Turnover Intention Scale Research Articles

Work engagement, resilience and turnover intentions among nurses: a mediation analysis

IntroductionHealthcare organizations experience difficult challenges as a result of nursing staff turnover. This is because it not only interrupts continuity of service but also its financial implications.AimThe purpose of the study was to find out the effects of work engagement on nurses' intentions to leave their jobs while considering resilience as a mediating factor.MethodsThe study used a descriptive-analytical design using a survey questionnaire on nurses working in different healthcare settings. The Utrecht Work Engagement Scale, the Brief Resilience Scale, and the Turnover Intention Scale were among the validated scales that were employed. The hypothesized relations were tested using descriptive and mediation analyses at a significance of <0.05.ResultsThough the turnover intention (n = 3.83 ± 1.42) and the level of work engagement (n = 4.03 ± 1.32) among nurses were high, their level of resilience of nurses was average (n = 2.48, SD: 0.63). Resilience had a negative association with turnover intention (β = − 0.5699, p < .0001), and there was also a significant negative association between work engagement and turnover intentions among nurses with resilience mediating the relationship (β = -0.0367, p < .05).ConclusionDisengaged nurses are more likely to leave their jobs. Moreover, resilience acts as a mechanism through which work engagement influences turnover intentions. The study emphasizes the need to encourage work engagement among nurses to lessen intentions to leave the profession. Among factors that can improve work engagement and resilience to reduce turnover include conducting regular engagement assessments, fostering positive workplace cultures, employing flexible scheduling practices, and offering resources for personal and professional development.

Workplace interpersonal relationships and turnover intentions among care workers working in older adult care facilities in Japan: a mediation analysis comparing direct and mediated effects via psychological distress

BackgroundThis study aimed to investigate the relationship between workplace interpersonal relationships, psychological distress, and turnover intentions among care workers working in older adult care facilities.MethodsAn anonymous online survey among 811 care workers in Tottori Prefecture, Japan, was conducted between November and December 2023. The data were collected using the Workplace Interpersonal Problems Scale for care workers (WIPS), the K6 scale to assess psychological distress, the Turnover Intention Scale and basic attributes. Responses were obtained from 254 participants with a response rate of 31.3%. The low response rate suggests that selection bias may have affected the results of this study.ResultsThe results of the mediation analysis for the WIPS subscale which was adjusted for basic attributes show that the direct effects of insufficient communication and a sense of unfair workload were stronger than the mediating effects of psychological distress (Insufficient communication: direct effect: β = 0.319 [95% CI = 0.192, 0.459]; mediation effect: β = 0.194 [95% CI = 0.105, 0.285]), sense of unfair workload: direct effect: β = 0.314 [95% CI = 0.187, 0.443]; mediation effect: β = 0.190 [95% CI = 0.113, 0.268]). In these other four WIPS subscales, psychological distress was partially mediated (bullying: direct effect: β = 0.207 [95% CI = 0.091, 0.322]; mediation effect: β = 0.204 [95% CI = 0.135, 0.290], different attitudes to care work: direct effect: β = 0.278 [95% CI = 0.140, 0.401]; mediation effect: β = 0.204 [95% CI = 0.128, 0.293], difficulty in guidance for subordinates/new staff: direct effect: β = 0.207 [95% CI = 0.072, 0.329]; mediation effect: β = 0.219[95% CI = 0.141, 0.313], labeling: direct effect: β = 0.198 [95% CI = 0.073, 0.330]; mediation effect: β = 0.211 [95% CI = 0.143, 0.287]).ConclusionsThis study revealed that some workplace interpersonal problems have a stronger direct effect on turnover intentions, whereas others have a stronger mediating effect on turnover intentions through psychological distress. Workplace interpersonal problems are predictors of turnover intentions among care workers working in elderly care facilities, and different workplace interpersonal problems may be targeted for intervention to reduce turnover intentions.

Spirituality and Work-Related Outcomes Among Nurses During the COVID Pandemic: An Observational Study.

This study aimed to identify the spiritual responses of nurses providing direct patient care during the COVID pandemic and explore how religious/spiritual struggles are associated with selected nurse outcomes. A quantitative, cross-sectional observational study was conducted, based on the STROBE checklist, with 364 registered nurses recruited via convenience sampling between January 24 and March 12, 2022, in hospitals in Iran admitting COVID-19 patients. Data were collected through a self-report questionnaire, including the Moral Injury Symptom Scale-Health Professionals, Religious/Spiritual Struggles Scale-Short Form, Posttraumatic Growth Inventory, Job Satisfaction Scale, Copenhagen Burnout Inventory, Turnover Intention Scale, and Employee Engagement Scale. Nurses reported high levels of moral injury during the pandemic, with an average score of 43.79 ± 15.20. Religious/spiritual struggles were generally low, with demonic struggles scoring the lowest (0.36 ± 0.68) and ultimate meaning struggles the highest (1.54 ± 0.99). Posttraumatic growth scores for spiritual change were moderately high (26.17 ± 4.73). Work-related burnout was moderate (64.31 ± 100.00), intention to leave was low (8.84 ± 3.92), and job satisfaction was moderate (3.67 ± 1.75). The study found that nurses experienced both positive and negative spiritual responses during the pandemic. While most nurses reported a high level of moral injury and moderate job satisfaction, they experienced low religious/spiritual struggles and some spiritual growth. Incorporating spirituality into nursing practice may enhance professional fulfilment and nurse outcomes.

Burnout and Turnover Intention Among Community and Hospital Pharmacists in Metro Manila, Philippines

Burnout among pharmacists is an increasingly urgent concern, with previous studies emphasizing its physical, psychological, and occupational consequences. However, limited research has explored specific burnout experiences and their impact on turnover intentions among Filipino pharmacists. This study examined the association between burnout, its symptoms, and turnover intentions among pharmacists in Metro Manila, Philippines. We used the Burnout Assessment Tool and Turnover Intention Scale to conduct a cross-sectional study among 300 community and hospital pharmacists. A multiple logistic regression analysis examined the association between burnout and turnover intentions among pharmacists. Of the 300 pharmacists, 73.0% were at risk of or experiencing severe burnout, and 75.7% reported a turnover intention. Pharmacists at risk of or experiencing severe burnout showed a higher likelihood of leaving their jobs (Adjusted Odds Ratio [AOR] = 7.59; 95% Confidence Interval [CI] = 3.68, 15.64), especially if they felt exhausted (AOR = 2.49, 95% CI = 1.27, 4.89) or mentally distant (AOR = 3.92, 95% CI = 1.95, 7.86) from their work. Furthermore, dissatisfaction with salary, lack of incentives and promotions, and insufficient staffing emerged as other factors associated with the desire to leave. Addressing pharmacists’ physical and mental well-being, alongside workplace improvements, is crucial for reducing turnover intentions.

Effects of Resilience and Personal Accomplishment on the Relationship Between Quality of Work Life and Turnover Intention Among Newly Employed Nurses.

Turnover among newly employed nurses is an indicator of workforce stability in healthcare organizations. The factors influencing turnover intention in this group are complex and differ by generation. The relationships among variables including work-life quality, personal accomplishment, resilience, and turnover intention have been explored separately. However, a knowledge gap exists in terms of scholarly understanding regarding the respective impacts of perceived personal accomplishment and resilience on the relationship between work-life quality and turnover intention. This study was designed to explore the respective effects of resilience and personal accomplishment on the relationship between work-life quality and turnover intention. A cross-sectional approach was used, and 387 newly employed nurses who had worked for just 1 month at six medical centers in Taiwan were enrolled as participants. The following four instruments were used for data collection: Quality of Nurse Work-life Scale, Connor-Davidson Resilience Scale, the personal accomplishment subscale of the Maslach Burnout Inventory, and Turnover Intention Scale. Hayes PROCESS analysis method was used to analyze the influence of resilience and personal accomplishment on the relationship between work-life quality and turnover intention. There was a positive correlation among work-life quality, resilience, and personal accomplishment, and a negative correlation was found between all three variables and turnover intention. Resilience was found to negatively mediate the relationship between work-life quality and turnover intention ( B = -.032, p < .001). The moderating effect of work-life quality on personal accomplishment was significant ( B = .012, p < .05). Work-life quality and sense of personal accomplishment explained 61% of the variance in resilience. Work-life quality and resilience explained 50.5% of the variance in turnover intention. Furthermore, sense of personal accomplishment moderated the mediating effect of resilience on the relationship between work-life quality and turnover intention. Resilience mediates the relationship between work-life quality and turnover intention, whereas personal accomplishment may moderate the mediating effect of resilience in the relationship. Administrators should provide strategies to improve professional competence and improve psychological capacity in new nurses to increase their sense of personal accomplishment and resilience to decrease turnover intention.

Predictors of Croatian nurses' turnover intention: A cross-sectional study

The turnover intention rate among nurses is very high both worldwide, and in Europe. It is related to personal and professional factors that contribute to the decision to leave or stay. This descriptive cross-sectional study aimed to identify the personal and professional predictors that contribute to nurses’ turnover intention in Croatia. A convenient sample of 448 nurses employed in public general hospitals was used. The Practice Environment Scale of the Nursing Work Index questionnaire and the Turnover Intention Scale were applied. A logistic regression model was used to determine the associations between nurses' turnover intention and their personal and professional factors. The results indicate that both types of factors can influence nurses’ turnover intention. The associations between turnover intention and personal factors such as age (p = 0.033), gender (p = 0.023), job satisfaction (p < 0.001), and social satisfaction (p = 0.006), were recorded. Nurse participation in hospital affairs (p = 0.026), and the nurse manager ability, leadership, and support of nurses (p = 0.002), which are professional factors were also associated with turnover intention. In order to prevent turnover intention, continuous measures need to be planned and implemented to increase nurses' satisfaction and improve their working environment.

Psychometric evaluation of the Chinese version of the nurse turnover intention scale: a translation and validation study

BackgroundGlobally, the issue of high nurse turnover rates is prevalent in China. The COVID-19 pandemic exacerbated the attrition rate of nurses. Turnover intention is the most reliable predictor of nurse turnover. However, there is currently a lack of proper evaluation tools in China. This study aimed to translate the Nurses Turnover Intention Scale (NTIS) into Chinese and examine the psychometric characteristics of the Chinese version of the NTIS among clinical nurses in China.MethodsApproximately 418 nurses were recruited from three tertiary general hospitals in Jiangxi, Guangdong, and Zhejiang provinces. This study used Brislin’s double-back translation, back-translation, and cross-cultural adaptation methods to translate the scale. Internal consistency, split-half reliability, and test-retest reliability were used to measure the reliability of the Chinese scale version. The validity of the Chinese scale version’s content was evaluated via the Delphi method. Exploratory and confirmatory factor analyses were carried out to evaluate the construct validity of the Chinese scale versions. In exploratory factor analysis, principal component analysis and maximum variance rotation method were used in this study. In the confirmatory factor analysis, Amos 24.0 software was used for analysis.ResultsThe NTIS in Chinese has ten elements: a Cronbach α coefficient of 0.864, a Cronbach α coefficient of 0.852∼0.903 for the three dimensions, and a split-half reliability and test-retest reliability of 0.878 and 0.960, respectively. This indicates that the Chinese version of the NTIS has good internal consistency and time stability. The scale-level content validity index (S-CVI) was 0.957, which indicated that the Chinese version of NTIS had good content validity. The total variance contribution rate was 79.055%, and three common factors were identified via exploratory factor analysis. The examined three-factor structure was confirmed by confirmatory factor analysis, which confirmed that all fit indices were appropriate.ConclusionsThe Chinese version of the NTIS was appropriate in terms of reliability and validity. This scale can be used to evaluate nurses’ turnover intention, and the outcomes can aid nurse management in designing training initiatives and implementing preventive measures to decrease nurse turnover.

Investigating the Relationship Between Psychological Contract, Apprenticeship Participation, and Ethnic Papuan Turnover Intention

The study’s overarching goal was to look at how ethnic Papuans’ intentions to leave their current positions relate to their involvement in apprenticeship programs, the psychological contract, and other similar concepts, at the Nemangkawi Mining Institute IPN. Methods from the relational and transactional psychological contracts were used in this study. Through the privatized institution in the Mimika area and other contracting organizations, 110 persons took part in the apprenticeship program. We used the following tools for our measurements: the apprenticeship participation rate, the turnover intention scale, and psychological contracts. The multiple regression analysis yielded an F-value of 25.273, indicating statistical significance at the p&lt;0.01 level. This data lends credence to the study premise that apprenticeship involvement and psychological contracts significantly impacts turnover intention. In forecasting desire to leave, psychological contracts and apprenticeship participation account for 39.9% of the total contribution value. Keywords: Papua ethnicity, intention turnover, apprenticeship participation, psychological contract, contractor workers

The effect of career compromise on nurses’ turnover intention: the mediating role of job satisfaction

AimWe aimed to examine the relationships among nurses’ career compromise, job satisfaction, and turnover intention and the mediating role of job satisfaction in the relationship between career compromise and turnover intention.BackgroundNurses are prone to career compromise when there is a discrepancy between the reality of their job and their personal career expectations due to personal or family factors. High levels of career compromise may have a significant impact on turnover intentions through low job satisfaction, thereby affecting the stability of the nursing workforce. There is a paucity of research on the impact of nurses’ career compromise on turnover intentions.MethodThis was a cross-sectional research design of nurses in hospitals in Guangdong Province using a convenience sampling method. The Career Compromise Scale (CCS), Job Satisfaction Scale (JSS), and Turnover Intention Scale (TIS) were used. The obtained data were analyzed through descriptive statistics, Spearman’s correlation coefficient, and the mediating effect of perceived organizational support was tested through the PROCESS macro mediation model in SPSS.ResultsData from 821 nurses who met the inclusion criteria were analyzed. The total score of nurses’ turnover intention was 14.68 ± 4.32. Spearman’s correlation analysis showed that career compromise was negatively correlated with job satisfaction (r = -0.594, p < 0.01), job satisfaction was negatively correlated with turnover intention (r = -0.471, p < 0.01), and career compromise was positively correlated with turnover intention (r = 0.544, p < 0.01). The mediating effect of job satisfaction on the relationship between career compromise and turnover intention has been demonstrated. The mediating effect is significant, with a value of 0.056, representing 25.71% of the total effect.ConclusionsThe turnover intention of nurses in Guangdong Province is high. Job satisfaction mediated the relationship between career compromise and turnover intention. This study further enriches JD-R theory and COR theory and provides new perspectives for nurse managers to develop intervention strategies to stabilize the nursing workforce and reduce turnover.

The impact of moral resilience on nurse turnover intentions: the mediating role of job burnout in a cross-sectional study

BackgroundHigh nursing staff turnover is a critical issue that negatively impacts the quality of care and patient safety. Turnover intentions, a key predictor of actual turnover, reflect an individual’s likelihood of leaving their current position. Understanding the underlying mechanisms driving nurse turnover intentions is crucial for developing targeted interventions to stabilize the nursing workforce globally.ObjectivesThis study aims to explore the relationship between moral resilience, job burnout, and turnover intentions among nurses, focusing on the mediating role of job burnout in this relationship.DesignThis study employed a quantitative, cross-sectional design.MethodsA convenience sample of 322 registered nurses was recruited from two tertiary hospitals in China between August and October 2023. Data were collected using the Chinese version of the Rushton Moral Resilience Scale (Chi-RMRS), the Maslach Burnout Inventory (MBI), and the Turnover Intention Scale. Data analyses were conducted using SPSS 26.0 and Amos 21.0. The study followed the STROBE guidelines for observational research.Ethical considerationBefore the commencement of data collection, the Institutional Review Board of Hunan Traditional Chinese Medical College (YXLL202401004) granted ethical approval.ResultsThe proposed model exhibited an excellent fit to the data, with fit indices as follows: χ2/df = 1.819, CFI = 0.977, TLI = 0.961, RMSEA = 0.072 (90% confidence interval [CI]: 0.033 to 0.107). The structural equation model revealed that moral resilience was inversely associated with job burnout and turnover intentions. Furthermore, job burnout fully mediated the relationship between moral resilience and turnover intentions (β = −0.473, p = 0.007). Further analysis indicated that the depersonalization component of job burnout was the sole mediator in the relationship between moral resilience and turnover intention (β = -3.934, 95% CI [-5.837, -1.932]).ConclusionThe findings indicate that moral resilience among nurses is negatively associated with turnover intentions, with this effect fully mediated by the depersonalization dimension of job burnout. Enhancing moral resilience in nurses may be valuable strategy for healthcare administrators to mitigate job burnout and subsequently reduce turnover intentions.

The effect of inclusive leadership on turnover intention of intensive care unit nurses: the mediating role of organization-based self-esteem and interactional justice

BackgroundIntensive Care Unit nurses are related to the medical quality and life outcome of critically ill patients. In the context of nurse shortage, it is of great significance to reduce the turnover intention of Intensive Care Unit nurses. Inclusive Leadership, organizational-based self-esteem and Interactional Justice are important factors affecting the turnover intention of Intensive Care Unit nurses. However, for the special group of Intensive Care Unit nurses, there are few studies that explore the associations between these factors. This study explores the effect of inclusive leadership on the turnover intention of Intensive Care Unit nurses and the potential mediation through organizational-based self-esteem and interactional justice.MethodA cross-sectional study design was used to investigate 460 Intensive Care Unit nurses in 4 general hospitals in northern China. The scales used in this study include the inclusive leadership scale, the organization-based self-esteem scale, the interactional justice scale and the turnover intention scale. SPSS 27.0 was used for descriptive analysis and Pearson correlation analysis. AMOS 25.0 was used to construct structural equation model and Bootstrap test.ResultsThe results showed that the turnover intention of Intensive Care Unit nurses was higher (2.05 ± 0.67). Inclusive leadership had a negative predictive effect on turnover intention (β=-0.27, P < 0.001), and organizational-based self-esteem and interactional justice played a chain mediating role in the relationship between them (β=-0.051, P < 0.05).ConclusionsInclusive leadership is significantly related to the turnover intention of Intensive Care Unit nurses, and organizational-based self-esteem and interactional justice play a chain mediating role between the two. When medical institutions and nursing managers intervene to reduce the turnover intention of Intensive Care Unit nurses, they should not only focus on inclusive leadership but also consider the impact of organizational-based self-esteem and interactional justice on turnover intention, in order to develop effective talent retention strategies.

Hindrance stressors and turnover intentions among preschool teachers: The mediating role of work engagement and the moderating effect of meaningful work

BackgroundTeacher turnover in preschool settings poses significant challenges to educational quality and stability. Understanding the factors that influence turnover intentions is crucial for developing effective retention strategies. ObjectiveThis study aims to explore the relationships between hindrance stressors and turnover intentions among preschool teachers, with a particular focus on the mediating role of work engagement and the moderating effect of meaningful work. MethodsParticipants were recruited from Shanghai, China. The study involved 220 preschool teachers, with a mean age of 32.35 years, the majority of whom were female. All participants completed the Hindrance Stressors Scale, the Turnover Intention Scale, the Work and Meaning Inventory, and the Utrecht Work Engagement Scale. ResultsFindings indicate a positive association between hindrance stressors and turnover intentions, partially mediated by decreased work engagement. Additionally, meaningful work was found to moderate the relationship between hindrance stressors and work engagement; it can mitigate the adverse effects of hindrance stressors on work engagement. ConclusionAddressing hindrance stressors and fostering work engagement and meaningful work are essential for mitigating turnover intentions. These insights offer valuable guidance for educational administrators in enhancing teacher retention and improving workplace well-being.

Turnover Intention’s Employees Retail: The Role Performance And Work Engagment

This study aims to determine the effect of employee performance and work engagement on turnover intention both partially and simultaneously at retail organization. This research uses a quantitative approach. The sampling used is accidental sampling through google form with a total of 496 respondents of retail organization employees. Employee performance measurement tools are measured by the Individual Work Performance Questionnaire (IWPQ) of 18 items. Work engagement is measured by the Utrecht Work Engagement Scale-9 (UWES-9) with a total of 9 items. Turnover intention was measured by Turnover Intention Scale (TII) by Mobley with 3 items. Data were processed using Jamovi 2.4 software with multiple linear regression models. Hypothesis testing results show that employee performance has no effect on turnover intention. While the work engagement variable has a negative effect on turnover intention. Simultaneously, employee performance and work engagement positively affect turnover intention by 6.7%.

Karyawan Generasi Y Perusahan Startup Pulau Jawa: Workplace Incivility dan Turnover Intention

Millennials working in startup companies today have faced workplace incivility, which can increase an employee's turnover intention to leave the company. This condition can lead to prolonged stress and potentially trigger burnout and job dissatisfaction. This study aims to determine the relationship between workplace incivility and turnover intention in millennial generation employees in startup companies on the island of Java. This research design is quantitative - correlational. This study has 71 subjects of generation Y employees who work in startup companies on the island of Java. The workplace incivility instrument uses the workplace incivility Scale adapted from Yuniasanti (2019) and the Turnover Intention instrument uses the Turnover Intention Scale adapted from Trisevila (2023). With data analysis using product moment. Based on the results of data analysis, it shows that there is a positive relationship between workplace incivility and Turnover Intention in millennial generation employees in startup companies on the island of Java.

Validation of the Hungarian version of the 6-item turnover intention scale among elderly care workers

This research examines the psychometric characteristics and reliability of the 6-item turnover intention scale (TIS-6) by Bothma and Roodt (SA J Hum Resour Manag 11:a507, 2013) on a Hungarian sample. The internal validity of the TIS-6 was assessed using data from 269 Hungarian elderly care institution workers. Confirmatory factor analysis was performed to analyse the structural validity. Convergent and discriminant validity were examined with questions on job characteristics and using the Maslach Burnout Inventory and Effort-Reward Imbalance Scale. IBM SPSS 28.0 software was used for the statistical analysis, and the results were considered significant at p < 0.05. The internal consistency of the questionnaire's scale proved to be acceptable (α = 0.826). Convergent validity was confirmed by the relationships between the components of the questionnaire and burnout (rs = 0.512; p < 0.001; rs = 0.419; p < 0.001) and workplace stress (rs = 0.565; p < 0.001; rs = 0.310; p < 0.001). There were significant differences between the TIS-6 scores among the groups with different degrees of burnout (p < 0.001), which indicated adequate discriminant validity of the questionnaire. The structural validity of the questionnaire was acceptable, and the scale questions fit well. The Hungarian version of the TIS-6 scale is a valid and reliable tool for assessing turnover intention among elderly care institution workers in Hungary.

Social wellbeing profiles: associations with trust in managers and colleagues, job satisfaction, and intention to leave.

This study aimed to determine latent social wellbeing profiles and investigate differences between the profiles in terms of trust in managers and colleagues, job satisfaction, intention to leave, and demographic variables (age and service years). Permanently employed individuals of a South African utility organization participated in the study (N = 403). The Social Well-being Scale, Workplace Trust Survey, Job Satisfaction Scale, and Turnover Intention Scale were administered. Four social wellbeing profiles were identified: socially disconnected (19.11%), socially challenged (31.27%), socially adequate (22.30%), and socially thriving (27.33%). Individuals in the socially thriving profile were significantly more inclined to experience job satisfaction and had lower intentions to leave than individuals in the other social wellbeing profiles. Two demographic variables, namely, age and service years, were associated with profile membership. This study provided a nuanced understanding of social wellbeing by identifying patterns in which social contribution, social integration, social actualization, social coherence, and social acceptance interacted within individuals in a population, which might otherwise not have been evident. The differing levels of social wellbeing among these profiles have substantial implications for job satisfaction and staff retention.

Collective teacher efficacy and turnover intentions in Turkish high schools: Mediating role of organizational commitment

Teacher continuity is one of the prerequisites for a school to fulfill expected organizational roles. Various organizational problems, notably low academic achievement, are observed at schools where personnel turnover is high. Therefore, it is necessary to disclose the teachers' turnover intention drivers. Though they are limited in number, previous studies have revealed that collective teacher efficacy is one of the critical factors influencing turnover intention. However, researchers have yet to focus on the holistic effects of collective teacher efficacy and organizational commitment on turnover intention. Therefore, the current study aims to test the innovative model developed to explore the direct and indirect relations among collective teacher efficacy, organizational commitment, and turnover intention. The data were collected from 607 teachers working in public high schools in 12 different regions of Turkey using a stratified sampling technique. The collective teacher efficacy, organizational commitment, and turnover intention scales were used as data collection tools. Structural equation modeling was used to analyze the data. As a result of the analyses, it was found that collective teacher efficacy was negatively related to teachers' turnover intentions. The results of the analysis confirm that organizational commitment is an essential mediator between collective teacher efficacy and turnover intention. Strengthening collective teacher efficacy in schools is vital to reduce teachers' turnover intentions. In addition, increasing organizational commitment will positively reduce teachers' turnover intentions. The current study is expected to contribute to research focusing on the effects of collective teacher efficacy on teachers' turnover intentions.

Abusive supervision and nursing students’ intention to leave the nursing profession: a moderated mediation model of emotional exhaustion and the nurse-patient relationship

BackgroundExploration of the relationship between nursing students’ abusive supervision and their future intention to leave the nursing profession before completing the final clinical practicum is critical to the issue of nursing staff shortages and how to alleviate them. In order to further dissect the factors influencing turnover intention among student nurses in clinical practice, our study used the conservation of resources theory and job demands-resources model to explain the specific pathways that influence student nurses’ intention to leave the nursing profession, with particular focus on nursing students’ personality traits and certain organizational factors.MethodThis study followed a cross-sectional design. Between March and May 2022, a convenience sampling method was used to select 531 nursing students from two medical universities in Fuzhou. The Abusive Supervision, Emotional Exhaustion, Nurse-Patient Relationship, and Turnover Intention Scales were employed to collect data. The PROCESS macro (Models 4 and 7) for SPSS 25.0 by Hayes and 5,000 bootstrap samples were used to examine the moderation and mediation impacts.ResultsAbusive supervision was found to significantly positively predict nursing students’ intention to leave the nursing profession. Emotional exhaustion significantly mediated the relationship between abusive supervision and an intention to leave the nursing profession. The moderating effect of the nurse-patient relationship in the mediation model was also found to be significant.ConclusionsAbusive supervision by clinical teaching staff is a work-related stressor that leads to emotional exhaustion, consequently decreasing nursing students’ future intention to work as a nurse. A nurse-patient relationship based on trust could buffer the negative effect of abusive supervision on emotional exhaustion. Healthcare organizations and nurse educators should implement programs that educate and train individuals about abusive supervision, emotion regulation, and positive nurse-patient relationships; this would serve to decrease nursing students’ intention to leave the nursing profession. This study provides relevant implications for helping nursing instructors develop effective intervention strategies to retain talented nursing personnel.

An Empirical Study of Turnover Intentions Among Nurses In Lucknow (UP) Hospitals: Insights from Socio-Demographic Factors and Perceptual Assessment

An Empirical Study of Turnover Intentions Among Nurses In Lucknow (UP) Hospitals: Insights from Socio-Demographic Factors and Perceptual Assessment

Effects of perceived stress on turnover intention of female healthcare staff: a serial multiple mediation model

BackgroundHealthcare staff in China, especially females, work in a high-pressure, high-load, and high-risk environment, which affects the physical and mental health, the efficiency and quality of work, and increases turnover intention. The present study investigated the relationship between perceived stress and turnover intention in female healthcare staff, and the effects of future-oriented coping and work-family balance on this relationship.MethodsFour hundred thirty-five female medical workers were recruited to perform a perceived stress scale, future-oriented coping inventory, work-family balance scale and turnover intention scale. Meanwhile, serial multiple mediation analysis was performed using PROCESS.Results1) Perceived stress positively predicted the level of turnover intention in female healthcare staff; 2) Preventive coping and proactive coping showed mediation effects on the relationship between perceived stress and turnover intention, and preventive coping positively related to proactive coping; 3) The work-family balance also showed mediation effects on the relationship between perceived stress and turnover intention; 4) Preventive coping, proactive coping and work-family balance showed a serial multiple mediation on the relationship between perceived stress and turnover intention in female healthcare workers.ConclusionsPerceived stress affects the level of turnover intention in female healthcare staff through preventive coping, proactive coping, and work-family balance. In addition, the sequential model of future-oriented coping was validated among female healthcare staff.