. This explained approximately 60% of the dispersion to "burn-out", and approximately 40% to "work engagement", with four factors: work suitability, work significance, positive work self-balance, and growth opportunity of job resources.Conclusion This study revealed that turnover intention is strong in those who are burned out because of many job demands. Enhancement of work engagement and turnover intention is weak in those with many job resources. This suggests that suitable staffing and organized efforts to raise awareness of job significance are effective in reducing turnover intention.

PurposeIntegrating the job demands-resources theory and the conservation of resources theory, the purpose of this paper is to develop and test a moderated-mediation model examining the relationships between motivating job characteristics, work engagement, conscientiousness and managers’ turnover intentions.Design/methodology/approachData were collected using a survey questionnaire from 1,302 managers working in eight Indian private sector organizations. Structural equation modeling and hierarchical regression analysis were used to test the hypothesized relationships between the study variables.FindingsThe study found evidence of the mediating role of work engagement for the relationship between motivating job characteristics and managers’ turnover intentions. Conscientiousness moderated the relationship between work engagement and turnover intention. The total and indirect effects of motivating job characteristics on turnover intention were moderated by conscientiousness.Research limitations/implicationsThe study was cross-sectional, so inferences about causality are limited.Practical implicationsThe findings of this study reaffirm the crucial role of job characteristics in influencing work engagement and turnover intention. By examining work engagement as a mediator for the job characteristics-turnover intention relationship, this study explores the process through which job characteristics are associated with turnover intention. The findings of the moderating influence of contentiousness on the relationship of direct and indirect effects of job characteristics suggests that individual personality can influence social exchanges as well as managerial attitudes and behaviors in multiple ways.Originality/valueThe study provides an insight into the underlying process through which job characteristics are related to managers’ turnover intentions. To the best of the authors’ knowledge, such a study is the first of its kind.

High labour turnover rates in the health care sector are a major concern for human resource management. This phenomenon has an impact on the quality of health services, the workload for the remaining staff, and the cost of recruiting and training employees, so it is necessary to understand the factors that cause it. Therefore, this quantitative study aims to analyze the influence of burnout, work engagement, and job security on turnover intention mediated by job satisfaction in nursing staff using a cross-sectional approach. Purposive sampling was used to select 129 health workers in a private hospital in Jakarta. Data collected through online questionnaires were analyzed using the PLS-SEM analysis method. The results showed that burnout has a positive and significant effect on turnover intention as indicated by the T-statistic value &gt;1.96 and P-value &lt;0.05, while work engagement, job security, and job satisfaction have no effect on turnover intention with a T-statistic value &lt;1.96 and P-value&gt;0.05. In addition, job satisfaction cannot mediate the relationship between burnout, work engagement, and job security. This finding has practical implications, namely that hospital management HR professionals must be able to overcome burnout conditions among clerical staff at XYZ Jakarta Hospital. This is because from the results of this study, burnout is proven to be one of the factors that can affect the high and low turnover intention among nursing staff.

Nurses' turnover intention is not dichotomous; it may reflect intent to leave the profession, intent to leave a type of facility, or intent to leave a specific workplace. In a latent class analysis (LCA) of data from 186 licensed nurses (RNs and LPNs) recruited from 25 nursing homes (NHs) in Taiwan, we classified nurses into turnover intention subgroups based on seven questionnaire items and used a multilevel contrast analysis to characterize the subgroups according to demographic and facility factors, job demand, and job satisfaction. A multilevel probit model was used to examine how job demand and job satisfaction influenced subgroup membership. Three turnover subgroups were identified: high turnover intention (12%), middle turnover intention (57%), and low turnover intention (31%). The high turnover intention subgroup comprised the youngest nurses and had the lowest percentage of registered nurses (RNs); nurses in this subgroup had worked the longest at the current NH and had the greatest likelihood of working at a for-profit facility. Nurses in the middle turnover intention subgroup had the lowest likelihood of working at a for-profit facility. Nurses in the low turnover intention subgroup were primarily RNs and had the shortest work experience in the current facility. Nurses in the high and middle turnover intention subgroups reported lower intrinsic job satisfaction than those with low turnover intention. Extrinsic job satisfaction mediated the relationship between job demand and turnover intention subgroup assignment. The results of this LCA can help target interventions to address heterogeneity of turnover intention and ultimately lessen turnover.

Because of increasingly stressful, dangerous and unpredictable psychiatric nursing work, psychiatric nurses have experienced higher job stress than general ward nurses. Little is known about the factors that affect the turnover intention of Chinese psychiatric nurses. Understanding the influencing factors of nurses' turnover intention will help to formulate targeted measures to stabilize psychiatric nursing teams. The results showed that 70.2% of psychiatric nurses had higher turnover intention. The strong turnover intention of Chinese psychiatric nurses is a problem that needs to be considered by managers. The results showed that having more children, between 31 and 39 years old, and having a part-time job were strongly associated with turnover intention. In addition, "job stress" was also an important factor, psychiatric nurses' turnover intention decreased as their job stress level decreased. Nursing managers should pay attention to nurses who have more children, between 31 and 39 years old, and take on part-time jobs. Additionally, nursing managers should reduce job stress and implement targeted programmes to prevent psychiatric nurses' turnover. Experience-sharing meetings and mindfulness-based stress reduction training are also useful to improve the mental health status of psychiatric nurses with great job stress. Nursing managers should arrange human resources and shifts appropriately to give nurses with more children more time with their families. Provide more development opportunities for psychiatric nurses between 31 and 39 years old. Managers explore the reasons why nurses take on part-time jobs and take targeted interventions (such as increasing income) to reduce the behaviour that happens. Introduction Nurses' turnover is the main cause of nursing shortages, greatly affected by nurses' intention to leave. Nurses' turnover rate is particularly high in psychiatric wards. Several factors influencing the turnover intention of psychiatric nurses have not been well identified in China, and the association between job stress and turnover intention is still limited. Aims To examine the relationship between job stress and turnover intention and identify the influencing factors of psychiatric nurses' turnover intention. Methods Data were collected from 2355 psychiatric Chinese nurses using a cross-sectional design with an online questionnaire investigation. Results Psychiatric nurses had higher turnover intention. Significant factors influencing their turnover intention were job stress, having more children, age between 31 and 39 years old, part-time jobs, education, income and patient-to-nurse ratio. Discussion Demographics and job-related factors should be considered when developing strategies to reduce the turnover intention of psychiatric nurses. Implications for practice Nursing managers should pay attention to nurses with higher job stress levels and different demographic characteristics. Effective measures should be taken to reduce psychiatric nurses' job stress and turnover intention, such as arranging reasonable shifts, implementing targeted family-friendly policies, increasing their occupational possibilities and promoting mental health.

PurposeThis study aims to investigate the influence of employee positions (supervisor vs line-level employee) on work-related variables (e.g. work engagement, job satisfaction and turnover intentions).Design/methodology/approachData were collected from line-level employees and supervisors of 29 mid- to up-scale hotels. A series of one-way ANCOVA were performed to test the position differences in work engagement, job satisfaction and turnover intentions. Hierarchical regression analyses were conducted to examine the moderating role of employees’ positions on the relationships between those variables.FindingsSupervisors have significantly higher work engagement and lower turnover intentions than line-level employees, whereas job satisfaction does not differ across positions. Employee positions significantly moderate the relationship between absorption and job satisfaction, and the relationship between dedication and turnover intentions.Practical implicationsThis study provides an in-depth analysis for hotel managers to capture work-related factors (i.e. work engagement, job satisfaction and turnover intentions) across employee positions. Dedication is the primary barometer that significantly leads to job satisfaction and reduced turnover intentions compared to vigor and absorption. Although job satisfaction may be boosted by improving employee work engagement (i.e. vigor, dedication and absorption), increasing absorption is not an effective solution to increase supervisors’ job satisfaction. Hotel managers need to carefully monitor supervisors’ levels of dedication, given its focal impact on turnover intentions.Originality/valueThis study is one of the first attempts to examine the differences between line-level employees’ and supervisors’ work engagement (i.e. vigor, dedication and absorption) and its consequences (i.e. job satisfaction and turnover intentions). Findings highlight the unique influence of the individual dimension of work engagement on job satisfaction and turnover intentions. This study reveals the moderating effect of employee positions on the links between engagement dimensions and consequences.

The problems of honorary teachers are quite complex, including income problems, low trust in the organization and dissatisfaction at work. These problems can make honorary teachers have the desire to leave their jobs. The desire to leave a person's job is called turnover intention. One of the factors that can inhibit turnover intention is job embeddedness (work engagement). This study aims to examine the relationship between job embeddedness and turnover intention in honorary teachers. The subjects in this study were honorary teachers. The sampling technique in this study was accidental sampling with the number of participants being 270 honorary teachers. Data was collected using the Global Job Embeddedness Scale (GJES) and Turnover Intention Scale (TIS). The results of the analysis showed a significance value (p) = 0.000 (p0.05) with a correlation value (r) = -0.718 and a determination value of 51.5%. This shows that there is a negative relationship between job embeddedness and turnover intention in honorary teachers. Most subjects are in the category of high job embeddedness and low turnover intention. The benefits of this research can provide insights into the various factors that may encourage honorary teachers to remain in their jobs. By understanding the factors that make them feel connected to their work, educational institutions can develop more effective strategies in the future.Permasalahan guru honorer cukup kompleks di antaranya masalah penghasilan, rendahnya kepercayaan terhadap organisasi dan ketidakpuasan dalam bekerja yang dapat menyebabkan guru honorer memiliki keinginan untuk keluar dari pekerjaannya. Keinginan keluar seseorang dari pekerjaannya disebut turnover intention. Salah satu faktor yang dapat menghambat turnover intention adalah job embeddedness (keterikatan kerja). Penelitian ini bertujuan untuk melihat hubungan antara job embeddedness dengan turnover intention pada guru honorer. Subjek pada penelitian ini adalah guru honorer. Teknik pengambilan sampel pada penelitian ini adalah accidental sampling dengan jumlah partisipan sebanyak 270 guru honorer. Pengumpulan data dilakukan menggunakan Global Job Embeddedness Scale (GJES) dan Turnover Intention Scale (TIS). Hasil analisis menunjukkan nilai signifikansi (p) = 0,000 (p0,05) dengan nilai korelasi (r) = -0,718 dan nilai determinasi sebesar 51,5%. Hal ini menunjukkan bahwa terdapat hubungan yang negatif antara job embeddedness dengan turnover intention pada guru honorer. Mayoritas subjek berada pada kategori job embeddedness tinggi dan turnover intention rendah. Manfaat dari penelitian ini dapat memberikan wawasan mengenai berbagai faktor yang dapat membuat guru honorer bertahan di pekerjaannya, dengan memahami faktor yang dapat membuat mereka merasa terikat dengan pekerjaannya, sehingga nantinya institusi pendidikan dapat mengembangkan strategi yang lebih efektif.

This study aims to analyze the effect of the work environment on turnover intention, by employing the mediating role of job satisfaction and work engagement. A poor work environment is more likely to increase turnover intention, and our study aims to mitigate this effect by using the effects of job satisfaction and work engagement. The study was conducted on hotel employees in Bandung City, West Java, Indonesia. The analytical technique used is the partial least squares method to test the significance of the relationship between research constructs. The results showed that supportive work environment has positive effects on job satisfaction and on employee work engagement. In relation with the effect of job satisfaction, the findings demonstrated its positive and significant influence on employee work engagement. Regarding the turnover intentions, the results found a negative and significant effect of work engagement on employee turnover intention. Mediation analysis reveals the important role of job satisfaction in mediating the relationship between work environment and turnover intention. The conclusion of these findings underscores the role of supportive work environment, increased employee engagement and satisfaction as important antecedents in minimizing turnover intention in the hotel industry. The practical implication for hotel managers is to ensure the active and participatory engagement of employees while remaining focused on creating a supportive and satisfying work environment. Keywords: hospitality, job satisfaction, turnover intention, work engagement, work environment