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Aim The aim of this study was to examine the mediating role of work–family conflict and the moderating role of job autonomy on the association between risk perception of COVID‐19 and job withdrawal among Chinese nurses during the initial disease outbreak. Background Nurses' job withdrawal can not only reduce the quality and efficiency of care but also give rise to turnover during the COVID‐19 pandemic. Thus, it is essential to clarify how and when the risk perception of COVID‐19 influences the job withdrawal behaviours of nurses and to provide guidelines for reducing nurses' job withdrawal. Methods A two‐wave study was conducted among 287 Chinese nurses from 11 COVID‐19‐designated hospitals during the initial outbreak of the disease from March through April 2020. Data on the risk perception of COVID‐19, job autonomy and work–family conflict were collected at time 1, and 1 month later, job withdrawal data were collected at time 2. Model 4 and Model 14 from SPSS macro PROCESS were used to test the mediating effect of work–family conflict and the moderating effect of job autonomy, respectively. Results Work–family conflict mediated 60.54% of the relationship between risk perception of COVID‐19 and job withdrawal. Job autonomy positively moderated the relation between work–family conflict and job withdrawal ( β = 0.12, P < 0.01). Conclusion Risk perception of COVID‐19 influenced nurses' job withdrawal through work–family conflict. Job autonomy exaggerated the association between work–family conflict and job withdrawal. Implications for Nursing Management Managers should provide more supportive resources to help nurses cope with the risk of COVID‐19 to decrease work–family conflict and job withdrawal, and they should strengthen supervision over the work processes of nurses.

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Aims: To investigate the relationship between organizational support and nurse managers' burnout and the serial multiple mediating effects of leadership and resilience.Background: Nurse managers are at a high risk of burnout, especially during the COVID-19 pandemic. However, no research has been done to examine the associations between nurse managers' organizational support, leadership, resilience and burnout.Methods: This cross-sectional study recruited 458 nurse managers from 13 tertiary public hospitals in Jiangsu, China. They completed the Survey of Perceived Organizational Support, the Clinical Leadership Survey, the Resilience Scale and the Maslach Burnout Inventor-Human Service Survey. The serial mediating effect of individual leadership and resilience was estimated using the structural equation modelling method via Mplus 7.0.Results: There were direct and indirect effects of organizational support on burnout, controlling for work variables. Leadership and resilience serially mediate the association between organizational support and burnout (β = À.051, 95% confidence interval: À0.093 to À0.020).Conclusions: Among nurse managers, organizational support may be sequentially associated with improved leadership first and then resilience, which in turn is related to decreased burnout.

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