Social cognitive career theory could explain nurses' turnover intention. However, little is known about how the three core elements of this theory could contribute to nurse-assessed care outcomes, that is, the five aspects of care quality. To examine how self-efficacy, outcome expectations and career interest are related to nurse-assessed care quality aspects. Three-wave data were collected from 438 registered nurses in a major hospital in Taiwan. The elements of social cognitive career theory were measured by using validated scales on self-efficacy, outcome expectations, career interest and care quality aspects. Self-efficacy is positively related to outcome expectations and career interest, whilst career interest is positively related to the following five care quality aspects: assurance, reliability, responsibility, empathy and tangibles. Social cognitive career theory provided an effective framework to identify potential new means to uplift care quality. Increased career interest could be an important means to enhance care quality. Nurse managers could devise means to enhance nurses' self-efficacy and outcome expectations and subsequently improve care quality.

There are important workplace health lessons to be learned from the pandemic. This study summarizes the relationships between workplace safety practices, fear, resources, and employee engagement during the COVID-19 pandemic through a narrative review on articles published between January 2020 and June 2025 using a primary literature search base. Organizations have had to implement workplace safety management practices aligned with their occupational safety and health management systems in response to COVID-19. Safety management practices include safety initiatives and training as well as employee involvement. Methods to increase employee involvement include fear and anxiety. However, although fear and anxiety promote safety compliance and safe behavior, they also wear down employees and increase their work distraction and turnover intentions. Therefore, social and psychological resources need to be strengthened to overcome this dilemma. These resources can also help safety management practices today as the pandemic begins to wind down. Future research should focus on identifying ways to strengthen employees' social and psychological resources without relying on disasters. To this end, an integration of conservation of resource theory and behavioral theory may be useful.

Accountability-based education systems have increasingly emphasized performance monitoring through key performance indicators (KPIs), especially after the so-called “PISA shock” in 2001. While such indicators aim to raise standards, they may also lead educators to perceive goals as rigid and non-negotiable—referred to as Perceiving Goals as . (PGI). Despite growing concern, empirical research on the motivational and psychological consequences of PGI in education remains limited. This study investigates whether PGI is associated with burnout, turnover intention, and intrinsic motivation, and whether these associations are mediated by autonomy satisfaction, autonomy frustration, and self-efficacy. Two large-scale cross-sectional samples were used: 3178 Norwegian teachers (Study 1) and 461 principals (Study 2, replication). Structural equation modeling (SEM) was employed to test direct and indirect associations between PGI and key motivational outcomes. Both models controlled for demographic and school-level covariates. Mediating pathways through autonomy satisfaction, autonomy frustration, and self-efficacy were tested to examine underlying mechanisms. PGI was positively associated with burnout and turnover intention, and negatively associated with intrinsic motivation in both samples. Mediation analyses showed full indirect effects: PGI predicted lower autonomy satisfaction and self-efficacy, and higher autonomy frustration, which in turn predicted worse motivational outcomes. This study underscores the potential psychological costs of rigid goal perceptions in accountability-driven school systems. PGI appears to undermine educators’ motivation and well-being through its detrimental effects on basic psychological needs and perceived competence. These findings highlight the importance of designing goal structures that promote autonomy and self-efficacy in educational settings. • This is the first study to examine psychological consequences of perceiving goals as invariable (PGI) in education. • 40 % of teachers and 27 % of principals reported experiencing PGI as part of their work. • PGI was associated with higher burnout and turnover intention, and lower intrinsic motivation. • These associations were fully mediated by autonomy satisfaction, autonomy frustration, and self-efficacy. • Findings highlight the potential psychological costs of accountability-based goal structures in schools.

High employee turnover continues to challenge veterinary organisations globally, with leadership behaviours and interpersonal dynamics playing an important role in influencing staff retention. Emotional intelligence (EI), particularly as expressed through the quality of feedback exchanged between leaders and team members, may be an important factor in fostering retention by enhancing psychological safety. This study explores the relationship between psychological safety and turnover intention via the feedback quality of veterinary leaders and co-workers. A cross-sectional online survey was distributed to 367 veterinary professionals in Australia and the UK. Participants completed validated scales measuring psychological safety, supervisor and co-worker feedback quality, and turnover intention. Correlation, regression and mediation analyses (via the Monte Carlo method) tested direct and indirect relationships among the variables. Psychological safety was positively associated with high-quality feedback from both supervisors and co-workers and negatively associated with turnover intentions. Importantly, supervisor feedback partially mediated the relationship between psychological safety and turnover intention, indicating that emotionally intelligent feedback from leaders can not only enhance psychological safety but also reduce staff's desire to leave. Co-worker feedback, while positively related to psychological safety, did not mediate the turnover relationship. This study relied on cross-sectional, self-reported data, limiting causal inference and introducing potential biases (e.g., recall and social desirability). Results may not generalise beyond the UK and Australian veterinary sectors. Future longitudinal and experimental studies are warranted. These findings highlight the critical role of emotionally intelligent leadership-particularly skilled, respectful feedback-in fostering safe team environments and improving staff retention in veterinary practice.

Purpose Pakistan’s public hospitals face persistent nurse shortages, and high turnover is a major cause of this problem. This study examines whether workplace bullying increases nurses’ turnover intentions. It focuses on two forms of bullying (work-related and person-related), tests job satisfaction as a mediator and examines self-efficacy as a moderator. Design/methodology/approach Data were collected using a stratified sampling approach from nurses working in government hospitals. The final sample included 448 nurses from public hospitals in Sindh Province. The data were analyzed using Statistical Package for the Social Sciences (SPSS) and SmartPLS 4.0. Findings Both work-related and person-related bullying are linked with lower job satisfaction. Job satisfaction is also linked with lower turnover intention. In addition, job satisfaction explains part of the link between bullying and turnover intention. Self-efficacy moderates the relationship between job satisfaction and turnover intention, such that the negative effect of low job satisfaction on turnover intention is weaker among nurses with higher self-efficacy. Originality/value This study provides practical guidance for hospital managers and human resources (HR) staff seeking to reduce turnover by addressing bullying and improving job satisfaction. It also offers policy-relevant evidence for retention strategies in public healthcare settings in developing countries, including Pakistan.

This study aims to analyze the influence of reward, work-life balance, and burnout on turnover intention among millennial employees (Gen-Y) at PT Petrosea Tbk. – POSB Sorong. The research is motivated by the increasing turnover intention among millennials, who currently dominate the company’s workforce composition. Millennials are characterized by a strong need for meaningful recognition, balanced work and personal life, and a work environment that minimizes prolonged stress. When these expectations are not adequately fulfilled, employees may experience burnout, which potentially escalates their intention to leave the organization. High turnover intention can negatively impact organizational productivity, recruitment costs, and overall stability, making it crucial to understand the factors influencing this phenomenon.This research employs a quantitative associative approach to examine the relationship and influence among variables. The population consists of 62 millennial employees, all of whom were selected as the research sample using a purposive sampling technique. Primary data were collected through a questionnaire using a four-point Likert scale and analyzed using multiple linear regression with the assistance of SPSS software. The analysis procedures included validity and reliability testing, classical assumption testing, multiple regression analysis, and hypothesis testing through partial (t-test) and simultaneous (F-test) evaluations to determine the effect of each independent variable on turnover intention.The findings indicate that work-life balance and burnout have a significant partial effect on turnover intention, whereas reward does not exhibit a significant influence. Collectively, the three variables demonstrate a strong simultaneous impact, explaining 73.1% of the variance in turnover intention. This result underscores that psychosocial factors particularly work-life balance and burnout play a more dominant role than material compensation. Accordingly, the study recommends that organizations prioritize policies to enhance work-life balance, implement strategies to mitigate burnout, and provide non-material rewards aligned with millennial employee preferences to strengthen retention.

Aged care staff are exposed to workplace risk factors that have the potential to considerably impact mental health. This study aimed to explore mental ill health, burnout, and associated occupational factors in a nationwide sample of residential aged care workers in Australia (N = 1085). Cross-sectional online survey data were collected. Rates of depression, anxiety, wellbeing, burnout, and turnover intentions were explored using descriptive statistics. Regression models were used to analyse occupational factors associated with mental ill health, wellbeing, and burnout. One quarter (24%) of participants reported symptoms indicating a probable depressive disorder, and over one third (35%) reported symptoms consistent with an anxiety disorder. Over half (56%) reported burnout at elevated levels. Lower perceived supervisor support and previous assault by a resident/client were associated with significantly higher anxiety, depression, and burnout. These findings suggest there is an urgent need for evidence-based interventions to improve conditions for residential aged care workers, including preventing staff assaults and upskilling managers in supporting the mental health of staff.

BackgroundIn many countries, shortages in the number of nurses and unfavorable working conditions have become a significant problem, leading to an increase in nurses’ intention to leave their jobs. This study aims to determine the effect of nurses’ humanistic care ability on their turnover intention and the possible mediating role of care behaviors in this relationship.MethodsThis study employed a quantitative research approach with a descriptive, cross-sectional design. The study was carried out among nurses from multiple hospitals across Turkey to ensure sample diversity and enhance the generalizability of the findings. The study included a total of 456 nurses. Data analysis was performed using IBM SPSS Statistics 25.0 and the PROCESS 4.1 macro.ResultsResults showed that humanistic care ability had a significant negative direct effect on turnover intention (β = -0.0076, p = .039), while caring behaviors also negatively and significantly influenced turnover intention (β = -0.0076, p < .001). Furthermore, the indirect effect analysis indicated a significant mediating role of caring behaviors in the relationship between humanistic care ability and turnover intention (β = -0.0083, 95% CI [-0.0124, -0.0046]).ConclusionsThe findings indicate that nurses’ care behaviors are effective in reducing turnover intentions and that a humanistic approach plays a mediating role in the relationship between turnover intentions. Incorporating humanistic care models into nursing education and assessing students’ humanistic levels may increase job satisfaction, thereby supporting retention in the profession and enhancing the quality of care.Clinical trial numberNot applicable.

This study examines the role of psychological capital (PsyCap) and motivation in the adjustment and performance of self-initiated expatriate (SIE) nurses in Kuwait's health system, where 95% of the nursing workforce is foreign. Unlike previous research that equates expatriate success solely with adjustment, this study also considers performance as a key outcome. A cross-sectional study was conducted using a convenience sample of 149 SIE nurses from a private Kuwaiti hospital. Data on PsyCap, motivation, adjustment, and performance were collected through an online survey. Partial least squares structural equation modeling (PLS-SEM) was used for analysis. The results indicate that PsyCap has a significant impact on adjustment, motivation, and performance. Furthermore, motivation mediates the relationship between PsyCap and performance. However, motivation does not significantly influence adjustment, nor does adjustment influence performance. To reduce turnover intentions among SIE nurses, hospitals should foster positive PsyCap in candidates and enhance it through training and supportive leadership, ultimately improving both adjustment and performance. This study underscores the pivotal role of PsyCap in enhancing both adjustment and performance among SIE nurses, as well as the mediating effect of motivation in the PsyCap-performance relationship. It also demonstrates that adjustment and performance are distinct dimensions of expatriate success.

Purpose Drawing on conservation of resources theory (COR), this study explores the effect of algorithm transparency on gig workers' turnover intention, along with the mediating role of perceived dehumanization and the moderating role of self-perceived employability. Design/methodology/approach We conducted two studies to test the hypotheses. Study 1 was a scenario-based experiment that collected data from 149 participants. Study 2 was a multi-wave survey that collected data from 194 gig workers. Findings We found that algorithm transparency is negatively related to turnover intention, and perceived dehumanization mediates this relationship. Self-perceived employability moderates the effect of perceived dehumanization on turnover intention and the indirect effect of algorithm transparency on turnover intention through perceived dehumanization, with both effects being stronger when self-perceived employability is high. Originality/value This study deepens the academic understanding of the relationship between algorithm transparency and gig workers' turnover intention, and offers implications for gig platforms to reduce the turnover intention of gig workers.

Purpose This study aims to investigate both direct and spillover effects of psychological contract violation (PCV) on turnover intention (TI), as well as the moderating role of perceived supervisor support (PSS), within the context of consulting professional service firms. Design/methodology/approach In this study, 2 waves of data were collected from a sample of 357 consultants employed by the Big Four consulting firms. Findings The results revealed that PCV by either the consulting or client firm significantly increased TI toward the violating party. Additionally, a bidirectional spillover effect was observed, whereby PCV by the client firm influenced TI toward the consulting firm, and the reverse. Furthermore, PSS buffered the direct effects of PCV on TI. Notably, PSS also mitigated the spillover effect of PCV by the client firm on TI toward the consulting firm, though not the reverse. Originality/value In addition to direct effects, this study identified spillover effects of PCV on TI across multi-agency relationships, contributing to psychological contract research by highlighting a previously overlooked dynamic.

Publisher’s note: The effect of burnout and its dimensions on turnover intention among nurses: a meta-analytic review

Workplace violence (WPV) against emergency department (ED) nurses is a global concern; however, evidence from low- and middle-income countries (LMICs) remains fragmented despite substantial differences in healthcare infrastructure, staffing and policy capacity compared with high-income settings. This review aimed to synthesise the existing literature to identify the prevalence, risk factors, types and impacts of workplace violence against emergency nurses in low- and middle-income countries. Systematic review and meta-analysis. This review was conducted following PRISMA guidelines. Studies were included if they employed quantitative or mixed-methods designs, focused on emergency nurses in LMICs, and reported WPV prevalence. Quality assessment was conducted using the JBI Critical Appraisal Checklist. A random-effects meta-analysis was performed to examine the prevalence of WPV. Four databases, CINAHL, PsycINFO, PubMed and Google Scholar, were searched for studies published between 2015 and 2025. Eleven cross-sectional studies from Africa, Asia, Europe-Asia and South America were included, involving sample sizes ranging from 80 to over 20,000 ED nurses. The pooled prevalence of any WPV was 79% (95% CI: 69%-86%). Verbal violence was the most common form, affecting 82% of nurses (95% CI: 71%-89%). Physical violence was 40% (95% CI: 22%-63%), with substantial heterogeneity across studies. The main risk factors included long waiting times, overcrowding, inadequate staffing and poor security measures. WPV resulted in significant physical, psychological and professional consequences, including stress, depression, burnout and increased turnover intentions. WPV against ED nurses in LMICs is widespread and severe, affecting 79% of nurses, with verbal abuse being the most prevalent. The high prevalence rates highlight the urgent need for targeted prevention strategies, improved workplace safety measures and comprehensive support systems for emergency nurses. We have adhered to relevant EQUATOR guidelines, particularly the PRISMA checklist. No patient or public contribution.

ABSTRACT This study examines how subordinate personality traits and organizational factors influence perceptions of abusive supervision (AS) and turnover intention (TI). Drawing on Social Cognitive Theory and Trait Activation Theory, it proposes that extraversion, neuroticism, conscientiousness, and organizational sanction norms reduce perceived AS, while performance promotion motive buffers its effect on TI. Survey data from 306 full-time salespersons in Pakistan’s food and beverage sector were analysed using PLS-SEM. Findings show that personality traits and organizational norms predict AS perceptions, AS mediates trait-TI relationships, and performance promotion motive moderates the AS-TI relationship, offering theoretical and practical implications for organizations and managers today.

ABSTRACT The present research explores the occurrence of cyberbullying victimization among teachers by both students and their parents and assesses its consequences. The results indicate that 15.4% of teachers reported experiencing cyberbullying victimization by students and/or parents. The examination of the impact of cyberbullying on multiple outcomes shows a concerning pattern: victimized teachers are more likely to experience higher levels of work-related stress, diminished job effectiveness, and increased intent to leave their teaching career. There is a pressing need for school administrators to recognize the severity of the issue and suggestions for policies and intervention strategies are considered.

Employee retention and morale remain critical challenges for organisations in both public and private sectors globally. This study examines the role of Staff Solidarity Funds (SSFs) as innovative employee welfare mechanisms in enhancing organisational commitment and reducing turnover intentions. Drawing on evidence from successful implementations at major Rwandan institutions, including the Rwanda Military Hospital (RMH), Rwanda Energy Group (REG), Water and Sanitation Corporation (WASAC), University of Rwanda (UR), Rwanda Biomedical Centre (RBC), and various government ministries. This research investigates how solidarity funds contribute to employee retention and workplace morale. Grounded in Social Exchange Theory and Organisational Support Theory, the study employs a qualitative case study approach, utilising document analysis and synthesis of institutional practices. Findings reveal that SSFs provide crucial financial support through low-interest loans, emergency assistance, and mutual aid systems, thereby creating reciprocal relationships between employees and organisations. The analysis demonstrates that these funds significantly enhance perceived organisational support, foster workplace solidarity, improve financial wellness, and strengthen organisational commitment. Key success factors identified include transparent governance structures, employee ownership and participation, accessible financial services, and integration with broader human resource management strategies. The study contributes to the literature on employee retention by providing empirical evidence of how solidarity-based welfare systems can address both economic and social needs of employees in developing country contexts. Practical implications suggest that organisations seeking to improve retention should consider implementing SSFs as part of comprehensive employee value propositions, particularly in environments where traditional benefits may be limited. The research proposes a framework for SSF implementation and recommends policy interventions to support the establishment and sustainability of such funds across public and private institutions.

Perceived Organizational Support and its Role in Reducing Turnover Intention Among Healthcare Professionals

The Influence of Employee Engagement and Perceived Organisational Support on Turnover Intention in Manufacturing Sectors

Malaysian Private Security Firms: Linking HRM Practices to Turnover Intention

Organizations increasingly face sudden disruptions, such as the COVID-19 pandemic, which can create profound uncertainty for employees. Drawing on conservation of resources (COR) theory, this study examines how job performance evaluation prior to a disruption is associated with employees’ work outcomes during the disruption. We argue that these recognition signals, as contextual resources, help employees maintain psychological resources under uncertainty, in the form of career satisfaction. We also propose supervisor support during the disruption as a moderator of this relationship, as it renders performance evaluation a socially conferred contextual resource and reinforces its impact. Furthermore, we find that career satisfaction during disruption is positively associated with employees’ perceptions of COVID-19’s impact on the future success of the company, a perceived condition resource, which in turn relates to organizational commitment and lower turnover intentions. Our findings highlight how configurations of resources, such as performance evaluation and supervisor support, are linked to employee responses during periods of high uncertainty. We discuss implications for COR theory, highlight connections to resilience, career shocks, and signaling processes, and provide practical strategies for managing employee attitudes in disruptive contexts.