Association Between Dimensions of Professional Burnout and Turnover Intention Among Nurses Working in Hospitals During Coronavirus Disease (COVID-19) Pandemic in Iran Based on Structural Model

Karimi, Leila; Raei, Mehdi; Parandeh, Akram

doi:10.3389/fpubh.2022.860264

Cited by 16 publications

(11 citation statements)

References 38 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

“…Also, this study confirms that male HCPs intent to leave their profession than females; these findings are congruent with a previous conclusion 38 . On the other hand, some studies found no relationship between the intent HCPs to leave the job and their socio‐demographic variables 39,40 …”

Section: Discussionsupporting

confidence: 90%

“… 38 On the other hand, some studies found no relationship between the intent HCPs to leave the job and their socio‐demographic variables. 39 , 40 …”

Section: Discussionmentioning

confidence: 99%

“…38 On the other hand, some studies found no relationship between the intent HCPs to leave the job and their socio-demographic variables. 39 The current study may shed light on some clinical practice and leadership implications, such as presenting clear policies that aim to protect HCPs during such pandemics and offering support from leaders. These points could increase their self-confidence, improve their morale, motivate them, and decrease their intention to leave the job.…”

Section: Agementioning

confidence: 97%

See 2 more Smart Citations

Healthcare providers' intention to leave their jobs during COVID‐19 pandemic: A cross‐sectional study

Alnaeem

Hamdan‐Mansour

Nashwan

et al. 2022

Health Science Reports

View full text Add to dashboard Cite

Background and Aims During the coronavirus pandemic (COVID‐19), healthcare providers confronted risks of disease transmission to themselves and their family members, resulting in physical and psychological burdens. This might affect their decisions to leave their jobs temporarily or permanently, fearing infection and protecting their families. This study examined the factors related to the intention to leave a job among healthcare providers during the COVID‐19 pandemic in Jordan. Methods A cross‐sectional correlational design was used to collect data using a convenience sample of 557 healthcare providers working in different sectors across Jordan. Data were collected using a self‐administered questionnaire about the intention to leave jobs during the pandemic. Results The sample included 368 females (63.8%) and 209 males (36.6%) participants. The mean age of participants was 30.8 years (SD = 6.65). Differences found in intention to leave job during COVID‐19 in relation to age ( t = 2.60, p < 0.05), gender ( X 2 = 4.25, p < 0.001), and marital status ( X 2 = 18.2, p < 0.001). Participants with a high risk of exposure to COVID‐19 and who experienced higher workloads had higher scores of intention to leave their job during COVID‐19, while being married had lower scores. Conclusions Policy‐makers need to pay attention to young and single healthcare providers during the COVID‐19 pandemic to prevent them leave their job. Crucial guidelines for managing workload during the COVID‐19 pandemic are needed. Policy‐makers during pandemics have to protect healthcare providers who feel they are at high risk of infection.

show abstract

Section: Discussionsupporting

confidence: 90%

“… 38 On the other hand, some studies found no relationship between the intent HCPs to leave the job and their socio‐demographic variables. 39 , 40 …”

Section: Discussionmentioning

confidence: 99%

Section: Agementioning

confidence: 97%

See 1 more Smart Citation

Healthcare providers' intention to leave their jobs during COVID‐19 pandemic: A cross‐sectional study

Alnaeem

Hamdan‐Mansour

Nashwan

et al. 2022

Health Science Reports

View full text Add to dashboard Cite

show abstract

“…This makes the head nurse most personally aware of the management of the leadership relationship and they possess the maximum experience which contributes to their high sense of psychological safety. Additionally, for head nurses and above, their sense of personal achievement was also acquired at work; personal achievement is a predictor of nurses’ turnover intention ( Karimi et al, 2022 ). When a person’s social status, personal income, and sense of achievement is acquired at work, they have a strong sense of belonging and identity toward the organization, higher psychological ownership, and lower turnover intention.…”

Section: Discussionmentioning

confidence: 99%

Inclusive leadership can improve nurses’ psychological ownership and reduce their turnover intention under the normalization of COVID-19 prevention

2023

View full text Add to dashboard Cite

IntroductionThe COVID-19 pandemic continues to impact people’s lives and professions worldwide. Chinese nurses face immense work pressure under the normalization of COVID-19 prevention and control, resulting in greater turnover intention. It is, therefore, crucial to study the mechanisms that influence the turnover intention of nurses in this situation.ObjectiveMany studies have examined the impact of leadership style on nurses’ turnover intention; however, few researchers have investigated this influence during the COVID-19 pandemic. Based on the leader-member exchange theory, this study empirically studied the effect of inclusive leadership on turnover intention of nurses under the normalization of COVID-19 prevention and control in China, while assessing the mediating role of psychological ownership.DesignCross-sectional study with multi-center data.ParticipantsTwo thousand, two hundred ninety-nine registered nurses from 17 hospitals in China were recruited from January to March, 2022, under the normalization of COVID-19 prevention and control in China.MethodsA demographic questionnaire and scales of inclusive leadership, psychological ownership, and turnover intention integrated into an online survey were sent to registered nurses of different hospitals. Maximum likelihood structural equation modeling (ML-SEM) was used to analyze data.ResultsIndependent variable inclusive leadership has a significant effect on the overall turnover intention of nurses, p < 0.001. The direct effect path coefficient from inclusive leadership to psychological ownership is significant, p < 0.001. The direct effect path coefficient from psychological ownership to turnover intention is significant, p < 0.001. The indirect effect path coefficient from inclusive leadership to turnover intention is significant, p < 0.001.ConclusionPsychological anxiety, burnout, turnover intention, and even suicidal thoughts were the main symptoms of Chinese nurses under the normalization of COVID-19 prevention and control in China. The absence of a mechanism to counteract these negative conditions may ultimately lead to personal psychological distress for nurses and collapse of the healthcare system. Inclusive leadership can improve nurses’ psychological ownership level and reduce their turnover intention by treating them fairly, providing them with opportunities for self-development, paying attention to communication with them, and increasing their sense of belonging, self-efficacy, and self-identity.

show abstract

“…Nurse turnover rates in several a uent countries, such as Australia, the United States, and New Zealand, range from 15.1-44.3% [2]. The turnover rate for newly graduating nurses in Korea is 42.7% [3], whereas in China, which has a severe shortage of nurses, the rates are as high as 59.6% and 79.4% in April and August of the rst year, respectively, and 71.8% of newly graduated nurses tend to quit their jobs within the rst year [4].Moreover, psychological issues during COVID-19 led several nurses to resign or reevaluate their career choices [5]. The di culties are signi cantly greater for newly graduated nurses in this circumstance [6].According to a study [7], to ease the nursing workface shortage, guarantee a su cient and quali ed future workforce, and stabilize the nursing workforce, particular consideration should be given to freshly graduated nurses and their well-being.…”

mentioning

confidence: 99%

"Discovering shine through feedback seeking"---Feedback seeking among new graduate nurses: a qualitative study

Zhang

Shen

Yao

et al. 2023

Preprint

View full text Add to dashboard Cite

Background：Feedback is critical to improving practitioners' clinical practice and professional growth. Although new graduate nurses are still considered junior practitioners, their feedback-seeking experiences have yet to be investigated. This study aimed to understand the fundamental thoughts and experiences of new graduate nurses regarding feedback seeking and to identify the main factors that influence their feedback seeking behaviors. Methods：In-depth interviews were conducted among newly graduated nurses using qualitative exploratory semi-structured interviews in four hospitals in the Zhejiang Province, China. Interview data were evaluated using Colaizzi 7-step phenomenological data analysis. The COREQ checklist was followed. Results：From the data gathered, 13 categories emerged, which were then categorized into four central elements: (1) perceptions and attitudes, (2) drivers, (3) dilemmas and needs, and (4) transformation and growth. Conclusion：This study empowers nursing administrators and educators to recognize the obstacles and demands of new graduate nurses seeking feedback and the need for special attention in developing strategies to encourage new graduate nurses’ feedback seeking behaviors and stabilize the new graduate nurse workforce. Nursing managers should be proficient at providing positive leadership; collaborate with clinical mentors to foster an atmosphere where new graduate nurses may obtain honest, transparent, and fair feedback; and exercise caution when providing negative feedback.

show abstract

Association Between Dimensions of Professional Burnout and Turnover Intention Among Nurses Working in Hospitals During Coronavirus Disease (COVID-19) Pandemic in Iran Based on Structural Model

Cited by 16 publications

References 38 publications

Healthcare providers' intention to leave their jobs during COVID‐19 pandemic: A cross‐sectional study

Healthcare providers' intention to leave their jobs during COVID‐19 pandemic: A cross‐sectional study

Inclusive leadership can improve nurses’ psychological ownership and reduce their turnover intention under the normalization of COVID-19 prevention

"Discovering shine through feedback seeking"---Feedback seeking among new graduate nurses: a qualitative study

Contact Info

Product

Resources

About